My manager is only capable of micromanaging, nitpicking, and creating problems out of nothing. That's it. That's his whole shtick. How these people get promoted is beyond me.
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Your asssumptions are incorrect..
Same way sh---y employees who cant do their job or show up don’t get terminated like they should. So its not always a manager issue but you wouldnt know that cause you look to point fingers everywhere but at sh---y employees
Am from another bank (rhymes with Sh1tty) and can confirm that it's no different here. Plus bootlicking, nepotism for promotion. People of all ethnicities do it so am not blaming anyone set of people. Was forced to work for two of the worst kind of MD's I've ever known after a reorg - both are as white American as they come. Bottom of the barrell sc-mbags if I ever saw one
@OP Questionable quality of leaders is due to two causes:
- smart people from the inside often do not want to get into management as a pay increase is small, and now you will be faking performance reviews and firing your team members
- external candidates are of low quality as well as the bank does not pay market rates
From what I witnessed at Global Payments: Promotional seemed to have little to do with competencies. If a Direct or VP “liked” (or "disliked") a person, they would be promoted. Here is what I mainly observed: when a leadership position became available and management wanted an internal candidate, they would look within their own line of business for someone they were familiar with. If their top three choices declined the opportunity, the Direct or VP would continue looking internally until someone accepted the offer.
My assumption for why this method was used to filling leadership roles is that department did not want to negotiate nor pay a fair market wage, resulting in a lack of quality leadership personnel in our line of business. It seemed to be a win-win situation… until the department failed to succeed every day.