I had a manager that received untruthful complain about my conduct while I was trying to make one of my programs to happen. Looks like the managers showing up 10:30am and leaving 2:30pm were not happy with me asking for work on regular hours and having meeting with the team.
So instead the manager discuss the complain with me, I discovered AFTER being laid-off, the same manager was bad mouthing me instead to work with me to his leadership.
I never received ANY complain while working on that cr-p but I asked HR for my final records and then I was able to see them filed AFTER my layoff.
This is the summary of Fitbit TPM leadership.
Lack of Trust and Respect: The manager's behavior can erode trust and respect within the team. Employees are likely to feel insecure and undervalued if they learn that concerns about their performance or behavior are not addressed directly but are instead shared with others.
Missed Opportunities for Improvement: By not discussing the complaints directly with the employee, the manager misses an opportunity to provide constructive feedback that could help the employee improve. This lack of feedback can hinder personal and professional development.
Negative Impact on Team Morale: Such behavior from a manager can create a toxic work environment, affecting the morale and productivity of the entire team. It can lead to a culture of gossip and undermine the team's cohesion.
Professionalism and Ethical Concerns: Managers are expected to handle complaints and feedback in a professional and confidential manner. Discussing complaints about an employee with others, rather than addressing the issues directly, can raise ethical concerns.
Legal Risks: In some cases, if the behavior is perceived as harassment or contributes to a hostile work environment, there could be legal implications for the manager and the organization.
FITBIT WAS THE WORST JOB I HAD ON MY OVER 30 YEARS OF EXPERIENCE. YOU WILL FAIL AND YOUR PRODUCT SU-KS.. LIKE YOUR TEAMS.