I’ve always believed a good middle manager should be looking ahead, ensuring the team is set up for success, and constantly developing their people. They should be clearing away any roadblocks so the team can excel. But how many of those middle managers do we actually have at Dell? It feels like the ones here aren’t interested in any of that. No one’s thinking about the future, no one’s helping the team grow, and every little issue just gets brushed aside. What’s the point of having them?
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I’ve said this before in previous posts. Unless you’ve actually BEEN a middle manager in Dell, shut the f*** up. Seriously. You have NO idea what we’re given to work with (top down).
It’s the middle mangers who are having headcount cut from our teams, people leave and they’re not replaced, having to pick a ‘poor performer’ at year end out of a team of great people doing their best, budgets being cut left right and centre, the “do more with less” bullsh*t and a series of useless tools and processes (did y’ever have to deal with accounts payable? Shoot me now) that have us chasing our as--s every week.
Don’t generalise when you make those snide comments. YOU might have a bad manager, but they’re not all bad ffs, and all that for a comparable salary scale vs an independent contributor and an extra 5% bonus, on an already low salary scale compared to market.
Get a grip
what exactly does Dell management do?
from what I see is lots of family members in middle management
I've met amazing and awful middle managers, but sadly the good ones left this toxic environment. We're stuck with bad people in this sinking Titanic
I personally met some Dell middle managers. They might be okay human beings if they removed the stick lodged in their rear ends.
“ Everyone is looking out for themselves now and I started doing the same. Don't count on any middle managers cause they don't care about you anymore, even if they used to.”
True. I experienced this. Egos are a funny thing.
I find middle management at Dell to be devoid of leadership and management skills. By far the weakest of any of the 8 companies I have worked for. In the orgs I worked in at Dell, middle management offered only roadblocks and confusion with lots of unnecessary calls sprinkled on top.
Middle management left must kiss behinds to stay off the WFR list. Any pushback is a direct out the door. What’s left is a bunch of people vying to see how many behinds they can kiss so they’ll continued to be employed.
They are getting steamrolled with todos and doing the same to those of us at the bottom now. I used to praise my leader but now they are just a dell bot. It's so sad how no one stands up to the je-ks making bad decisions so we all have to suffer for it. They doing even reply when I cc them on emails for help anymore.
Everyone is looking out for themselves now and I started doing the same. Don't count on any middle managers cause they don't care about you anymore, even if they used to.
‘ The old management had a backbone, and that backbone got them WFR.’
Or, they found another job that appreciated what they had to offer.
I think you are looking at it wrong. If you look at who is left in middle management they get hit from the top and bottom. They are blind sided by decisions made that are made above them but find out when their own people find out. I’m sure they are not comfortable with their own job security. I personally know many former directors and senior managers who were let go out of the blue. So answer this. How do you lead forward when you A. Don’t know the plan B. Are worried if you are part of the plan. C Have no answers to logical legitimate questions from your IC and you have to gaslight them.
There's none. The current management have been selected as puppets-yes men-repeaters.
The old management had a backbone, and that backbone got them WFR.