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User Topic: Is this a new form of touchy-feely management?
♀ Member
Member # 10180
Default  Posted: 8:57 AM, July 16th (Wednesday), 2014View ProfileEdit MessagePrivate MessageHomepage

If HR Manager has a boss I would go to that person. I would also consider going to your manager's boss. These things have a way of turning in to a bad situation even for the person who is in the right. Document every call, email, etc.

Your manager was completely wrong and if the HR Manager sanctioned that meeting at all she should lose her job.

Just my two cents.


Posts: 1635 | Registered: Mar 2006
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Member # 32810
Default  Posted: 9:22 AM, July 16th (Wednesday), 2014View ProfileEdit MessagePrivate MessageHomepage

Personally, I would file a complaint against the manager too. She was COMPLETELY out of line.

"You yourself deserve your love and affection as much as anybody in the universe." -Buddha
"Let's face it, life is a crap shoot." -Sad in AZ

Posts: 13858 | Registered: Jul 2011
Sad in AZ
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Member # 24239
Default  Posted: 9:24 AM, July 16th (Wednesday), 2014View ProfileEdit MessagePrivate MessageHomepage

I don't think it was sanctioned by HR; I'm pretty sure my manager went rogue. However, they will close ranks and try to mitigate the damage.

My site is the red-headed step child of the company. Traditionally, other sites have required much more attention, so we get ignored. Not necessarily a bad thing, but they tend to be reactive rather than proactive in dealing with problems.

A lot of mistakes have been made in managing our site; for instance, last year (before my start) they acquired another lab in Utica, NY. This lab had clients as far west as Buffalo. They decided to send all of that work to Albany in June. 800 pieces of work were coming into our lab at 11:30pm, and they had to be finished by 12:30--absolutely impossible. The team lead was running the show, as my counterpart quit in early August. She doesn't have the skills to manage people, yet the left her to her own devices. My manager was absent because of a medical issue.

When I started in last October, my staff was working until 4am to finish this work Four months of mandatory overtime--12 hour days--and the work still had to be sent on to NJ for testing. The testing is supposed to be completed by 8:30am--the drive to NJ is 2.5 hours at best. What's wrong with this picture??

I put a stop to the OT; we finished what we could by 1am and sent the rest to be finished in NJ. I finally convinced upper management to send the shipment from Buffalo on to NJ as a pass-through in February, but I had to give up a position and had change our finish time to 12midnight. Once again, they put us in a difficult position that is hurting us now, as our workload has again increased, and I lost one of my best workers. We are minimally staffed to begin with.

And, BTW, we are the best site in the company Not a lot of incentive for them to try to improve things.

All of the personnel problems that I have I inherited. The previous supv. hired some sketchy people right before she quit. I've already had to fire two of them.

I guess being given an 'exceeds expectations' on my performance review for not quitting was deserved.

I solemnly swear that I am up to no good.

Posts: 20432 | Registered: Jun 2009 | From: Upstate NY
Sad in AZ
♀ Member
Member # 24239
Default  Posted: 1:15 PM, July 16th (Wednesday), 2014View ProfileEdit MessagePrivate MessageHomepage


I'm trying to not count my chickens before they hatch, but the team lead just called off work tonight. This raises her attendance to the level of a written warning. She is already on a written warning for her critical error. My immediate problems could be over but god knows what else will happen.

I solemnly swear that I am up to no good.

Posts: 20432 | Registered: Jun 2009 | From: Upstate NY
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Member # 31349
Default  Posted: 1:18 PM, July 16th (Wednesday), 2014View ProfileEdit MessagePrivate MessageHomepage

Usually that kind of person ends up digging their own grave. Unfortunately they keep heaping dirt on other people in the process.


"Sometimes people are mean, and sometimes things will be hard. One of your jobs is to try and make sure that that never makes you mean and hard, too." Cord Jefferson's Mom

Posts: 18277 | Registered: Feb 2011 | From: California
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Member # 23437
Default  Posted: 6:20 PM, July 16th (Wednesday), 2014View ProfileEdit MessagePrivate MessageHomepage

That is an inappropriate way to handle the situation.

Indeed. Could it have been some sort of ploy to get her to reveal something in anger to enable them to fire her?

If not, it sounds to me - a business-world outsider - as though it could be for one of two reasons:

1. The manager was trying out some new-fangled conflict resolution strategy that she's read about, but not thought much about. (And it was a disaster.)

2. She is afraid of the team lead for some reason. (I wonder why.....?) And she thought that letting her rant at you, but under Vegas conditions, might placate her.

But she has definitely messed up. And, given her CYA attempts, it seems that she knows it. That's not good for you, as you were both witness and victim for her screw-up. I am sorry.

My husband's policy is always that the idiots who cross his path and make his life difficult will eventually reveal their incompetence, and fall from grace, all by themselves. So he just sits and waits for them to do it. I listen to him vent, get mad on his behalf and think he should Do Something About It. But he has been proved right time and time again.

If you can stand the wait, I rather think that may happen for you, too. It sounds as though you have been doing a brilliant job and the higher-ups must surely have realized it. I do hope so, anyway. It's what you very obviously deserve.

[This message edited by Cally60 at 6:23 PM, July 16th (Wednesday)]

Posts: 2168 | Registered: Mar 2009
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Member # 27035
Default  Posted: 7:36 PM, July 16th (Wednesday), 2014View ProfileEdit MessagePrivate MessageHomepage

((Sad)) Holy crap, what a chaotic mess! I hate managers that are too chickenshit to do the hard stuff like firing people that deserve to be fired. It just makes everyone's job that much harder covering for them. I'm sorry you're dealing with this but you're doing all the right things - document, document, document.

"On particularly rough days when I'm sure I can't possibly endure, I like to remind myself that my track record for getting through bad days so far is 100% and that's pretty good."

Posts: 5336 | Registered: Jan 2010 | From: Midwest
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Member # 16671
Default  Posted: 7:51 PM, July 16th (Wednesday), 2014View ProfileEdit MessagePrivate MessageHomepage

I think if I were you I'd go around manager and deal with HR. I'd ask for meeting without lead or manager, and the. Talk with manager.
As for lead, just let her keep shooting herself in the foot! And document all of it!

Me(BS)45(at the time of D-day)

Divorced 2009, Closing on house Nov 2011 -
No longer waiting for the other "she" to drop.

Posts: 4706 | Registered: Oct 2007
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