what keeps me up at night
can't sleep. in Germany, so it is actually 2am.
the "resolution" of my performance rating mishap is Todd will be reprimanded for mismanaging my expectations. for shame. my supervisor (Todd) thinks i'm awesome, gives me a good rating, i get a bad rating/salary overall, i escalate to mgmt cus that makes no damn sense, todd gets dinged. unfair, unjust, and what can i do now? by escalating, i essentially hurt the man who gave me a good review, in turn hurting myself __ i feel awful. i get the message.
i got the wrong message and my manager gets blamed. if my manager screwed up, and i don't think he did, then wouldn't his manager get blamed for mismanaging him? Todd and I were there for almost 2 years. The executive should have done more sooner to manage Todd if they found any deficiencies. He was passed over for promotion last year, so obviously they should be paying attention and coaching him so he'd be at the top of the list for promotion this year. i don't think he was promoted. who's fault was that? theirs? mine?
i want to continue to have this discussion with the executives, but would i just cause more harm? how could i do nothing? i don't want to ruin Todd's career over this_ which at this point may well mean firing since he is 2 years overdue for promotion. should i just do nothing? i can't. todd was a great manager. he was awesome giving the team, me especially, free range to do all we could for the project. he delivered on time, on budget, and to the demands of the client. what do i do? i should stand up for what i believe in, but would that just dig the hole deeper? perhaps even by sticking up for todd i'd finally give mgmt some deficiency to point to in my performance. i shouldn't even say that - that's selfish - except to the point of my deficiencies reflect on my manager (Todd) once again. i know what's right. my conundrum is not figuring out what's Right to do but what's Best for Todd.
it really sucks that those are two different things.
the "resolution" of my performance rating mishap is Todd will be reprimanded for mismanaging my expectations. for shame. my supervisor (Todd) thinks i'm awesome, gives me a good rating, i get a bad rating/salary overall, i escalate to mgmt cus that makes no damn sense, todd gets dinged. unfair, unjust, and what can i do now? by escalating, i essentially hurt the man who gave me a good review, in turn hurting myself __ i feel awful. i get the message.
i got the wrong message and my manager gets blamed. if my manager screwed up, and i don't think he did, then wouldn't his manager get blamed for mismanaging him? Todd and I were there for almost 2 years. The executive should have done more sooner to manage Todd if they found any deficiencies. He was passed over for promotion last year, so obviously they should be paying attention and coaching him so he'd be at the top of the list for promotion this year. i don't think he was promoted. who's fault was that? theirs? mine?
i want to continue to have this discussion with the executives, but would i just cause more harm? how could i do nothing? i don't want to ruin Todd's career over this_ which at this point may well mean firing since he is 2 years overdue for promotion. should i just do nothing? i can't. todd was a great manager. he was awesome giving the team, me especially, free range to do all we could for the project. he delivered on time, on budget, and to the demands of the client. what do i do? i should stand up for what i believe in, but would that just dig the hole deeper? perhaps even by sticking up for todd i'd finally give mgmt some deficiency to point to in my performance. i shouldn't even say that - that's selfish - except to the point of my deficiencies reflect on my manager (Todd) once again. i know what's right. my conundrum is not figuring out what's Right to do but what's Best for Todd.
it really sucks that those are two different things.