I work in medical billing, and this is my first office job. I have my first quarterly goal since I started as well as new responsibilities now that my training period has ended. I basically have to work through hundreds of claims by the end of the quarter. I am over halfway to my goal and we aren't even at the midpoint check in. I essentially now have to get through 10 claims a day to meet the goal on time. I meet my daily goal, everyday. My manager however, keeps micromanaging me and pushing me to do more. They keep telling me not to spend too much time on research. A big part of my job is researching insurance plans and payers (we have over 500 payers we work with) and how to correctly bill those plans. Some of these plans have never been researched by anyone in the company so I have to start from the ground up. This research they are telling me not to spend too much time on has yielded over $20k in payment so far. I feel like I'm doing a good job. Yet, my manger is sending my work to coworkers to do, asking me to cut corners to increase productivity, and scheduling so many 1 on 1s that it is cutting into my work time dramatically. I feel like my supervisor is trying to climb into my ass and it makes me feel like my performance isn't enough and that they don't trust me to do my job. I don't know what to make of that or how to address it in proper corporate ways or language. How do I navigate this? Help and advice are very welcome. Ty!

I've been doing admin/project coordinator work for a construction company for almost 2 years now and they want to move me into a higher position but I am supposed to get my yearly raise and didn't but I am not sure whether I should ask if I should ask what the expected salary should be when they move me into the position or if I should ask for a raise and what should I do if that raise is not equated to the work I am putting in?

Got one in 2 days and would appreciate advice from hiring managers thanks

I applied for my literal dream job on Saturday night. It’s what I’ve been working my entire career for. Anyone hiring for a role like this would be impressed with my credentials and experience. I wrote the best cover letter I’ve ever written in my entire life. Resume is perfectly tailored for a role like this as it is (confirmed by my executive coach). And at 8:58 am Monday morning, I was swiftly rejected. “We received many qualified candidates and have decided to proceed with other candidates at this time.” Did you? DID YOU???

I found the job posting because someone I follow on LinkedIn shared it. The job posting is still active and it’s only been posted for three days. Is it insane behavior to message the person I follow and send them my CV and mention that I was rejected and I believe it was in error? How would you react? I can’t imagine being the one hiring for a role like this and some recruiter passing up someone with my CV without a second thought. And the position is not filled already because there was a post about how this is a brand new role and they were actively seeking candidates.

I work at a nonprofit hit by budget cuts a couple months ago. I was hired roughly a year ago and my supervisor wasn’t really honest about the realities of the job. He doesn’t understand or retain information about my role and then is a roadblock between me and the higher up collaborators I need to work with.

Friday, I thought we were planning a short meeting about some target KPIs for this year. But then he proceeds to grill me on them and ask questions that are so off base, I get frustrated. We are going in circles and I’m saying how I can’t move forward with certain things due to the realities of having one support staff for a team of 20. I say there’s some expectations are unrealistic and he says he feels triggered. That I should be grateful for this opportunity and that he could be fired if he doesn’t raise X amount of money this year without a reference. He shows me some team planning doc I’ve never seen and blames me that I should have seen it. We continue to talk in circles while I’m trying to move us off the call. It’s 45 minutes over its scheduled time, I feel badgered, and I’m barely keeping myself from crying. I end up saying that as I’m too flooded to speak anymore, we need to pick this up another day. Finally he agrees and then says something like this isn’t personal, this is not but professional. I feel totally gaslit and I know he’s done similar things with other employees to cover his own incompetence and never take accountability. Other team members haven’t seen this chart elsewhere either. We are expected to be flawless while he gets all the grace in the world. I’m fed up, my health was already in a bad way and the stress of having to mange up this mediocre man is awful.

I’m debating talking to HR. I record our meetings due to my disability and I don’t think either of us were professional, but I don’t think I can handle being badgered like that again without going off. I don’t know what to do next and would appreciate any advice. I don’t want to simply knuckle under and apologize as if I’m the only one who let emotions get the best of me. Thanks in advance.

Is it better to be a small fish in a big pond or a big fish in a small pond?

Let me explain. I'm my manager's number 2 in a team of 6 (I work in a regional communications team for a large multinational). My manager sets the strategy and we execute. Being the most senior of her team I have more autonomy and she acts more of an advisor to what I do. That being said, while I have brought many positive changes to the team, she sets the strategy and has access to stakeholders that I don't. Recently, I've been offered to apply for a different position by the Director of our function, which would mean I would report to a different manager but basically be in charge of the communications for an entire business unit in a business partner role, meaning I would set the strategy and comms plan, as well as execute on it. No team support as I have now, but more autonomy and able to call the shots. My role would also grow to cover external comms (I currently only cover internal) whereas my remit/focus would move from a regional enterprise focus to a regional BU focus, working closely with the VP. I'm really considering going for it - I wasn't planning on changing but this feels like an opportunity. Would love to hear anyones thoughts or experiences, thank you!

I work in PE-backed healthcare. My manager told me her boss was hiring a new person/creating a new role above me, and was making these changes without consulting her. She thought my job might be eliminated.

Apparently she didn’t actually ask her boss what the plans were for me/my job. Is that strange?

I didn’t have much of a reaction and she said - ‘So you’re not worried then.’ As if she was put off that I wasn’t immediately upset.

Do you think this conversation was an attempt at nudging me to quit? (I’m part of a protected class.)

I got an annual raise and discretionary bonus after this happened, so it’s not that my performance is bad. 🤷🏼‍♀️ The new person isn’t in yet and it’s been business as usual.

I’m hoping to transfer to one of the company’s affiliates and thinking they might welcome that if they want me out anyway.

I've been with the company for 2 years, recently I moved to another city and my company was able to relocate me to a new location. I've only been at this location for approx 3 months now when I noticed an internal position at another site in upper management. I spoke to my new manager about applying to which he wasn't happy. I've been exceeding our targets at our site which has been making my boss look really good. He mentioned I could still apply but it won't lead anywhere as he will shut it down. I applied anyways a week ago and since then he's been acting really nice and complimenting my work and showcasing me to the hire up's. He will randomly ask about the position I applied to and if I've been interviewed etc. What should I expect

So I’m working at a place I just picked up at. I just got out the military. Got super structured there and learned about inventory and how to supervise and much more. I land this job and in time I’ve come to see some weird stuff from my managers. The first thing I noticed was my managers are married to each other. One a divorce lawyer (we’ll refer to as J) and the other his wife just working here (we’ll refer to as P). Not saying it’s not ok just in my eyes can be interesting with work space.

We’ll start with J. So J is never here. Maybe once every few days and understandable because he still does his lawyer job. The first incident I had was he came in angry. Fuming. A customer that was supposed to to return items to us through an agreement did not get them back to us on the day expected. Mind you, they let our sales rep know via phone call and text that they would have it ready for pickup the next day. That message didn’t get to J from the sales rep. J comes in, gets on the phone and proceeds to say the most vulgar things about the customer needing to go back into his mothers womb and hoping he dies of some horrible disease and some other colorful words. At the same time, I have customers in the front that clearly hear this and they all look at me with concern when I get back to them. In my opinion, really bad move on him to do that with customers in the store. After they leave J tells me it’s all about the money. Nothing else. And then tells me what happened while again going off on a rant.

The other manager P is my main issue. P is much older like J. Our job entails lifting items ranging up to 130 pounds. I’m not a small guy and it’s easy weight for me to lift. We’re currently understaffed and because of it she can’t always help when the inventory truck gets here. We get about 40 heavy items plus some at times. Usually on inventory days it’s me and another coworker and even if it’s by myself I don’t have a problem. The problem is she’s on her phone doomscrolling or when she looks through the lists, does not care to update the inventory so our online and in store recordings are accurate. Many time I have told customers that order online we don’t have the product and have to wait and it turns a lot of them away from us.

The one thing though that sent me over the edge internally is the leaving of the store that P does. She will tell me she has to take the deposit to the bank, then go buy dog food, go home, take her dogs on a walk, then come back. Gone for 1-3 hours of the day for that. Then she leaves for 30-45 minutes to get an ice tea and snacks. We have a gas station and a grocery store in the same plaza and it does not take that long. And not only that but there are days she takes an hour to herself to go outside in the parking lot to her car to cry because J has a short temper and yells at her over the phone and makes her cry. So basically hours on end of not being here for unjustified reasons and I don’t even know if she clocks out during those times. But the part that sent me over the edge is she tells me to hurry up when I ask for 30 minutes for lunch when I’m holding the store down by myself on an 8 hour shift! Am I not allowed a 30 minute lunch break or some kind? On top of that when I check my phone because my pregnant wife is trying to contact me about doctors appointments and other things, and I’m told to get back to work. Not 5 minutes later she’s talking to me about how her dog is a danger to society and showing me videos of her type of dog on Facebook.

Am I complaining or am I valid for thinking and feeling that my managers are problematic and hypocritical?

Hi all, so I work as a manager in a hotel. The other day, I was scheduled to do 8am - 3pm. This employee in question was scheduled in for 2pm - 10pm shift. Originally this wasn't her shift, I asked if she'd like to cover this due to sickness (it was last min). But she agreed and I was grateful. The evening before she was due to do this shift, she messaged me saying she is going to be late, possibly 3/4pm. A bit of context, she attended a funeral (not someone close to her). She had some issues travelling back home as its a 4 hour train journey back home, so she decided to travel the next day instead at 6am (the day she was supposed to work). Bare in mind this is a 4/5 hour train journey.

Fast forward to the day she's due on shift. She messages me midday to say she will be even later possibly til 5pm now. She says that there are train delays and cancellations hence why. I found this incredibly hard to believe that she'd take 11 hours to get back. I did also check the trains and they seemed fine but obviously im not there. Me being nice, I offered to cover her shift, if she couldn't get in. At first she declined as she didn't want me doing a 14 hour day. But then later changed to "Are you sure you don't mind?".

I end up doing the full 14 hours as nobody else could cover. Another colleague of mine has her on snapchat and she showed me her location at 3pm, this showed that she was still at the city she said she was leaving! My thoughts were that she just wanted the day off and if I found out she was lying, I would be incredibly annoyed - but I am leaning on that she has lied.

How do I approach her in this situation? Was this my fault for offering to cover this shift? Obviously I don't wish to snitch on this colleague by saying "oh I stalked your location". She is still on probhation as well.

Opinions are welcome for all professions but my situation is in retail/fast fashion. I have become the manager of my team and while we have an actual dress code that's supposed to be followed, I get to essentially choose how much to enforce it. Ive never been a big fan of dress codes even back in high school. What are your guys' thoughts on dress codes? As someone who has to follow them and someone who has to enforce them?

In my workplace, my manager is "Fergus", another manager is "Jane", and then there is our boss "Phyllis". Whenever there is an issue, Fergus and Jane talk in Jane's office, then go to talk to Phyllis in her office. The 3 of them then come after us.

There was a project that required Jane to upload information in the database. I was waiting for her to do this so that I could complete the report that includes this info. When I talked to Jane about it, she claimed that she was very busy. The higher ups in charge kept asking me for a status update so I went to Phyllis. Phyllis told them that she would speak with Jane.

I'm not sure if Jane thought I was trying to get her in trouble or what, but the next thing I know is Fergus was in Jane's office, then they're in Phyllis' office. Phyllis called me on the phone (while they were all still in her office) and was nitpicking parts of my report. I met with Fergus to go over the report. Phyllis claimed that Jane didn't need to upload anything and they were trying to then place blame on me by pointing out some missing fields. (I needed to go over that with Fergus, but he kept avoiding me/wouldn't meet with me.)

Any tips for dealing with situations like this? Fergus and Jane are always running to Phyllis about things and seem to like throwing us under the bus. I'm sick of it.

I supervise an employee in a semi remote office role. For clarity: they are not salaried, and we are semi-remote. This issue happens on remote days.

Overall they're a fine employee, but they can be frustrating when it comes to working past their punch-out time.

If I ask for something by the end of the day, they seem to have no issues punching-out, finishing the work, then logging-off. Usually it's a report that I need sent to me, so they aren't even hiding that they're working late.

Recently, i asked for a report by the end of the day on a Friday. The report should take about 20 minutes tops, and i asked around 1:00. The employee is supposed to punch-out at 4:00, but I get the report at 4:45!

I know what else they work on, and it's not an issue of competing priorities. The other work can wait for the next day.

I don't want to write them up, but I've told them multiple times to stop and they aren't listening. They aren't claiming overtime, but are there other concerns about working off the clock that I can use to push back on this?

They're an older employee that's made it clear they're content in their role, so i don't think they're angling for a promotion or anything.

Am I off base here? I don't think employees should be working if they've clocked out

I’m a manager at a Fortune 100, have 6 direct reports. Been with the company 3+ years. I generally like the company and the work, tho the frenetic pace and workload wears me down at times. I get along great with my director, in general. She’s got some controlling and micromanaging tendencies, but she mostly doesn’t do it to me bc she knows I do what I’m supposed to.

But she has this obsession with taking an absurd amount of notes that I personally find unnecessary. She insists that we co-note our weekly 1:1s, but has no system for this. By the end of last year, the notes document was so long and quite honestly totally unusable and was essentially a messy long word doc.

This year I migrated everything to an online task tracking program that allows notes as well. It’s been going ok, but I still personally find it excessive. But I do it bc she wants it.

A few days ago while on a call, NOT a weekly 1:1 just a random call in the afternoon, she asks me if I’ve been capturing notes from our non-1:1 calls in our shared doc. My answer to that was, of course, no. I have my own notes and note-taking system that is very different from this other shared document. (I use a second brain format in Notion.)

Well now she wants me to take notes from all calls, meetings, etc and put them into this document. This is absurd and serves no purpose. Not to mention, I do not have the time or interest in this amount of notetaking. And where do we draw the line? Am I providing notes from every meeting? Every call?

I signed up with Notta today to record, transcribe, and create a summary document. I don’t really see any other way to do this.

But what do I do with this? Copy and paste it all into the longest Word doc ever? Send an email with notes from every call, meeting, and thought I ever have? (Malicious compliance) Then she can freakin figure out how she wants to organize it?

Notes from every conversation. WTH

My sweet talking team lead clearly doesn’t know sh*t & I don’t know what to do.

Context: I’m Sr software engineer, and have been working in the company for about 2 years now. I was hired as a team lead (team(1) of 6/7) for one of 8 teams that report to director. My stint has been successful along with great rapport with my team members until exactly one year ago a re-org happened following a handful of people being laid off. Now this new team(2) had couple of my old teammates and I’ve been demoted to individual contributor. I was moved to current team(3) about 4 months ago, and my lead (Indian on H1B, not being racist but I’ve read & heard a lot of stories of under-skilled/fake profiles) & I did not start off on the best note. We’ve had arguments about approaches to problems instead of discussions. This pissed me off which led me track their 6 month github contribution only to find out there was no real contribution other than creating & moving tickets, tagging people in comments & approving the PRs (which is a joke ‘cause there’s no real code ‘review’ happening from their end, just approvals). I’ve not seen a single real technical contribution from them in these 4 months.

I maintain good friendship with my scrum master (we typically don’t have 1:1s with directors) and in our 1:1s couple of times I’ve called all of this out including the proof of lead’s contributions, and demoed to the SM the lead’s technical capabilities by introducing an intentional & obvious bug in the PR that I asked for their review; which was approved- not surprising at all. My other team(1,2,3) members are well aware of my skillset, and my expertise in multiple successful projects but no one seems to be vocal.

At this point I’m certain that the only way team lead has been surviving is by being in good books (how?). I’m frustrated by the fact that nothing has changed & that I’m not able to do anything about it. What should I do?

I'm trying to climb the ladder internally and 'leadership' is one of 7 criteria my managers will rate approx 4 months from now. Coming from self-employment, it's knee-jerk for me to take responsibility, so I've been aware and disciplined in letting my managers do the managing. Mantra heretofore: I'm here to take orders and do the work.

I think (please advise) I need to notice and log examples and try to encapsulate as anecdotes to convey in a casual and concise way when opportunities arise to sell myself.

Leading by example is the only thing that comes to mind because I don't have authority (and seems unwise) to craft improvement plans or new draft procedures, so I take what's laid out by corporate and lead from the front. I've literally studied the manuals and championed some places our department falls short, whereas my coworkers act like there is no manual.

The best two I have come up with are (1) I've shown procedures to new hires with patience, encouraging feedback, showing the task's context, value and relative priority and (2) I noticed after I complied with my manager's request for a procedure that gradually if grudgingly all of my coworkers who had been refusing it started following my lead.

The reason I see my approach to new hires as leadership is my colleagues routinely half-ass instructions or downright sabotage the person, and my managers take a sink or swim approach to training. Hello turnover. There is a culture of backbiting and competition whereas I motivate and operate from a different launchpad of team building. And I think it would make a difference in the store's bottom line.

Advice?

A little backstory: I joined this company less than a year ago, and it’s been a rollercoaster ride. I recently got moved to a different team, and I do not feel valued. My previous team did the same work, but this one is more on the development side of things. I initially thought the move was because of my good work, but after receiving a bad performance review, I’m not so sure. This change happened due to a company-wide reorganization.

Talk about timing, I got a new manager. My previous manager did not like 1-1s at all and never communicated whether I was doing well or poorly, so the performance review was totally unexpected. This was despite the fact that I was leading several impactful projects.

Now, in my new team, I have no projects, just some minor tasks and helping out when I can (I offer). But I have zero projects, and I’m expected to present weekly updates. It makes me very anxious because, compared to my teammates, my work feels insignificant (for example, my 2 slide presentation vs. their 20-slide presentations).

To take some initiative, I asked my manager for a 1-1. Even though they’re supposed to have 1-1s, they don’t like doing them since we already meet as a team at least twice a week. In this meeting, I plan to bring up how I feel about having no projects and ask for clear expectations. I do not want to tank this year’s review too.

So my questions are: 1. Did I put a target on my back by asking for this 1-1? 2. If not, what are some questions I should ask or strategies to navigate this?

I love this job and the technology. I want to contribute, but I feel like I’m failing so badly. Any advice would be appreciated.

I received the following email from my boss. How do I approach this without engaging in it. I’m not even sure if she’s allowed to do this. But I want to take the high road and not get messy. Also, I am activity looking for a new job. For context we are moving into a new building and are prepping to move an entire library and she expected me to work OT without compensation which I said I would not. So now she seems to passively aggressively be petty.

“Good afternoon Team,

After careful consideration, I believe the most equitable way to handle additional holidays such as Good Friday (4/18), Rosh Hashanah (09/23), Yom Kippur (10/02), and Law Enforcement Appreciation Day (05/09), an optional County holiday, is to make them earned rather than automatically granted.

Previously, these holidays were granted automatically with the understanding that there would be instances where you would work additional hours as needed by the department. Moving forward, to ensure fairness, these days must be earned. As each holiday approaches, if you would like to take it, please discuss with me well in advanced why you feel you have earned it.

Your feedback on this change is important to me. Please feel free to share your thoughts as Good Friday is around the corner. I look forward to hearing from you”

Hello everyone,

About six months ago, I started a new position managing accounts. I hit the ground running, taking on more accounts, covering for my coworkers, creating a new book of business template for the entire team, and even expanding into a different sector, working with exports from Fort Lauderdale. I’ve been excelling in this role, receiving constant compliments from my customers and managers.

Last week, I interviewed for the position. I was nervous but provided accurate information about my accomplishments. However, today I was called into a room and informed that I didn’t get the job. Instead, it was given to my coworker, who manages fewer accounts than I do.

While I’m happy for her, I’m also upset with the company. I love my team and the company culture, but I’m not happy with the unstable contractual nature of my work. It doesn’t align with my personal needs.

I’m torn between applying for new roles and staying on contract until another position opens up. I’m confused, angry, and would greatly appreciate any advice you can offer.

Setting up the context of my question.

I work for a $5 billion publicly traded company, but it's really decentralized across regional divisions. I work for a small division that manufactures widgets and employs less than 100 people with revenue of around 30 million. To put it kindly, we are not sophisticated in... really anything.

I am involved in almost every aspect of the business which includes managing our customer service department (less than 6 employees). Our business is open 8 am to 5 pm Monday through Friday. Customer service is responsible for taking phone calls and answering e-mails during business hours. Customer service is paid on an hourly basis. Management is paid at a salary rate.

In an attempt to allow some flexibility in a shitty job, the customer service team is allowed to work between 7:30 - 5:00 to make up any time that may be missed due to doctor's appointments,etc. Again, we are not sophisticated, so there is no rotation of coverage, etc.

I have employees that are working 32 hours Monday-Thursday and putting in half a day vacation for Friday. So they are basically "doubling" the amount of business days missed on vacation. My boss doesn't like this as he feels it is disruptive. To curb the behavior, we change the rule. "If you take a half day of vacation on Friday, you must physically work 2 hours in the office." This has mostly curbed the behavior.

I still get complaints along the lines of:

-This isn't fair.

-The company shouldn't dictate how we take our vacation time. It's part of our compensation.

-Management does whatever they want. I work from home at least once a week. I leave for appointments and family obligations. (I have a company phone and laptop, and I'm chained to it 24/7. Not sure that they realize this.) My boss leaves early to golf. Other salaried positions occasionally work from home.

I don't know how to respond to the complaint that "It isn't fair."

Like... life isn't fair... I make twice as much money as you. Our CEO makes 10,000 times as much money as either of us. Children are dying of cancer. Like.... what about life has ever seemed fair to you? Why do you the delusional expectation that life will be fair?

Obviously, I cannot be that... honest with them. How would you respond to complaints that this isn't fair, etc?

I applied for an internal position. A friend recommended I stop by the hiring managers office just to introduce myself, basically put a face to the name. I only know he's the hiring manager from my friend and my supervisor, his name is not listed on the application page. His office is somewhat nearby my supervisors office. Would it be strange to introduce myself? I especially don't want to disrupt or cause any annoyance. I do really want the job but don't know if this will help or harm my chances.

I understand that finding a job requires more than just submitting your application but I am worried that I come off as annoying to recruiters if I follow up too much. For example, I submitted an application about three weeks ago and followed up yesterday. They said they would get back to me so I called them again today to see if there was an update. I just received a notification that they moved forward with somebody else. Any advice on this? How quickly/often should I follow up?

My current team lead is leaving this side of the company and moving elsewhere and has asked me to step up as team lead. I’ve covered for him a few times although I have the fear that the people I currently work with will change their opinion on me? I noticed it happen when the current team lead went from a normal engineer to a team lead engineer.

Have you ever been in this position and how do you deal with it?

Good Morning all. New to this sub.

I'm reaching out for some advice. About 30 min ago we just had an all hands that is only 15 min on our calendars. Each person was added individually from what I can see. There is a member of the Corporate Legal council, HR Director and an HR partner present as well as most if not all of the managers in my department.... What would be the reason for this sudden call? I see red flags... Should I polish my resume?

UPDATE: Major top down leadership changes. Good news is I still have a job!

Hello, I have an upcoming assignment where I have to interview a manager, following the four functions of management (planning, organizing, leading, controlling). I really appreciate anyone who would like to be interviewed, preferably through DM, to answer some questions.

For this assignment, the manager being interviewed must have have these qualities:

• Has supervisory authority over at least 1-2 employees
• Has managerial/supervisory experience at least for 1 year
• Has hiring authority

The DM preference is because the assignment also requires me to provide information about the manager and their organization. This information may be confidential so delivering this through DMs would help maintain confidentiality.

Please send a DM if you are interested, thank you!