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Got to say, I'm not really following where you're going here. Are you saying the OP should carry their workload for them because they can't? I don't get it.
The point is that...
You have to look at a more holistic perspective.
Especially if you want to be a manager, which OP obviously does. Teamwork. You can't have 5 LeBron James on a team.
It's not like there's one slacker. OP has actively alienated three of his teammates and has admitted they are the median, not him.
What do you think the end goal for OP is here? His end goal is get the favor of management so he can get promotions. That's what it sounds like. So, he's done that.
Every company has employees who have a variety of work ethic, attention to detail, desire to do the job. This is the reality of the working world.
You are a supervisor with an individual contributor title and not being compensated or elevated appropriately. You are fulfilling the supervisor's responsibility. At the very least can you have a different title designating you as SR. Manager while the rest are just Managers?
Typical 2018 Corporate America solution instead of looking into the group you find a scapegoat set him up to fail and then say "Look we had a problem and we kicked him out!"
OP you're being setup. Whether intentionally or unintentionally there's a time limit. You'll be getting a PIP soon and let go within the next 60 days if not sooner.
Say you become the boss of a different company and those three co-workers eventually quit or lose their jobs and are looking for work.
Am I correct in thinking that you would never, ever hire those people or ever give those people a reference because you think they're terrible performers?
Well, if everybody thought like you, then what would those three people do for jobs? How would they pay for rent and food?
They'll live out of their car, get addicted to meth and lose all their teeth and go in and out of jail just like everyone else. It's a dog eat dog world. The average corporate manager doesn't care if you starve and die.
OP you're being setup. Whether intentionally or unintentionally there's a time limit. You'll be getting a PIP soon and let go within the next 60 days if not sooner.
It's not this. For starters, we're a little short-staffed as it is, so they company isn't looking to let people go. More importantly (and I think I mentioned this in an earlier reply), management is recruiting me to join them in their expansion project. I think I brought that up in an earlier reply, but they are moving some of their key operations to a new location in the coming months.
Typical 2018 Corporate America solution instead of looking into the group you find a scapegoat set him up to fail and then say "Look we had a problem and we kicked him out!"
Oh the stories I could tell. There was a always a scapegoat. Nevermind the revolving door of employees, the fact that there was no institutional knowledge because people were either fired during probation (how convenient) or rewarded with a promotion after suffering through the miserable place ("You made it! Here's your prize!!!!"). Calling it "dysfunction" would be too kind.
My senior manager stepped in this week and things worked themselves out.
I have the green light to look through and tweak the project before presentation time, and it was made clear that this is an approved action. We've had smooth presentations the past several days, so for the time being it's working.
As for the noted complainers, two were moved off the project. One to another wing of the company that will better suit their strengths (a win-win), the other was moved to another team for a change of scenery - apparently he rubbed several members of our team the wrong way. The third complainer was never too upset, he was caught up in the moment and is still with us.
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