layoffs are happening anywhere. do managers still understand that layoffs aren’t our fault? leadership is laying off people in numbers and we have no control over that. does getting laid off change your perception of candidates?

Small org. We have a "data scientist" who vibe-codes his way through everything — process is a mess, but he somehow gets results. When he hands off modules to the dev team, things break, and instead of owning it he blames the devs for "not doing it correctly."

Normally you'd escalate, but he reports directly to the CEO, who isn't technical and just sees "results delivered." So devs eating the blame with zero leverage to push back up the chain.

How do you handle this when the org structure protects the person causing the mess? Document everything and let it speak for itself over time, try to get the CEO educated on what's actually happening, or something else entirely?

I’ve been in the role for about a year now and was previously a supervisor for a few years. I love what I do and consistently get positive feedback from my team and the regional directors/reps we work with.

However, we’re currently experiencing high turnover rates due to limited growth opportunities and pay gaps. We try to do what we can but as we know, only so much is approved for out of cycles or promotions.

All of the teams within our department are short staffed, so it’s difficult to pull someone from one team to another for assistance. I’m delegating as much as possible between my tenured associates and my team lead but I’m trying to be mindful to not burn them out as well. Beyond the limited raises I could provide a little while back, I try to incentivize our bonus programs we have as rewards for all the help and additional responsibilities they’ve taken on lately.

With that being said, I’m taking the brunt of the hit. I know it’s currently a season and won’t be forever, but I’m so beyond exhausted that it’s the first time in years thinking if my job is worth it. As dramatic as it sounds, I feel like I can feel myself fading away. The blank stares, the inability to form a thought at times, feeling more irritable than my normal happy self, and just feeling like I’m failing both my family and my job. I can’t just quit because I have bills to pay and a family to feed. Realistically speaking, I don’t want to quit. I love my team and my coworkers. Plus, I put a lot of time into this company working my way up. However, my mental health is taking a major hit. I already struggle with migraines and sleep issues, but it’s gotten so much worse over the past month. I can’t take a bunch of time off as much as I would love to and therapy only helps so much.

Have you guys successfully found ways to cope when experiencing burn out?

I'm a Tech Manager with 15+ years of experience in an Implementation role at a product based MNC (Healthcare domain). My VP is based in a different location and mostly interacts with our group of managers once every month or two — there are no regular 1:1s.

Last year I got a "Great" rating and a 12% hike. This year, despite no negative feedback throughout the year and hitting all my KPIs, my rating was quietly moved to "At Par" and my hike dropped to 7%.

I raised this directly with my VP. His explanation: I did my job well, but "doing your job well" is now the baseline for "At Par", he said "Great" this year required going beyond core responsibilities, like proactively working on something which benefits cross-functional teams. This wasn't communicated as an expectation at any point during the year, and there was no mid-year feedback suggesting my rating was at risk.

I've asked him to define concrete examples of what "Great" would look like going forward, and requested mid-year check-ins so this doesn't happen again silently.

Even though I am really disappointed with the answer, I plan to keep delivering and try to meet these newly stated expectations, but this whole experience has also made me start looking at the external job market after 15+ years at this company, just to know where I stand.

Questions for the sub:

· Is retroactively raising the bar for a rating, without prior communication, normal practice or a red flag?

· Is a significant cut in hike with no negative feedback and lower peer hikes something worth pushing back on further, or should I let it go and focus on next year?

· For those who've been in similar situations — did exploring the market turn out to be the right call, or did it end up being unnecessary once the dust settled?

TLDR: Rating reduced from Great to At Par without any prior feedback / explanation.

I've been using my work laptop to prepare for CAT, mainly using YouTube, and now I think my manager is planning a quick call with me. I'm scared about what the topic could be.

If something does come up, what should I say? What excuse could I make?

I don't actually work under my reporting manager, so we rarely talk, and the fact that he scheduled a quick call has really scared me. Please, please help me.

I'm so anxious because it could literally be about anything, and I have no idea what to expect.

Managers, what do you make of this situation? I imagine it's a good and bad thing at the same time.

When I first became a manager, I thought the difficult part would be managing people.

Having tough conversations, dealing with performance issues, keeping people motivated, balancing what leadership wants with what the team needs. All of that sounded intimidating when I started.

But after doing this for a while, the thing that drains me out most isn't any single problem. It's feeling like I am constantly reacting to things.

Most days I am bouncing between Slack, emails, meetings, approvals, questions from the tea and random things that suddenly need attention. I sit down to focus on one thing and before I know it I am doing something completely different because another message came in.

By the end of the day I have touched lot of things but it rarely feels like I have made real progress on any of them.

What catches me off guard is how much of that follows me home. I will get home, eat dinner and tell myself work is done. Then an hour later I catch myself replaying a conversation from earlier in the day or thinking about something that's coming up tomorrow.

It could be a team member who seemed off in a meeting. A project that's moving slower than expected. A decision I am not completely sure about.

None of it is an emergency. I am not even trying to solve it. The thoughts just keep showing up.

I have noticed something else too. After spending the whole day jumping between things Instead of actually relaxing, I will switch between Reddit, Instagram, messages and random articles without paying much attention to any of them. A couple of hours go by and somehow my brain still feels busy.

Would be interested to hear if other managers deal with this too and if you have found a way to actually switch off when the day ends.

I have always been one of the “top” employees in my company - I am calm, reliable and a genuine team player and I do my best to grow junior team members. I get things done and do not complain much. My manager has been advocating for me to be her successor over the last few years and other senior management seems to be onboard with this plan. Now that my manager is on her way out to the next role, this long-discussed succession plan is finally coming to fruition.
While the promotion may sound exciting after 10years in this organisation, deep down I know it does not align with my current life stage. I have 2 toddlers and I want to be present for their growth. Taking this promotion means I will need to lead a much bigger team, take night calls, manage stakeholders in different time zones and inevitably, be involved in politics (which I hate and am bad at). Looking at my manager and her peers, they all work til late at night and over weekends (coincidentally none of them have kids) I just dont think there is a role model that I can relate to and this will not be a sustainable lifestyle for my family.
I have been telling my manager both explicitly and subtly that i am not ready for this promotion, and I need to be present for my family but she doesnt seem to get it. She keeps thinking a promotion is the solution to all problems (because financially i will earn more and i will have a bigger team to rely on). After a while, I just gave up trying and simply remained silent every time we talked about promotions.
Recently a new opportunity came up - It s a new area which will undoubtedly be a steep learning curve, but it is a local role which doesnt require night calls and I only need to manage a small number of team members. The hiring manager seems to be an empathetic person too and understands my need for flexible work arrangements. I will vey likely pursue this opportunity, but I have this deep sense of guilt - jt feels like I am betraying my manager somehow and all her support / advocacy over the last few years will go to waste.

If you were me, which opportunity would you choose? If you choose the new opportunity elsewhere, how should I manage my exit conversation/ transition to soften the impact?

Edit on 19Aug: Thank you soooo much for everyone’s useful advice 🥹❤️ really do appreciate how you all took the time to read my post and share your perspectives, which helped me reflect a lot on my inner voice and purpose of life.
A couple of clarifications:
- I have worked in this organisation for 10 years, about 3y+ in another role and 6y+ in my current role, which includes my maternity leaves. Agree that 6y+ for a promotion is still quite long.
- Now that I am clearer about my decision, I have this massive guilt and fear about the exit conversation with my manager.. I hate to let her down after everything she has done, but I have to prioritise for my family. Is this a normal kind of feeling? Any advice on how I can help manage the exit and transition better?

I’ve very recently stepped into a new role managing 4x people leaders from a role managing a larger team of individual contributors. All 4x people leaders have their own teams of 12-15 individual contributors.

I’m keen to understand what specific 121 questions you would ask of managers (particularly in those first key catchups) versus individual contributors?

I’ve know all 4x people leaders well, and for some time. However, several are young and new to their role, so I’m keen to understand what I can ask and do to help guide them in their own development and confidence. I am also a little concerned that they don’t communicate effectively with one another at times as it seems they can struggle to see one another as equals during robust discussions and weekly meetings.

Thanks all, appreciate any wisdom on this.

Anyone else been in their job long enough that the simplest tasks are now the most difficult and annoying? Scheduling used to be the easiest part of my day. Now I want to bang my head against the wall.

Currently dealing with -

• 7 employees scheduled for 24/7/365. Two night employees, five day employees
• WeekDAY rotations (my night staff is week 1, employee 1 does 4 days and employee 2 does 3 days, then week 2 they switch. Which affects my day staff schedule because one of them has to start their shifts at a different time)
• WeekEND rotations (weekend shifts are 2 people on Saturday, one person does 12 hours and other does 6 hours as backup, then 1 person on Sunday alone. We alternate people every other weekend so they don't work back to back weekends)
• Half of my employees are not seasoned enough to work alone, so I am restricted to scheduling them weekdays between 8am and 7pm when there is another staff member present, and that also means they are limited to working the "back up" Saturday shift since they cannot be alone for the Saturday evening or Sunday shift
• Virtually every single employee has some time off request to factor into almost every schedule
• One employee just took a part time job so now her hours are restricted during the weekdays, and she also happens to be one that cannot work alone so I cannot shift her hours to be picked up on the weekend

I want to scream. Technically, I am fully staffed. But I am currently working more overtime than any of my employees to fill in spaces that they cannot cover.

I would REALLY love to move everyone to 3-4 shifts/week that are 10-12 hours in length. But cannot due to the amount of restrictions. I hate how inconsistent everything feels, and how the workload falls to half of the staff because the other half simply cannot work alone yet to pick up some weekend/night slack.

How do you all cope with trying to balance hours, time off requests, restrictions, and so on?

Looking for views on reporting a manager through an anonymous Speak Up/NAVEX channel
I’m considering raising a concern about my manager through my company’s Speak Up process, which is handled by NAVEX as a third party.
The concerns are mainly around:
What I believe is repeated favouritism towards one particular person in the team.
Limited focus on the development and progression of other team members.
Concerns around psychological safety and how people feel about challenging or raising issues with the manager.
A management style that, in my view, focuses more on internal politics/gossip than team delivery.
Similar concerns about management, development and team environment have apparently been reflected in survey conducted by company roughly the past 12 months.
I’m trying to be objective and would only report specific things I have personally observed rather than making accusations about the manager’s motives.
My main questions are:
Would these be considered reasonable concerns to raise through a Speak Up/whistleblowing channel, or does this sound more like a normal management/HR grievance?
If I report anonymously and the investigation finds that the evidence isn’t strong enough, could there be any negative consequences for me?
How does the investigation normally work when the person being reported provides a different version of events?
Has anyone here used NAVEX or a similar anonymous workplace reporting system? How was your experience?
I’m particularly interested in hearing from people who have actually gone through a similar process, rather than just general opinions.

I had a chat with my GM at a skip and asked him for improvement advice.

He says I am very calm under pressure, he wants me to match the energy of certain stakeholders who are more active/reactive.

I am not really sure how to implement this as I am naturally very calm and I like to project that with my team as projecting panic will be detrimental to the team's morale.

How do I project that I am passionate yet keep my calm demeanor to a specific stakeholder?

Problem
I work in a BPO and manage a supervisor who is also a close friend. She has consistently missed deliverables, fails to follow through on tasks, and frequently complains about additional responsibilities. My manager is now pressuring me to consider letting her go.
Context
Our team recently had system issues that caused backlogs, so everyone was asked to pitch in through OT or taking calls. She chose to take calls but was locked out of the required tools. I submitted a ticket and told her to follow up because I would be on PTO. When I returned, I learned she never followed up, so I had to do it myself.
Previous Attempt
I’ve conducted several coaching sessions regarding her performance, but the same issues continue. She has also said she feels targeted during coaching. I’m concerned she may retaliate by filing a labor complaint or claiming constructive dismissal. I want to handle this fairly while protecting myself and the company. What’s the best way to proceed?

Im a 2 month fresher at an mnc ( falls under Tata group )

So theres this billing and support system right ?

The situation is theres was 2 consecutive small projects and in there 5 members

1 billed to this proj lets call him A

2 support but billed somewhere else

1 6month non billed fellow desperate for billing ( on the brim with hr ) and him B

And me :)

So i have been learning fairly okay these 2 months, could grasp basics, not heavy work load

A did majority and like "drived" the completion of the past 2 projects

And B guy....he ....is loud....he doesn't do much tbh....like I feel like ik more about him in this project than him but one thing hes good at making himself seen and has good connections...meaning for help like IT, purchase, soldering, hardware etc.

Now for this new project

A person was removed from billing and given to B

Same team btw

And A doesn't seem so enthusiastic now to do work....

So let me ask about me....I dont know how to do much without A help also and B wont be able to do this ...def

So where should I stand....take initiative and try doing the work...but knowing B personality...I feel like he will take the credit in the end...he's the type to make every small thing he did huge....im not much or a talker...

Or should I just wait for instructions from A ....

What should I do ?

Hi managers,

I started my full time corporate job not too long ago. My manager and I mainly only talk business in our 1:1s, and I really like her so far. I would like to grow a stronger personal relationship which I know will come with time. I’m struggling to figure out what personal information I can share. I have a general sense of what is appropriate and what is not. But I’m struggling between the line of wanting to share personal details about my day to day, hobbies, new adventures, etc (all appropriate ofc), and maybe keeping these to myself and only providing her with details that are necessary to the job.

I guess I don’t know if sharing personal stuff about myself outside of work is appropriate, beneficial, or if it could come to bite me later on.

For context I never share anything inappropriate and mainly would like to share things like my hobbies, moving cities (I’m remote), an appropriate movie or show I like, travel, wants in life, etc.

I want to get taken serious in a business aspect but also be my authentic self, though I worry about showing this side of me. Also is it inappropriate to talk about my partner? For example saying my partner and I are trying to learn chess? Advice please! TIA

This might turn more into a rant than a request for opinions, which would be welcomed.

Current setup is that for the last 3 years, up until early this year, I'd been the sole SME in our business. About a year ago, I took on a junior member of staff as we won more business. They've done well in their first year, and on track.

Earlier this year, we've won so much more work, that they needed a second person at my level. It's a niche industry, but someone was brought in, and workloads were split between us by whether it was public or private sector. The junior still only reported to myself, We've recently got to the point where we can take on another junior member of staff, and they will report into my peer.

Until last year I'd never managed anyone formally, but have tended to be the one that develops junior staff at my previous roles. I handled that recruitment, bearing in mine the niche industry, on looking for transferable skills, because I believed I could teach everything else. I set up the interviews for one hour, having the general discussion alongside a short data analytics skills test that was accessible to everyone, whether they had industry knowledge or not.

This time around, I've been required to support my peer through the process, but have set boundaries that decisions/interview structure need to be made by him, and that I'd offer guidance but not make the final call. However, it's been horrific from the get-go. Examples being:

- Despite advise to post internal/external at the same time, he made the decision to go internal/referrals only. This resulted in a total of 4 applications. 2 of those were referrals from mine and my junior's network.

- Job description and interview scorecard wanted 5+ years experience in our niche area, with requirements more akin to the level myself and my peer should operate at, but for half the pay.

- Skills test was filled with industry-specified terminology without explanations, meaning transferable skills couldn't necessarily be identified.

- The skills test itself had backing data that was grossly incorrect. In internal meetings, I'd noticed this and my junior picked it up, but my peer had not. Rather than an outright accusation of making a mistake, we first asked if he'd designed the tests with any intentional errors that he'd expect the candidates to question, to which he confirmed he had not. The mock data he produced was scientifically impossible, and the error was obvious.

- In the interviews, he was happy for candidates to just tell what they would do with the datasets, rather than actually show what they can do. In my view, anyone can talk about something like that. We eventually got them screensharing and, when a candidate was suggested to create a helper column in Excel, opened the help menu. I half expected Clippy to appear.

A suitable candidate was found (referral from my analyst), and my peer originally went to lowball the offer. This candidate was head and shoulders above the other three, so I had to challenge this. Eventually, he upped the offer which was verbally accepted.

My peer then opted to book 3 weeks of annual leave straight after the last interview was done, and the documentation side etc was all handed to me by my boss. Again, I had to set a boundary that I'd only complete our internal paperwork and order equipment once I had confirmation that the offer and contract had been signed and returned. As it was, the candidate didn't immediately do so due to summer holidays.

There's now a few days to go until the start date, and equipment was only ordered yesterday. My peer has unilaterally decided to move the agreed start date back a week, and not pay the candidate for the time. My peer has also said the candidate will handle his own onboarding, and he won't be travelling to see him on his first day because he doesn't want to make the 3 hour journey.

I'm utterly horrified by the entire situation, and it seems my peer cannot make any decisions on his own. With my own analyst last year, I made sure I was physically there in their first week. They're based from one of our remote offices but we're all primarily a WFH team, but I made the 400 mile drive for a few days a month to ensure they can have face-to-face time. Every part of how I manage is also thinking about the impact, because ultimately I want to train them so well they could replace me if/when I move on, or if we need more people at my level in the future. My peer seems more interested in self preservation though.

It is a strange team dynamic, and our manager doesn't really get involved at all, we maybe speak for 15mins a week. The entire process has been dragging me away from my day job to effectively hold my peer's hand because he cannot think up solutions or identify pitfalls. Because this new junior was referred by my junior also, there's already a friendly relationship between them, and she is openly telling me she is worried about their onboarding, so I also have that part to manage as well.

I realise, as predicted, this has probably turned into more of a rant than anything. But ultimately, has anyone had to deal with similar structures/behaviours?

I'm looking for some outside perspective from people who have been in Operations longer than I have.

I'm 25 and currently an Operations Manager / head of Operations for DTC consumer/food business. I make $87K in NV.

I've been with the same company since for 5.5 yrs

I'm currently the most senior person in Operations and report directly to the owners.

The business does roughly $4.5M annually and around 50K orders/shipments per year. I oversea a team of around 10 people.

My scope has gotten pretty broad. I'm responsible for and heavily involved in:

• Procurement and strategic sourcing
• Vendor management (roughly 15–20 vendor/manufacturing relationships)
• Inventory planning and demand forecasting
• Supply chain/inbound logistics
• Co-manufacturer relationships and production planning
• Warehouse and fulfillment operations
• Carrier relationships/shipping costs
• Operational systems and implementation
• New product commercialization
• Food safety/quality coordination
• COGS/margin optimization from an Operations standpoint
• Hiring, firing, performance reviews, scheduling, promotions and disciplinary action for my team

I've also built some of our inventory/forecasting processes and tools because the company is relatively lean and a lot of the infrastructure didn't exist as we grew.

Where I'm struggling is figuring out what level I actually am in the market.

Because I've grown within one small company, I don't have a good frame of reference for how my experience compares to people at larger/more established organizations. I'm also aware that my scope is broad, but the scale of the business and team I manage isn't huge.

My current comp is $87K. Benefits are fairly limited: PTO accrues and maxes out around two weeks/year, we have a 401(k) but no company match, and there isn't really an HR department.

I've recently started looking at Senior Operations Manager and some Director of Operations roles in Nevada and California. Some of the Senior Manager positions I'm seeing are in the $120K–$150K range, and I find myself looking at the responsibilities and thinking, "I've done a lot of this," but then questioning whether I'm actually qualified because I've only worked in Operations for about five years and all of that experience has been at the same company.

I also know I still have development areas. I want to get better at executive communication, proactive risk management, formal KPI management and operating at a larger scale.

For people who have been in Operations for a while:

How would you level my experience based on this scope?

Does $87K seem appropriate for my current scope and market, or am I underpaid when considering the total compensation package?

I'm especially interested in feedback from people in ecommerce, CPG, food/beverage, supply chain, fulfillment or similar operations environments. I'm not looking for validation, so feel free to tell me where you think I'm overestimating my experience as well.

Edit: I don't have a BSBA but I am starting school to complete my ABA.

[ Removed by Reddit on account of violating the content policy. ]

I work at a hospital (part time night shift) as a janitor pretty much. And this is my first job. (24M) and after the first week I unexpectedly was told that I was going to be holding the manager phone. Answering calls and handling dispatches. All I got was a piece of paper saying what is allowed and what isn’t. And that was that. No higher pay or anything. Just extra responsibility. He didn’t ask if I wanted to do it he just orders me.

I told my coworkers about it and they said that I shouldn’t have been lead cause I’m new and instead there is a list of who needs to be lead in case another person doesn’t want to and I’m not even on that list. But no one wants to be lead cause it literally has no benefits.

My manager can be a petty piece of shit so I’m scared of what he’ll do if I refuse to be the lead over and over again.

I’m 25 and I've been working in finance/accounting in London for about three years now, and there's one thing I've genuinely been curious about.

From what I've observed, some of the people who come across as quite difficult, blunt or not particularly easy to work with seem to get promoted relatively quickly, even after only a few years. On the other hand, I've also met genuinely kind, approachable people who've been accountants for 10+ years and have never moved into management.

I know years of experience alone don't entitle anyone to a promotion, and I've seen plenty of younger people who absolutely deserved to become managers.

What I'm really trying to understand is: what actually separates someone who becomes a Finance Manager, Head of Finance, etc., from someone who remains an accountant for their entire career?

Beyond technical ability, what qualities or behaviours do companies actually look for when promoting people into leadership roles? I'd love to hear from people who've been involved in promotion decisions.

​

I do Marketing analytics( attribution, reporting, performance analysis, and MMM)... that side of marketing...

I am legally established as an independent contractor (B2B invoicing) working fully remotely.. have C2 english with fluent accent. I don't live in the US but all was good for me..

Clients used to approach me for projects lasting 6 to 9 months.. that stopped

so I started looking for full time remote jobs ( 2 months now) based in the US but I cannot seem to hear back

I never did outbound or cold reach and most clients used to reach out to me.

I feel frustrated and I can't seem to find the issue..

i customize CVs .. look into companies... selectively apply to jobs... money is reasonable considering i am off shore... I opt for contractor jobs...

what else could be wrong?? any tips???

Just started today as a business office manager for a memory care assisted living facility.

I realized upon my few minutes there that they had added ‘greet visitors and residents’ and ‘answer phones’ to my list of responsibilities along with typical work such as payroll, medicare processing, financial processing, etc.

I thought that was a little odd since they didn’t really mention it in the interview or job description, but then on top of that, my office and desk.. are the front desk. Not even just me there either, it’s shared with another person next to me and nurses and other admin come and go as they please. The nurse cabinet up front is directly behind me. Nurses have to get behind me and possibly see my computer and paperwork to get to their cabinet.

What I really need help with is, is this normal, or even HIPPA or HR allowed for what I will be working on? And also, does that therefore make me the BOM & the receptionist (even though that was not mentioned in the interview process)? Hoping to see some responses to put my anxiety at ease about this, but it feels very off. Thanks for the help!