BLUF: How does one convey to their manager "I'm not getting what I need or what you promised and I'm feeling marginalized by your actions A, B and C so here's what I would like: the support you promised me or you reassigning me to someone else who can provide me with the high-level support I need"?
Through some company restructuring, I was demoted to my old individual contributor role (yay for having a job still but ...) and moved over to a new manager - who is a VP. The reason I was moved to reporting in to this VP is because I'm seen as generally independent, self-motivated, high achieving, etc. Okay, fine - I get that - I was forced on this VP because I should be a low-maintenance peon who will stay out of her hair. (Yes, I'm a bit cynical & bitter but I'm really trying NOT to be.) When I was previously in the contributor role, I knocked it out of the park - always on top of my stuff, my accounts, my starts were thru the roof, my relationships were solid, no escalations, etc.
When I first talked to the VP, I said that I was on one of her manager's distribution lists and that I've been attending their team meetings so should I just plan to work directly with that manager for the day-to-day stuff? The answer I got was "No, I want to remain hands-on and assist you in your career development." Okay, fine. That'd be great if she actually lived up to those words.
The last two O3s we had consisted entirely of focusing on the things I'm doing wrong. Not that I'm personally doing anything wrong, mind you - it's this goofy O3 form they developed in which my accounts are audited with a fine-tooth comb:
- Have I been accepting orders withing 48 hrs?
- Have I linked the accounts correctly?
- Have I updated the projet dates?
- Is my Capacity Dashboard reflecting correctly?
- Have I correctly logged my vacation time in the various systems?
- Do I have any past due start dates?
- Have I called the salespeople on flex-coded accounts?
- Have I updated System M within the last 2 wks on each of my accounts?
- Have I updated System G daily?
Seriously - this is the entire focus of the O3's around here -- management "ensuring compliance" rather than discussions or the suggested MT O3 format. These sessions are little more than "teacher checking our school work" and it's seriously pissing me off - especially since this is the complete antithesis from what I was doing as a manager.
Anyway, I had a one-hour O3 scheduled with my boss this week, for 3pm. At 2:55 pm, she sends the Outlook notifier to reschedule to a half-hour on Friday morning. "I hope this will work for you."
Okay - I get that she's a VP but five minutes before - really?
And secondly - at our last O3, I made it crystal clear that I have been operating in the complete dark since this transfer to her -
- I've not seen any metrics,
- I have no idea what standards I'm being held to,
- I have no idea what my productivity goals are,
- I've never seen any of the productivity/metrics reports, etc.
- I want to get back into management ASAP,
- What should I focus on?
- Are there any stretch assignments or committees I could take an active role in to further my chances of being a top candidate to return to management at the first opportunity?
She swore to me that our next O3 would focus on my career development
So not only did she cancel/reschedule our standing O3 at the 11th hour, she cut our slotted time in half. The message I'm getting is that finding the things I do wrong is twice as important as my career development, fostering the talents and strengths I have or positioning me to contribute to the larger team as a whole.
I am beyond frustrated right now and this is the third time in about six weeks that I've been this frustrated with this woman's management style.
My question is: how do I either convey to her that I need something more / different from her or find alternate sources of support in this regard without pissing her off since she insisted she wanted to be involved?