Supportive Coworkers, Frustrating Management Experience
Pros
Company wide event each year. It was great working with people across multiple teams and I had a significant impact on customers. Under previous management practices, there was clear direction, goal, and communication across the team.
Cons
Leadership promoted “radical candor,” but difficult feedback often didn’t feel welcome in practice. A newer manager (but not my boss) often sent lengthy DMs to me based on misunderstandings of situations and incorrect assumptions, but I didn’t feel supported by my boss when they were in the wrong. Critical feedback was frequently moved into private channels rather than discussed transparently to relevant stakeholders. Several teammates were uncomfortable bringing concerns directly to management and instead shared them with Tech Specialists because they didn’t feel supported. These were always mentioned to management. After earning another promotion, I continued covering the workload of two people but was rejected opportunities to contribute in my new role despite repeatedly expressing interest and driving initiatives. One reason was due to needing to improve metrics after I dealt with a concussion for months. One quarter, my OKRs were established less than a week before they were due. The performance metrics used were significantly inaccurate and did not reflect my actual work. I raised concerns immediately and explained why the numbers were incorrect, but they were never corrected or revisited. I felt overworked and continually corrected knowledge content internally and externally without error, including handling all escalations in my specialty without data error. Was suddenly laid off although it wasn’t performance related.
