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Manager Replaced - Suggestions needed

By BigAbe ·
Three weeks ago, I was replaced. I have been an IT Manager for 4 years, within the same company I have worked with for 6 years. I have a spotless record, and received outstanding performance reviews every year. It is an excellent company and I do not want to leave, but my situation has made it very difficult to focus on my "new" role.

The scenario:
A new Director was appointed, which I was a direct report. Two weeks after, my director came to my office, to say I was moving to QA, that I was not loosing my job and if I didnt like it, to find another job. Also, two weeks after my move, a different employee with no management experience, let alone, call center experience was placed in my old position. So now, I am learning my new environment and making the best of the situation.

My Delima:
I want to persue finding out why this was done, as I was given no explanation or reason. Should I go to the director or HR? Also, is this something that can be done in an at-will work state? I am basically concerned, that if I do persue this issue, I would be black balled and eventually let go for something.

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Stay out of it, way out

by DC_GUY In reply to Manager Replaced - Sugges ...

Yes, this is something that can be done in an at-will work state. One way to look at this is that you're lucky to still have a job at all.

Obviously something fishy is going on. Somebody owes somebody a favor. Or it could be worse, something bordering on blackmail or extortion. You REALLY don't want to go digging around in this!

What you do next is entirely up to you. If you think there are good reasons to work for a company that pulls weird stunts like this, like perhaps jobs aren't that easy to find, then stay. If the place now makes you gnash your teeth every time you walk in the door, then maybe you'd better find another job.

But whatever you do, LEAVE THIS ALONE. Look what they did to you already as an innocent bystander. Do you really want to tick them off?

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Get a positive job reference

by dave.gilmour@btinternet In reply to Stay out of it, way out

as with previous advice stay out of it... but it would be a good point to push for a very positive job reference... don't burn bridges... you never know when you'll meet these guys again. Obviously next tiem you'll be wary.

best regards

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Get a positive job reference . . . ?

by nowikn In reply to Get a positive job refere ...

You did read the story, right? How do you expect him to "get a positive job reference"?

My advice, for what it's worth, happily work in your new position while diligently looking for another job - stay in your foxhole and don't draw attention to yourself.

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Good advice from nowikn@yahoo.com

by gschoenf In reply to Get a positive job refere ...

Good advice! Keep your head down. But with the stress that you are under, you also need to have someone in your corner. See an off-site councelor as soon as possible. The yellow pages are full of agencies that provide professional advice for employees who are victims of office politics and bullying. If you are one of the lucky few IT employees who have a union, run don't walk to your shop steward or other union representative. But whether you are unionised or not, see the councellor. You don't need a psychiatrist, but a well experienced industrial psychologist will give you the advice you need in order to cope with what is happening so that you can make decisions that will be to your advantage. Most union and some non- union employers offer an Employee and Family Assistance Plan that will pay for three or more sessions with a councellor. Ask you union rep, if you have one, or ask your HR manager for a referral. If no EFAP program exists, get your doctor to refer you to a councellor. Your mental health should be your main concern at a time like this.

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by joyce.henderson2 In reply to Good advice from nowikn@y ...

I suppose I am a bit more daring than the other respondents. I would approach the director and ask him DIRECTLY "why"...with the emphasis on needing to know for your own professional reasons. With the work record you reported you DESERVE an explanation at the very least.

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by joyce.henderson2 In reply to Good advice from nowikn@y ...

I suppose I am a bit more daring than the other respondents. I would approach the director and ask him DIRECTLY "why"...with the emphasis on needing to know for your own professional reasons. With the work record you reported you DESERVE an explanation at the very least.

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Something spooky

by JamesRL In reply to Manager Replaced - Sugges ...

I am assuming that you had expressed no interest in learning other parts of the business/department.

Normally if you are demoting someone, or giving them a lateral, you tell them why - otherwise what was the point? So it looks like the move was done for other reasons - and I doubt you will ever get to the bottom of it. HR people know that in the end -they work for management. They won't tell you anything the Director wouldn't -they will just be nicer about it.

I would start looking for another job.

James

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Personal Accountability

by olearyt In reply to Something spooky

I am currently reading a book written by John G. Miller "Personal Accountability. Pick it up and give it a read for the insight it will provide you will allow you and you only to make life changing decisions. Good Luck and I wish you the best on the path you select.

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3 Envelopes

by Dilbert-Tom In reply to Personal Accountability

There are some things I'd personally do, because I have a robust sense of humor (and have been thru **** already and know my way around and how to get out).
1) I'd set up a QA Process that is as heavy as possible on Administrative Approvals from as many QA 'Areas' as I could credibly define - done correctly, that 'New' Manager will be reporting to QA in two years. Define a forest of administrative paperwork requirements for any software changes, and hire as many Staff as possible to administer it. If need be, hire a Consultant to help define this new 'Kingdom'.
2) Be looking for better work all the while, once your initiative is started - it will carry on with a life of it's own anyway. Be sure to put the 'QA' "Promotion" on the resume and assume that the Director will be a good reference, stay positive (if he wants you to go away, he would know that he needs to be a good reference). Your reason for leaving might be best expressed as "Looking to return to IT Management (rather than QA Management).
3) If your successor is still new - prepare 3 envelopes, coach him to open and use them in sequence as trouble arises. In them (in sequence) sshould be notes that say :
A) "Blame your predecessor"
B) "Reorganize"
C) "Prepare 3 Envelopes"

He he !

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Great Plan

by maninthemiddle In reply to 3 Envelopes

I love the artistry of this plan. To define a kingdom, To prepair to pass it on when you leave and to stick it to the guy that replaced you all in the same post!

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