4 people doing my previous job

[Anonymous]

Anonymous wrote:I think staff are often confused a bit. I had this problem when younger.

I hired a very bright guy I hired on my own as I recommended him to HR who was super good at his job and he managed the staff beneath him very well. Lot smarter than me and a better worker.

But why shouldn’t I take credit his work I hired him, I paid him well, I managed to keep him happy 10 years, taking credit for your bosses work is wrong but staff you hired not so much

a
A smart boss talks up her reports and makes sure others know how good they are. Their success reflects well on her. Plus, they feel good and are motivated to do more and better, and to stay.
A foolish boss takes credit and then is up a creek when the report leaves and boss who supposedly knew everything isn't able to perform.

[Anonymous]

Thank you for sharing this. This is exactly what I’m dealing with at work. I’ve been asking for support to no avail, snd now I’m
Hoping for a transfer to a better position or to find a new job at a different org. I did not realize we’re a sort of species in the modern workplace. Overworked underpaid unappreciated female POC. Yup, that’s me, too.

[Anonymous]

I have a POC friend who is extremely vocal and unapologetic about it, specifically because of early experiences like this. She will tell her bosses point blank what she is worth, and will not stand for less. It has worked out well for her.

[Anonymous]

Yes, I’ve seen this happen twice at 2 different organizations over the last few years. Once the employees (both POC in senior roles, 1 male 1 female) left their old role was split into 2 positions.

[Anonymous]

If they're new hires, they're probably paying them less money. 2 for the price of one. BOGO 1/2 off.

It's a trend.

Most jobs are being divided and paid less.

This helps the jobs numbers. More jobs are created.

The key is not to work very hard.

What's really awful is when the team plays a game of hot potato, and then one person is still stuck doing all the work. Don't be that person.

[Anonymous]

Anonymous wrote:I’m betting this happens to POC women more and it also happens to white women.

I’ve had white males and females try to take credit for my work. In one case, the white male took credit in a meeting and I stepped in to correct him and explain the concept so all would know who had done the actual work.

I even had a male who resigned message me on LinkedIn to ask for the “achievements we gained together.” That guy only reported analytics on my team’s achievements. He can talk about reporting, but he can’t claim my achievements as his own.

I thought it comical he had to reach out to ask me how to plagiarize what I accomplished.

Jeez. If he doesn’t even know what the achievements were, they were NOT his achievements!

[Anonymous]

Anonymous wrote:Happened to a former office manager I worked with. She did a lot of the hr functions. Was overloaded, repeatedly asked for help, got none. When she left they had to hire two people to take over her duties. I think it’s more about being competent and not failing at your job. A lot of people in management are very short-sighted.

Happened to me. I was overworked and often asked for help but never got any.

I left and they hired three people to replace me. Three new people - they had no other responsibilities other than what I was doing alone.

I am white by the way.

[Anonymous]

Anonymous wrote:If they're new hires, they're probably paying them less money. 2 for the price of one. BOGO 1/2 off.

It's a trend.

Most jobs are being divided and paid less.

This helps the jobs numbers. More jobs are created.

The key is not to work very hard.

What's really awful is when the team plays a game of hot potato, and then one person is still stuck doing all the work. Don't be that person.

My division went on a hiring spree last year. Hired loads of new people but no one to help me even after I asked for help.

And I know the game of hot potato. The way my group plays it is they call a meeting regarding a project and discuss what needs to be done but nothing is delegated. The person who should delegate sits quiet. Then two weeks in she and the chief of our section ask me how the project is going and if I’m finished yet. It’s quite passive aggressive.

[Anonymous]

Yes, I am a white woman and just made an internal transfer to a manageable job from a job where I was doing two jobs in one. Old job is not yet been posted, because I think the position is being reimagined, but already some of my tasks have been parceled out to office manager, director's assistant, and consultant with whom I had been working. When I would tell my old boss, sometimes with consultant in attendance, that I could not do all the tasks assigned in the course of the work week, they had the nerve to reply that it was my lack of organization. However, if it wasn't for my organizational abilities, I would not have been able to accomplish all that I did. Consultant, who is a 60+ white woman who maintains her lifestyle living off family money, had the nerve to question my work ethic. It was a seriously dysfunctional situation. Reported both of them and job situation to HR. Old boss is pissed off that I reported her to HR. Too bad. She probably shouldn't be a manager anyway.

[Anonymous]

Anonymous wrote:Yes, I am a white woman and just made an internal transfer to a manageable job from a job where I was doing two jobs in one. Old job is not yet been posted, because I think the position is being reimagined, but already some of my tasks have been parceled out to office manager, director's assistant, and consultant with whom I had been working. When I would tell my old boss, sometimes with consultant in attendance, that I could not do all the tasks assigned in the course of the work week, they had the nerve to reply that it was my lack of organization. However, if it wasn't for my organizational abilities, I would not have been able to accomplish all that I did. Consultant, who is a 60+ white woman who maintains her lifestyle living off family money, had the nerve to question my work ethic. It was a seriously dysfunctional situation. Reported both of them and job situation to HR. Old boss is pissed off that I reported her to HR. Too bad. She probably shouldn't be a manager anyway.

+1

The job title should be “office scapegoat.” Job description should note your cubicle is furnished several pitchforks and torches management is free to take up and chase you with every time a project doesn’t go as expected.

[Anonymous]

I’m a white woman, have been replaced by multiple people when leaving a couple of jobs now. Agree POC can especially get overlooked. I think it also takes a certain personality type. For all of us, what is the best way to turn this around?

[Anonymous]

Anonymous wrote:I’m a white woman, have been replaced by multiple people when leaving a couple of jobs now. Agree POC can especially get overlooked. I think it also takes a certain personality type. For all of us, what is the best way to turn this around?

I think in many of the situations described here, the only thing we can do is get out of the role and understand early on that we can't stay in it without support for more than a year, let's say. I've been in my position for more than two years, and it's starting to crumble under the weight of too many tasks and responsibilities for one person. I understand now that it's not that leadership can't hire support-- they don't WANT to hire anyone else. I'd advise anyone else in this role to read the job description carefully, and when you're told the person in this role is expected to do whatever management needs them to do, take it literally and start planning your exit strategy early on. Think about your talents, and where you'd like to be, and start planning to move into the role you want. I now see my POC role for what it is-- it's a foot in the door, but certainly not a job you want to be stuck in for too long.

[Anonymous]

Op, I could have written this. I was a program manager responsible for 100 employees with zero help. I begged management to give me more resources, but because the program was staying afloat, my cries fell on deaf ears. I left last fall, and word on the street is that the program is falling apart.

[Anonymous]

Anonymous wrote:Yes, I’ve seen this happen twice at 2 different organizations over the last few years. Once the employees (both POC in senior roles, 1 male 1 female) left their old role was split into 2 positions.

It's not just a POC thing. I was in a role where I regularly pulled 70 hour weeks and still was drowning, but they were too cheap to give me the extra resources I needed. When I left it was split into 2 positions with part of my key responsibilities going to a third person. They could have hired me the extra junior for less money.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Yes, I’ve seen this happen twice at 2 different organizations over the last few years. Once the employees (both POC in senior roles, 1 male 1 female) left their old role was split into 2 positions.

It's not just a POC thing. I was in a role where I regularly pulled 70 hour weeks and still was drowning, but they were too cheap to give me the extra resources I needed. When I left it was split into 2 positions with part of my key responsibilities going to a third person. They could have hired me the extra junior for less money.

That’s ridiculous. Almost sounds like they refused to give you support on purpose just to see how much you’d do. So many orgs are just so short-sighted. I’m hoping for an intern and this point. The last person who got one, though, had good internal connections (think relatives on staff), which I don’t have. They’d rather I screw thongs up out of fatigue and then PIP me.