May be I am not good enough

[Anonymous]

Anonymous wrote:

Anonymous wrote:The Peter Principle, articulated by Laurence J. Peter, is a management theory stating that individuals in a hierarchical organization tend to be promoted based on their success in previous roles, until they reach a position where they are no longer competent. Essentially, employees rise to their "level of incompetence".

Did he also cover nasty people rising through the ranks (by stealing credits, blaming things on others, outright lying behind your back, etc as one poster described) and then turning workplace into hell, so your competence, doesn’t matter anymore. Bc you have a horrible boss.

NP here. I was in this situation a few years ago with a terrible boss. I did a great job, knocked it out of the park. She became very insecure and began micromanaging me. Things went south and I had to get out or get fired (she was embarking on constructive discharge, it was obvious). My competence didn’t matter.

I eventually left and moved on a better place while she moved up the ranks (because these horrible bosses are hardly ever fired) and will probably retire from there. To this day I tend to believe top management often knows who they want to promote years in advance. It’s almost as if they form a noble class within the org that will always be favored. If you’re one of those folks, good for you, you’re where you’ll be taken care of. If not, make the best of the job, don’t cause trouble, hey what you need and when something better comes along that will enhance your time on Earth, leave.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The Peter Principle, articulated by Laurence J. Peter, is a management theory stating that individuals in a hierarchical organization tend to be promoted based on their success in previous roles, until they reach a position where they are no longer competent. Essentially, employees rise to their "level of incompetence".

Did he also cover nasty people rising through the ranks (by stealing credits, blaming things on others, outright lying behind your back, etc as one poster described) and then turning workplace into hell, so your competence, doesn’t matter anymore. Bc you have a horrible boss.

NP here. I was in this situation a few years ago with a terrible boss. I did a great job, knocked it out of the park. She became very insecure and began micromanaging me. Things went south and I had to get out or get fired (she was embarking on constructive discharge, it was obvious). My competence didn’t matter.

I eventually left and moved on a better place while she moved up the ranks (because these horrible bosses are hardly ever fired) and will probably retire from there. To this day I tend to believe top management often knows who they want to promote years in advance. It’s almost as if they form a noble class within the org that will always be favored. If you’re one of those folks, good for you, you’re where you’ll be taken care of. If not, make the best of the job, don’t cause trouble, hey what you need and when something better comes along that will enhance your time on Earth, leave.

In lost non P&L jobs, competencies rarely matter. It’s about being good enough to do the job and stroke the boss ego.

So I periodically miss small, obvious things for my boss to “correct me”, been promoted 😂

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The Peter Principle, articulated by Laurence J. Peter, is a management theory stating that individuals in a hierarchical organization tend to be promoted based on their success in previous roles, until they reach a position where they are no longer competent. Essentially, employees rise to their "level of incompetence".

Did he also cover nasty people rising through the ranks (by stealing credits, blaming things on others, outright lying behind your back, etc as one poster described) and then turning workplace into hell, so your competence, doesn’t matter anymore. Bc you have a horrible boss.

NP here. I was in this situation a few years ago with a terrible boss. I did a great job, knocked it out of the park. She became very insecure and began micromanaging me. Things went south and I had to get out or get fired (she was embarking on constructive discharge, it was obvious). My competence didn’t matter.

I eventually left and moved on a better place while she moved up the ranks (because these horrible bosses are hardly ever fired) and will probably retire from there. To this day I tend to believe top management often knows who they want to promote years in advance. It’s almost as if they form a noble class within the org that will always be favored. If you’re one of those folks, good for you, you’re where you’ll be taken care of. If not, make the best of the job, don’t cause trouble, hey what you need and when something better comes along that will enhance your time on Earth, leave.

NP - you are describing my situation. I think in those categories as well - like the value of my remaining time here, while life is too short to live in toxic environment. I am sorry you went through that, and glad you found a better place.

I’m ready to leave, almost. Want to finish a project properly and not let immediate boss derail it. I owe it to the team.