Thread regarding AIG (American Intl Group Inc.) layoffs

Any Mid-Level Managers on here?

Are you guys as mediocre and frankly unintelligent as you come across or are you feeling like your range of innovation is hampered by those above you.

I ask because I don't know if I should have more empathy for my manager and previous managers, or if they really are just painfully average in their approach to everything (which I would say won't cut it in this day in age).

Are you guys given directives to stonewall people as long as possible to get them to quit? In my time in operations, those who have overqualifying skills for the role are basically given the most menial tasks as opposed to taking advantage of the strong technical foundation they have to offer. Is this intentional? Are you guys really that insecure (I guarantee none of these people even want your F'in job)?

In most good companies, especially companies as large as AIG, with a lot of resources, it's common knowledge that managers would try to push the extremely efficient workers in a direction which best suits their skills. This makes the manager look really good and you've earned a favor from the subbotindate you helped to build up. What logical /quantitative reason would you have to stonewall talented people and potentially cause harm to your own repuation due to managing an actively disengaged staff?

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Post ID: @11Ylx8X2

8 replies (most recent on top)

I basically agree with 11Ylx8X2-5aes and I've worked with some really good people in middle management here. People who work hard and try their best to help lead, be it within the confines of allotted power. However I have also seen some really evil people who are vindictive and downright unconscionable towards employees. Nothing is done to stop this behavior. I assume it's because of various hiring freezes over the years as well as difficulty hiring strong talent for a dying company. If HQ is Machiavellian, bad behavior will be tolerated at levels down the line.

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Post ID: @11Ylx8X2-6jpy

To the OP...You obviously have cogent thoughts, but you don't understand the Byzantine structure of this place or the Machiavellian politics going on at HQ. Middles don't have any control or freedom of action. Upper management, with McKinsey changing their diapers, feels the need to micromanage, even though the reason for middles is to manage their groups the most effective way they see fit. This is the 3rd cycle in the past 12 or so years of another crop of leaders coming in from the outside, hiring in their cronies, and of course doing a multi million dollar engagement with McKinsey. Do the math. And, start managing your own career and don't look to AIG to further it.

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Post ID: @11Ylx8X2-5aes

Starting a question with the phrase, "Are you guys as mediocre and frankly unintelligent as you come across" is about as passive aggressive as it gets. Just because you put it in the form of a question doesn't make it acceptable.

The truth is that most middle management is in the same boat as you. There is no future in most of AIG unless you are connected with the current regime which changes every 3 to 5 years. If you have been at AIG for a long while, then you are and most likely have been stuck in the same role for a long time. There is some ability to promote in lower job grades, but most middle management is stuck just like you and works just as hard as you do. Maybe they are a job grade above you, but the reality is that there isn't much of a future here. Most people are hanging around for their sti or waiting for the next opportunity to arise. We have and continue to lose talent almost monthly because this is well known.

Look, you may have a terrible manager, I don't know. I do what I can for my employees, but honestly it isn't much. Not because I don't want to do more, but because I can't do more. It s—s because there are some really good employees that deserve more and will never get it here. If it is really that bad, I would honestly advise you to get your ducks in a row and move on from AIG because it hasn't changed much in the last 10 years and probably won't. That's as honest of a reply as you will ever get from management. Good luck!

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Post ID: @11Ylx8X2-1czd

Not sure if you are aware but most of the "comments" you speak of are actually questions for which I am seeking answers for. \/

You speak as if I randomly woke up one day and actively decided to trash a "large group of people" despite the fact that this large group are responsible for the training and development of an even larger group.

And I don't think I'm exceptionally smart or intelligent. I know people much smarter than I. I know everyone has their vices as I have mine but one thing I can't relate to is weaponizing my own insecurities to try to stonewall the employees that the company made the decision to hire. Great, if I'm feeling insecure of my own abilities compared to someone who else, then I put in the work that the other person did to gain said abilities. That's kind of the logical thing to do, no?

I get that most employees in big corporate environments are likely of the mind-set of, "I just want to do what I need to do to keep my job and make it home." But to me, what that translates to is, "I'm okay with being left behind while the rest of the world is moving forward.

I do ask the tough questions and I always preface them with, "I know you may not want to hear this but..." and I personally feel this gives the manager a chance to shed some light as to what is going and the employee to share some valuable insights on process improvement, strategy ect. Instead, these questions at AIG tend to get treated with hostility and passive aggressiveness i.e. stonewalling, keeping good ideas (from someone else) hidden, trying to convey to others that you don't have the cognitive abilities to tackle anything else besides b.s. work, etc.

I know I'm not the only one who feels this way and maybe instead of accusing me of making Derogatory "Statements" (questions) About a Large Group of People, you could try thinking of other variables instead of whether or not I'm lacking in character. In fact, that very unqualifiable assumption is a microcosm of what is wrong with the mid-level leadership to begin with.

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Post ID: @11Ylx8X2-1zct

I am not defending the company, everyone knows we have issues. But such derogatory comments about a large group of people is telling of your character. Maybe you are as smart as you think, but your attitude is so bad that no one cares. take a look in the mirror pal......

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Post ID: @11Ylx8X2-1pcn

Middle management here, and I work my @$$ off too. I try to make work as interesting as possible for my employees, but let’s face it - insurance is boring.

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Post ID: @11Ylx8X2-sjf

good middle management does what it can to promote their best people. i know i do so don't make blanker statements about an entire company. however its not always in our control. its not an easy role, we get it from the people below us and the ones above us, not to mention the customers.

i have had bad managers and some really goods ones and it does make a huge difference in your career progression. with that said, some employee truly believe they are better and smarter than they really are and the easy answer is my manager is holding me back.

obviously don't know you and not saying this is the case here, but take an honest look at yourself. if you are that good, get out of operations because it is a dead end. if it makes you feel better, stay and keep blaming other people.

don't really care either way. to answer your question, i am not afraid of leaving aig, nor do i fear upper management. i tell them when something is bs and they can do as they wish with me. unfortunately some managers are scared and kneel down to upper management.

if you truly don't care if you are riffed or not, then you can step up and be honest. if you truly hate your manager go over their head, sounds like you would be better off in another position anyway.

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Post ID: @11Ylx8X2-odv

Simply put, management is all driven by fear. When fear is the controlling factor, you are then lead down the path of inaction when it comes to innovation. The higher ups decree a new way, then that is the sole focus of management. This is when the employee is then brought into the realm of chaos and fear by management. A cycle that repeats itself over and over with every new spawn of staff.

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Post ID: @11Ylx8X2-xvm

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