With the latest crop of "managers," it seems to me that the job description for any of the positions in the management comes with a "no experience required or needed" disclaimer. Actually, having experience seems to be a detriment since I've seen many good and knowledgeable people passed over for somebody who wouldn't know how to pour water out a shoe with the instructions printed on the sole.
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At one time I wanted to be a team lead and then my TL and I had a frank conversation at the White Hall bar (pre-Part & Parcel) where he explained to me how thankless the job really is and that I would be not be happy on that ladder.
He was a bit of a jerk, but I listened and took his advice.
My manager is a complete disgrase and I can bearly stand it to listen to her anymore. Why can’t we even get the more quantified one?
Chevron DOES NOT hire on experience, they hire based on who's a** u kissed the most...look around to the manager's their jr analysts are way more and qualified than ANY of their leads...Chevron has a real problem recognizing true talent..SAD and DISGRACEFUL
Those who can do neither, do nothing all day except make posts like the last one on thelayoff.com.
Those who can, do. Those who can’t, manage and administer and some times fire those who can.
Performance is not a criteria for promotion to management. You are selected at early in your career. If they want you to move up, you will no matter what you do. If any of this is news, you're in for a bring surprise later when you get tossed out the door.
Is always been like this. Manager don't need to know shize and actually they don't know shize
But are you tangentially retextualizing?
I’m not a manager, I’m an agile leader of a teamless strike force that is rapidly responding, delivering value, and elevating this organization to digital nirvana. You’re welcome.
They write job descriptions basis on the candidate they want. Most jobs already have the candidate selected. Process is just dog and pony show.
There is an easy solution here. It is true that the company has been aggressively promoting people into management positions based on youth, conformance to superiors and perceived people skills rather than technical depth and business knowledge (in reality many are just professional networkers that pretend to care about people). Since they don't use their technical education or have experience why don't we just pay them as the people administrators they are and pay the people that do the real work and drive the business more. Many tech companies have done this and succeeded. Another option would be rotate people in the 0 to 15 year range through 5 assignments, two technically challenging, two leadership and one out of function. Given them a score for each assignment based on business results, quality of product delivered and how they worked in team situation. The highest combined score differentiates those that continue to move to senior leadership/exec levels.