You put in extra effort thinking it will lead somewhere, and instead they just pile on more tasks. No new title, no raise, nothing. Now I'm wondering why I ever went above and beyond.
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I noticed underperforming reps on my team were given better opportunities than top performers. I dropped to their level to help get a promotion. My manager put me on a performance plan.
Not only that, you also start to come across as threatening to the incompetent ones around you whose incompetence is why youre getting more work in the first place.
So they start rumors, or of they're higher up in position, bad mouth you to your matrix manager and try to get you punished.
This issue is everywhere and not just at Fidelity. So whenever you think you are doing above and beyond, make sure it reaches to your manager's manager in some way with your name. Else its useless and will result in disappointment. Also you need to make sure when your working more than others in your team, your CL is recognizing that and will atleast give you better bonus. Bonus matters more than title, promotion or even tiny raise.
That's the issue is when newer associates enter a role of course they want to succeed so they work at an unstainable pace in the beginning which then increases the metrics for the entire role rather than working to achieve 100%. As the associate matures into the role they realize they are burning out while new associates are doing the same thing they did striving to go over 100% in the beginning causing senior leadership to once again increase the base level of metrics. No new title, no increase in salary what did you expect?? This is trickle down economics since the 1980's and has been pushed even further recently. All your hard work is lining the pockets of those above you.
Noticed wealth has lot of MBA type team leaders and tech teams are generally weak.
Sounds like you work for Wealth technology, welcome to the club.
Where chapter leads steal all the credit with little to no recognition for associates who actually do all the work.
Hope this feedback reaches Chris Melia.