Is it weird that my manager was supportive of prepping myself for a promotion last year and now he’s saying that job titles don’t matter and I am getting more in pay compared to some folks? There was another peer who got promoted but didn’t do as much as me but they directly report to the individual who makes decisions on promotions. I am given work of a Sr/Lead level but I don’t have that title.
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They all say that. Of course job titles matter.
My job title is: Retired
Who cares about a job title I want more 💰.
@OP handling tasks at next level hugely improves your odds for promotion ..make sure critical objectives for the team you are able to drive independently and request for opportunities to present your work.
@mns+1s4YbptA so true.....thanks for pointing that out!!
Funny. They seem to care about their titles.
There are some good managers that won’t be “scared” to step up for their director—that said-there are way more irritating rather than inspiring managers. So we quietly quit.
Post ID: @kxp+1s4YbptA
“I wouldn’t put much stock into the quantity of work you do vs your peer who got a promotion or who they report to.”
Completely disagree. OP absolutely should care! If they are doing same or more quantity (with quality) of work it absolutely does matter. OP should be more aligned in title. We all know WF stack ranks (or whatever pretty word they currently use to disguise it) so what you and your peers do, absolutely matters.
There’s only so long that management can hide behind “career development” as an excuse to give senior level work to employees who not only don’t hold the job title to justify it, but their job description also doesn’t (and no, “assigned work per manager discretion” isn’t a catch all). Regulatory requires that certain work be performed and signed off on by lead, senior, or officer level employees. If you’re doing work above your pay grade push back. You can make a pretty good case for wage theft.🤷🏻
It's code for he doesn't want to do it. Could be a number of reasons why not... But know that this guy isn't moving you.
Yes, it’s weird. Their change of direction could be any of the below or something else entirely.
Manager and/or you are slated for displacement so why fain going down the WF career path.
Manager now has a different person they’d rather push a promo for.
Team job titles in your group are going to be revamped in the near future.
Could be any number of things. Your Manager knows why the change so the key is getting more info from them. My current Manager in COO is apathetic about everything, at best. He has a fav who pseudo bosses the team in his place (beyond annoying).
With all the recent movements between business groups and upcoming displacements, I would not be surprised if we didn’t have another job title/naming convention re-do at some point in the future. Regardless, I do think it’s important to fight for it on your current team or find another team to get the higher level position. If you’re truly doing the work at the higher level, you need to be paid and titled accordingly.
I have experienced both types of managers. If you feel yours is the non-supportive type, then time to move on.
One can be supportive of an employees ideas/actions without believing in the value themselves. So I wouldn’t call that part weird. Unless you’re saying that previously they were saying it was worth it and now they are saying the opposite. But even that may be a circumstance of the current environment and them seeing it doesn’t matter.
New restrictions on raise and bonus numbers as a % of previous years numbers is real. It’s no longer an arbitrary value the manager can set based on their overall budget. So it very well can mean less other than affecting the total salary cap and exempt/non-exempt status. And depending on what part of the bank you operate in title will have even less meaning. So you could be making more as a P3 than a newly minted P4.
I wouldn’t put much stock into the quantity of work you do vs your peer who got a promotion or who they report to. Calibration meetings are held so that promotion recommendation was weighed against other candidates and peer manager approved. You need to provide your manager the ammunition to stump for your promotion by tracking and providing major accomplishments from the year. Some managers are willing to do the bare minimum and submit your promotion but won’t advocate further. Plus you have to be realistic about your own actions and taskings compared to what your peer may have been doing outside of your visibility.