Anyone else have a manager that has had little to no experience or success in the role of the people they are managing? What is the criteria Fidelity uses when promoting people to managerial roles?
6 replies (most recent on top)
Literally my director said he didn’t want managers with experience because he didn’t want the team to rely on them for help with their roles. He said that there is a reason we have help desks… it was really a big mistake, but what do I know. I just work here.
- I.E. Is fo' realz. I've been in the room when the candidate pool wasn't DIE'verse enough. Kinda sad when ever one is chosen they have to think in back of their mind am I really good enough or do I check the right box's for this ?? Yeah we check box's folks !
Look at any management population within groups that don’t actually do anything or matter there’s a lot of unqualified d&i hires. Good example is people hired from the initiative to have more of xyz population in tech during covid.
Really? Everyone is white who is a manager. D&I is just for PR.
I feel DnI policy plays a huge role. I have seen positions being filled up by undeserving candidates just because they fulfil DnI requirements.
Managers are selected based on
- Need and body. Tossing someone in is a right place, right time and not qualification.
- Protection. As their superior, someone who will insulate me from bad things and allow me to manage up.
- Lack of ambition. Someone who can be backfill if I get promoted but isn’t a threat otherwise.
- Inherited and I can’t get rid of them.
- Specific competence for a team in a fairly narrow focus. This is often when working on a specific project and the team lead becomes a manager.
It helps to think of the military. They spend months breaking you down to take orders and follow. Eventually some become generals. Not exactly a good formula.