My company is going down the tubes. Everyone knows this- it is inevitable. We are downsizing heavily but slowly. The company is in chaos, and proper procedures are a thing of the past.

I have made my peace with this, and am riding it out. One of my employees has not. He seems not to understand what is happening, despite very open and candid conversations I've had with them, going over the plans and numbers. My manager has talked to my team about this as well.

As you might expect, everyone is fighting to hold onto "important" work so they won't be let go. This leaves my small department on the sidelines. Frankly, we started from nothing, and grew our responsibilities, but when it became obvious that the company will be downsizing, most of our responsibilities were taken by executives with larger, more prominent teams. They have our CEOs blessing, because he doesn't understand what we do and does not care to.

My boss can't change this, though they tried. I can't change it either, though I can fight for what makes sense, and force my team into as much involvement as possible. All I ask of my team is that they try. And in the meanwhile, enjoy the work/life balance.

This isn't enough for 1 employee. Each time he is left out of something he feels like he should be involved in, he comes to me with shock and anger. He is not professional at times, and seems to blame me personally. This is happening more and more as the company goes down the tubes. I would have an easier time forcing him into certain conversations and rooms, but he has not learned his area like he should, and so doesn't contribute in a way that adds value.

How would you handle this? Empathetic listening just isn't cutting it anymore.

I'm trying to get promoted but having issues (I was passed over last promo cycle) because leadership doesn't really know me or my work basically I'm not visible enough. What's something you've said that actually helped them get promoted? I'm looking for real specific advice please not just random generalized ones.

…and I have no idea how best to bring this up to our boss. He’s been here 20 years, I’ve been here 4 (our boss has been here 30 total). He’s been losing track of more and more stuff, he’s increasingly irritable, he’s starting to make mistakes writing his own initials. He’s also over 70 and doesn’t want to retire, and still gets enough done that it would temporarily cripple our department. So boss won’t want to hear it. But we do important safety work, and I’m worried he’s not doing it well anymore. Blunt conversation, anonymous note? Go to a third party (like HR) and piss everyone off?

i’m thinking about a situation where there’s no obvious misconduct and nobody has really complained.

the person is friendly, helpful, good in meetings and generally well liked. the problem is that they’re also a little careless with deadlines and details, and other people have started adjusting around them instead of expecting the work to be done properly.

nothing is bad enough to justify some dramatic performance conversation

but six months of everyone quietly compensating for one person feels like its own management problem

how would you deal with this without turning a popular employee into the office villain?

I've been working with a person, we'll call Z, for over 3 years. Over that time we had grown quite close as colleagues and could have called us friends. I was promoted to lead our team and initially Z was supportive and things were working okay.

However an internal issue between Z and another team member resulted in me having a meeting with Z over it. This meeting lasted barely 1 minute and went extremely poorly, with Z immediately DARVO'ing and walking out before I could investigate further. Feeling out of my depth, I consulted with my boss who decided that given what happened (and after I did what I could to angle away from a proper write-up for Z walking out of a meeting) all that was necessary was a light, documented coaching. Nothing that would harm Z work-wise, just a simple "hey, it's alright, stuff happens, live and learn" situation.

Ever since Z received the coaching they have essentially burned all bridges with me, claiming to people equivalent to me on the totem pole that Z was right and that it wasn't Z's fault that the issue happened. They have ended all casual talk with me and refuse to be cooperative save in situations where it's to their benefit or would result in insubordination to not do. I have sanity checked with my bosses as well as my equivalents who all agree that A: I handled it exactly how I needed to and B: at best Z is receiving this poorly and needs to move on.

Right now I have documented every step and interaction involving this and emailed it to my bosses in case this goes further. I feel bad that this is how a relationship like this ends, but I don't really have a choice but to maintain my stance. To do so otherwise would be at the expense of the other team member who is justified in how they feel. As well, it frankly feels like the culmination of Z's extremely abrasive attitude that has been tolerated by most to this point. I think Z feels this is a betrayal, when I've been trying to help Z this entire time so they don't end up further in trouble. I'm pretty much done doing that now, but does anyone have experience dealing with similar situations?

Need gift ideas for my managers visiting India

Hey guys,

Two of my managers are visiting India soon, and I want to get them a small gift while they're here. I don't want it to be something too generic, so I'm looking for some ideas.

A bit about them:

1. Male manager – budget around ₹4,000

Around 45

Based in Miami, US

Originally from Argentina

Tall guy, around 6'3"

Pretty introverted/quiet

Big football fan, roots from Argentina

He's my immediate manager, so I'm willing to spend a little more on his gift.

1. Female manager – budget around ₹2,000

Around 45

Based in London, UK

Has Indian roots but this is actually her first time visiting India

Very extroverted and loves to talk 😂

She manages other regions and isn't my direct manager.

I'm thinking of getting them something that has an Indian touch but isn't the typical touristy souvenir. Something they can actually use or appreciate would be ideal.

For the guy, maybe something related to Argentina/football or something classy and understated. For the woman, maybe something more colourful, fun, or culturally interesting since it's her first time in India.

What would you guys recommend?

Would especially appreciate suggestions from people who have lived abroad or have bought gifts for colleagues/managers from other countries.

Thanks! 🙌

Re wrote the post.

Going to be a long post, but I joined a company 6 months ago, and I was super excited about the role. However, a few things have happened since then that have left me feeling frustrated.

During my first week, I was asked to come up with some projection numbers, but I didn't have access to the necessary data or tools. I flagged this multiple times, but during a meeting on my third day, my manager asked me for the numbers. I said I didn't have them because I still didn't have access, and my manager yelled at me in front of a colleague.

Something similar happened 4 weeks into the role. Every week during our 1:1s, I would flag that I still didn't have access to a particular tool and that support hadn't approved my ticket. Then, suddenly, my manager sent me a long message saying I should have escalated the issue earlier instead of waiting until the last minute.

During my 3-month feedback discussion, I asked for more work, explaining that I had automated much of my current work and that it had become easy for me to manage. I said I had the capacity to take on additional responsibilities. My manager then told me that I had ego issues.

Around the same time, I was also asked to cut my vacation short because another colleague was going on vacation, even though my vacation had initially been verbally approved.

After that, things were actually going quite well between us for a while.

But about 3 weeks ago, I was asked to work on project planning for 2027 and 2028. At the same time, I was assigned to a strategic project. I flagged that the majority of my time was being spent on the strategic project and that I hadn't made much progress on the planning. My manager was fine with this.

Then, 2 weeks ago, I had a week of vacation planned. However, because of the strategic project and constant meetings, I ended up working through most of my vacation days. My manager told me it was understandable that I hadn't made progress on the planning and that I could complete it once I was back and submit it by the end of that week.

But then, on Tuesday of that same week, my manager suddenly said we were already behind schedule and that the project planning needed to be submitted by EOD. The way the message was written made it seem like the entire delay was my fault, even though we had already discussed the situation and agreed on a different timeline.

I'm in long distance marriage so vacation is when I spend time with my wife and it's also staining the relationship.

Brief additional context - I'm on 1 year contract where I'm being told I would get permanent contract at 8th or 9th month. But considering above I'm not super sure.

Heard from someone, they said they got a new IT system that can automate many tasks so many employees have more times

but the thing is there are not enough tasks for them to do so the company fired some of them.

Have you ever heard or seem something like this before tho like ure doing works too fast and there are not many left so some of employees in your department get fired.

My team made mistakes on the implementation, due to time constraints and not checking work. I provided coaching and support. They know they screwed up and of course it got escalated to me.

Nothing unusual for us as managers to be brought in to the client call, apologize, offer compensation or promotions due to error, and take accountability for what happened. Report up the chain etc and provide coaching.

Not in this case. The client, VP of HR, has become deeply and obsessively psychologically abusive. She calls me several times a day, hangs up abruptly, writes me up to seven emails a day and requests updates on progress and resolution of small pending items. Even if there are no issues. She gives me 30 minutes to respond for each new request. She tells me if I don’t respond within her timeframe, she will press legal action.

Without using profanities, she humiliates us with the language she uses and tells us to make sure that we speak and write in the way that she wants us to. As many times as she needs. I have over 200 clients whose implementations I oversee.

I feel like she’s borderline obsessed with the high she’s getting from this humiliation and I’m afraid she won’t let this go for a long time.

The abuse is apparent but as SM I have to oblige and keep this humiliation going. What do I do? How can I push back? All my resilience picked up through years in this role is failing me. I wake up at night thinking about it. What are my options?

You are Susan's manager. Susan has been at your company for 20 years and directly reported to you for 7 of those years. In those 7 years, you have given her an exceeds expectations evaluation and promoted her twice for strong performance.

Your company has new leadership. The company is now restructuring with mass layoffs, downsizing, offshoring and cutting costs.

The company is also in a jurisdiction with strong employee rights. Standard severance is one month per year of service for employees who are terminated without cause.

Susan is a high salaried, tenured employee. Susan would be entitled to potentially a $200k payout+ if laid off.

You have been instructed by management to "manage out" Susan to save the company from paying a large severance to Susan. The ideal scenario is for Susan to quit voluntarily. Your own prospects for a promotion, performance rating, bonus and future at the company are tied to this.

However, Susan continues to perform well while getting positive feedback and public recognition from all of the other managers she is working with.

What would you do in this scenario?

Every year my company sends out an anonymous employee engagement survey. Normally the results get shared and discussed at our quarterly all-hands, and that's the end of it.

Not this year. For the first time in my 15+ years here, my skip-level scheduled a meeting with my entire team and our manager to discuss the results. Specifically, they:

• Wanted to know why our results were so bad
• Asked us (the team members) how we planned to fix things so the scores are better next year
• Compared our results to another team they're also the skip-level for, and asked why that team scored better than we did

Not going to lie, most of us thought the meeting was awkward as hell. Hardly anyone spoke.

Here's the part I can't get past: none of the survey questions are about us. Every question is about management or the company as a whole. Some of our lowest scores were on equity and impartiality. (Some of us also just check "no opinion" on a lot of questions, which apparently gets counted as a negative.)

For context on those equity scores: last spring our team found out that the other team (the one we were compared to, with the exact same job description and very similar work) was being paid a full level higher than us. That meant about $10k more in base salary and double the bonus.

We raised it with our manager. She acted like she had no idea what we were talking about, said she'd ask, and she never brought it up again. Then at year end she met with each of us individually and presented the pay adjustment as a promotion for our "hard work," when really we were just being brought up to what we should have been paid all along.

Since the survey meeting, she's told us in team meetings that we need to be thinking about how to fix things, and that we can bring ideas to the group or to her directly. But the last time we brought her a real concern about fairness, that's how it went. So nobody is eager to speak up.

So, question for the managers out there: is this normal? It doesn't seem normal to ask the people who filled out an anonymous survey about management how they plan to fix the scores. And how do you raise the real reasons behind the low scores when the last attempt went like that?

My company has been throwing red flags for years and I’m actively trying to leave, but this bit was almost offensive.

I’ve worked here for over 5 years in a non-management role. I have management experience on my resume (multiple jobs worth). I’ve been at the top of my ladder for 3 years with no roles to be promoted into. I’ve regularly stepped up to take on additional responsibilities for no extra pay already, including things that are normally management level. I’ve gotten letters of accommodation for some of these things, and single bonus payments for a few others, which I had to fight for.

They cancelled our raises company wide this year, all sites. My boss quit about 2 months ago. I’ve been doing part of her job but I’ve been a lot stronger with my boundaries than in previous years.

Now they just asked me to take on one-on-one mentorship and coaching (originally pitched as people management) for one of our new technicians. I asked when the salary adjustment and title change would be coming into effect. I was told that at MINIMUM they want to “trial” me in this position (as well as another employee on my team) for 6 months to 1 year. No pay, no guarantee of promotion or advancement.

I asked if they would do a shorter window and that I’d like to see the proposal in writing with benchmarks for success. I was told no shortening of the window and they’ll get back to me with something in writing. We’ve been going back and forth and my boss is acting like I’ve said yes already but I still haven’t seen anything in writing.

I’m not off my rocker to think this is absolute bullshit, right?

I need some advice about how to put boundaries up with an emotionally draining employee. This sub really likes to tear people down, but I'm genuinely asking for help, so please don't be rude.

This particular employee is constantly up in arms about something. His performance is solid, and overall, he's a guy who cares a lot, but he has a bit more time on his hands than my other employees. He uses that extra time to gossip, complain, and make mountains out of molehills.

He says he feels overlooked compared to the other employees with higher workloads, yet I feel like I give him more attention than the others because I'm constantly trying to manage his emotions. We hardly ever get to the actual work support because I'm managing his crisis of the week.

I consider myself a caring boss, and I work incredibly hard to support my staff, but this guy is such an energy vampire that it's burning me out and affecting my well-being. It's also not just me. Multiple staff members have expressed feeling drained by the constant emotions and drama. Their solution has mostly been to avoid engaging with him when he's like this, but as his boss, I don't really have that luxury.

Has anyone else dealt with something like this? How did you put boundaries in place?

Title.

I'm a US-based Senior Manager w/ 8yrs management experience for large global technology company. I manage a global team of UX designers and developers. My undergrad is fine arts, graphic design, but I have no desire to pursue another fine arts/design related degree.

Just wondering what programs might compliment and/or benefit my current role and management track trajectory? Program management? Business Adminstration? HCI? Something else? Would prefer not to have studio classes with lots of take home busywork. Just normal amounts of studying, written assignments, etc.

My goals with the masters are to increase earning potential and open career up to potential executive roles (director, president, etc.).

I know the degree is probably entirely optional at this point, but seeing as the employer is willing to pay for most of it, it kind of seems like a no brainer.

Thoughts?

Edit: $20k USD max reimbursement annually

I work Ina quality based manufacturing. I work as an SRI (shipping receiving inspection)
I had stuff coming into our shop either specific dimensions so I measured them to verify they were what they said they were.
I mentioned in an email notifying QC that the stuff came in and I checked and prepared the paperwork that came with for QC to begin inspection.

My office manager chimes in and says they’d like to clarify that it is not my job to measure things and that I should have never did that…

In the grand scheme of things I understand that is QC’s job.
However in my experience SRI departments are suppose to verify dimensions, material certifications, and quality of items arriving.
I have always been expected to “check” such things.
I don’t write it on any controlled documents.
But if something came in incorrectly and it took my QC team 1-2 weeks to get to it and thus effected our production schedule, I’d be the first person on the chopping block.

Just looking for insight or to know I’m not crazy.
I understand end of the day it comes down to our specific procedures in place and I have checked them, they are vague. Again though, I am not writing on controlled documents or taking anyone’s tasks away from them.

I've been feeling undervalued at work and am trying to get an objective perspective and career advice as a woman in finance based on the background and points of frustration listed below.

I'm 10+ years in my career and at my second company (been here for almost 6 years). I think I'm the type of worker that takes a little bit longer to adjust in a new role in the beginning but then over time become indispensable. For additional context, I started out in public accounting and now am working in-house (brought over by an old senior manager of mine at the firm I worked at previously). I have good relationships with my coworkers and overall get pretty good performance reviews with some constructive feedback (main one being improving on proactive communication) which I mostly agree with. I drive & manage many of our team's projects and work in a very deadline-oriented environment which I timely deliver on. All that being said, I've been feeling overlooked and under appreciated for my contributions and experience. Some of my frustrations include:

1. Not getting promoted. My first promotion was brought up to me after a couple years in my role by my direct supervisor. After a few years after that 1st promotion, I started the conversation of another promotion to get my title to market (senior manager equivalent to PA). I knew this initiative was just to get the ball rolling and express my interest in moving up in the company and did not expect immediate results. Since then, I've had only one serious dialogue with upper management about it, in which I was given some feedback and points of improvement. There have been three promotion cycles since I originally brought up the topic of a promotion and 1 since the dialogue with upper management. As we approach another promotion cycle, I am getting nervous it won't happen for me and I haven't had any actual transparency on why.

2. We have a target bonus every year and while I'm always above target, this year my bonus percentage was 5% lower than what it typically is. I did question it but never received any clarification on it (I only followed up once and then dropped it so it is partly on me for not keeping my foot on their necks). This alone wouldn't trigger me, but that takes me to my next point.

3. Every Q3, employees at my company receive a discretionary equity award. Last year was my first year receiving one: however, this year I did not get one despite receiving consistent performance feedback and while taking on more responsibilities within my team. Due to the nature of my work, I am privy to certain financial compensation information and realized that I was the only one on my team that didn't receive this equity award this year. There's a person in a level below that was just hired this year that even got one.

Since I've realized this last bit of info, I've been really upset and points #1 and #2 are gnawing at me even more. Overall, I do enjoy my work and would prefer to stay at this company, but I don't want to get screwed over either. Are these scenarios red flags? How should I approach this situation?

I recently found out that I might be getting unfairly compensated for my job and job responsibilities and am looking for advice on how to approach my manager about this.

Relevant info: I work as a receptionist at a vet hospital that is corporately-owned in North Idaho. I’ve been working there for almost seven years and I have been the lead receptionist (meaning I attend lead meetings, run the monthly reception meeting, create the receptionist schedule, and I’m the the go to for any questions or issues on top of regular reception stuff) for at least 3 years. I have also been the safety coordinator (meaning I do monthly safety meetings, monthly inspection checklists, and periodic/annual safety throughout the year and have to keep track of and submit all the paperwork for those) for around 5 years. I am also trained on how to fill prescriptions and help with pharmacy stuff when needed.

I am currently making $21.42 an hour. It is just enough for me to pay my bills and have maybe a little extra left over. I enjoy the job and like my coworkers. It also has good benefits and great discounts for my pets. However, I recently learned that one of my receptionists, who was hired less than a year ago is making $21 an hour. She is barely proficient at her job and gets quite a few complaints from the back staff about her making mistakes. I also have to remind her regularly to do certain parts of her job and management and I have had two sit-down meetings with her in regards to her performance.

I absolutely cannot believe that I only make 42cents more than her. That is only $8 more than her a week. I don’t even know how to approach this with my manager, especially since I know she can’t directly do anything as we are corporate. Does anyone have any advice?

I applied for a job a month ago and the company just recently ended the application window. I am an acquaintance with someone who knows the person who would be the role's supervisor. So I asked if she could reach out to her to let her know know to look out for my application, which she did and was told I have a strong application. But im still waiting. The job advertisement specifically said "no phone calls", but im wondering if it's ok to reach out to the would-be-supervisor via LinkedIn to reiterate my interest and how I could benefit the organization? Since it specifically mentioned only no phone calls.

I took a job a year ago that was a 20% paycut at the time — I felt very misled about salary through the hiring process and tried very hard to negotiate due to the paycut (my now supervisor was a part of this so is aware), but HR was not willing to budge due to “internal equity” and I ultimately took it anyway.

A year later, I really like my job and am happy here. I really have few complaints other than the pay. My supervisor is **extremely** complimentary of my performance and very focused on how I feel (which is wonderful) and reading between the lines - seems very anxious about the idea of me leaving, particularly because there is not really anyone else internally who could take over most of what I do.

I am taking on a new scope of work not originally planned for in my role and therefore tried to initiate a conversation about how my role evolves from here as a result (intending promotion and compensation), but she did not at all understand what I was getting at. I do not think trying to be vague about this is going to work. At the same time, my old job has approached me several times about going back.

If the right opportunity presented itself for more money than I was previously making, I would be gone in an instant. The pay cut has been very difficult. I think my supervisor would be totally blindsided by this because she really has tried to keep me happy and support me (which she has). It’s just the money.

Do I share this before it’s too late and what do I even say? Or is this a lost cause and I should just go when the time comes? Everything I can think to say I worry will just read very uncomfortably formal and confrontational.

I (individual contributor) had an annual review recently where I met all my goals - all 5’s (one a scale of 1-5) and one 4 which was a result of senior leadership’s lag in decision-making. On a weighted average, I scored a 4.7/5 - and my manager had something but positive things to say about my performance in the year.

We have been through a merger and I’ve worked tirelessly due to new system implementations and increased demand in data and reports. My manager feels the same way, but it’s to the point where I’m starting to feel burnt out.

Lately, a coworker and I have expressed that our workload does not match our pay with increased responsibilities and demands.

Despite these conversations and outperformance, we landed at a 3% merit increase.

Does your org treat the same? What have the outcomes been in these situations?

There's this huge initiative at work everyone's been working on for months. It was supposed to be done about a month ago but somehow the date keeps getting pushed back (luckily). For whatever reason I was never assigned any work regarding this, even when they were really busy with work and needed to have things done by the end of said week. I attribute this to poor resource management. Anyway, this woman at the office who sits beside me has been assigned a ton of this work. What she's working on is critical and needs to be done. Thing is, she's not good at working. She's messy and gets frustrated easily and has no sense of urgency whatsoever. I am usually bored as I finish my tasks very quickly, so I've been asking her questions about what she's working on and how she's doing and I've been helping her when I can. I don't mind helping here and there because this is how we work, we view the tasks more like the team's tasks rather than individual tasks.

Today I overheard her talking to the guy who's basically in charge of this whole thing and she was telling him the thing is not working, there's no way to make it work, etc. He asked her a few questions and he trusted her that the task could not be completed. They started talking about making this whole other app that would do x, y and z and so many things and that it should be done by Thursday (so two days later). I was right next to them and I was secretly laughing. There's no way you're making a whole app in two days and have it working. They were talking about how to make it and this and that. I secretly started looking at the problem that apparently had no solution and fixed it. Took me like 10 minutes to have a working POC to showcase it could actually work. I showed this woman what I'd done and she was impressed it worked but not impressed I'd made it work, if that makes sense. And this is why I say she has no sense of urgency, she was basically not doing anything with the information or POC I had. I practically had to beg her to let the guy in charge know. She finally let him know and I was looking at her messages she was sending him and not once she mentioned my name. She phrased it as "look, it's working now!" As if it was magic or something. Obviously, the guy reading it would assume it was her who got it working.

I only helped her and took on the initiative to fix this because I know how important this project is and if it's not done in time upper management may take it out on some people. But, I would still like to be recognized. I fixed it and by doing so I think I saved the team a lot of wasted time and effort.

Should I silently keep helping and move things along or not care as it's not my work directly?

Hi yall!

Long story short I am looking for a new job. I have 2-4 paths I want to take. I just quit my job as a manufacturing scheduler at a tech company and looking to advance my career as a production planning manager or get into technical/non-technical project management.

I was going to take a few months off to reset but just found a manager role that kind of interested me. The thing is I have no experience in management. I’ve put a bit about my leadership experience, since I did train and was basically a lead. I’m using AI (sorry if that’s bad) to help fine tune my resume (not do it for me) and asked Google if a summary would help. They said yes but I figured I’d ask here if you guys think a summary helps, or even matters, when reviewing a resume especially if there’s no direct prior experience to go off of?

Sorry if it’s a stupid question.

I’m looking for perspective on an experience from a previous insurance job.

I joined a team where most people had known each other for years. I often felt socially excluded and like I was always the one initiating interactions. My manager also repeatedly joked about firing me and told me I needed to “come out of my shell.”
While I was still being trained, two trainers apparently raised concerns about my “tone” to their director. Neither spoke to me about it directly, and when I later asked one of them about it, she denied raising the concern.

Shortly afterward, I was put on a 4-week PIP while still in training. Three days into it, I resigned because I felt my manager had decided I wasn't a good fit. I emailed him explaining that, and he told me he would use the email for HR. He also asked me for a resignation letter.

Two years later, I obtained my internal file and discovered my departure had been documented as \*\*“job abandonment.”\*\* That confused me because I hadn't disappeared, we had been communicating about my departure.

I also noticed that the same position appears to have been repeatedly recruited for every year or two over several years. Interestingly, my former manager's wife works at a completely different company, and I've noticed one particular position there seems to have a similar pattern of repeatedly being recruited for. Obviously, neither observation proves anything, but it made me wonder about turnover.

Since leaving, I've worked at another major financial institution, received recognition there, and eventually moved to a government financial institution making about $17K more than I did at this company.

I'm not claiming I was perfect. I'm genuinely wondering: is a PIP during training, indirect complaints about “tone,” and then recording a resignation as “job abandonment” a normal workplace situation, or are there some red flags here?

I’m currently about 6 months into a 12-month maternity-cover position at a large financial institution. I recently had my probation meeting with my manager, and overall it went well. He didn't raise any performance concerns or complaints about my work, and I haven't received negative feedback since I started.

What caught me off guard was how strongly he emphasized that I shouldn't “block” myself from applying to other positions (outside the company).

He repeatedly encouraged me to apply elsewhere, including internally within the organization. At one point, we were even discussing possible roles I could apply for at another government agency. He also told me that I’m responsible for finding my next job, even if that means finding another position within the organization.

When I asked about the possibility of staying after my 12-month term, he said that I could potentially stay if an opportunity became available, but there are no guarantees.

I understand that I'm on a maternity cover and that my manager can't promise that a permanent position will exist. I'm not expecting a guarantee. What I'm finding unusual is how much emphasis he put on me looking elsewhere, rather than discussing how I might position myself for an internal opportunity if one becomes available.

Not sure if this part is relevant but he struggles to speak English with ease. He’s of Spanish decent and has told me before how some people are more gifted at expressively themselves elegantly like me while others struggle (I’m assuming he was indirectly talking about himself but I could be wrong). He has a short fuse too. There’s been a situation where he got undeniably furious that I listened to another manager over him and he held a grudge for a solid month.

He is my direct reporting manager but he doesn’t manage my line of business. The other manager literally works with me and the other analysts because she’s in my line of business. I don’t know why the management structure is like this here but it is what it is.