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why cts blacklist any company any idea?
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Might get better tactical advice if you post this in Mck bowl- some of these things are less applicable for other firms
None of this is ok behavior from an EM.
I would ask PD, DGL, ED, or a mentor for guidance (depending on where you feel most comfortable).
Next time EM lashes out, call the emotion in the moment: “from your words and tone it sounds like you’re stressed/annoyed/etc....is there something else going on that is causing that?”.
Depends how long you’re on the case. If you only have a few more weeks, maybe just a quick conversation about your working styles. If it’s longer, a more in-depth conversation is warranted. Either way, you should provide detailed, constructive feedback afterwards.
Provided detailed and tactical feedback in our first round, manager got defensive and responded to most comments with "If you want me to be able to do this successfully, you should at least be doing XYZ better"
I confronted my EM early when he was being condescending and straight up told him I feel like he doesn’t trust me, I don’t like his tone of voice, and said he was getting really frustrated and mad when I asked him questions. He told me what I was doing that bothered him, and I owned the feedback because it was legitimate. I then told him I would work on it but I needed him to let me propose a path forward so I can learn without him dictating everything to me and made it explicitly about my professional development. He immediately turned around his attitude and approach to me. It’s been great ever since.
Please escalate to PD/DGL and leadership right away. If the EM escalates before you, it will come off as you being defensive
Is your EM a member of the NJE office by any chance? Sounds exactly like someone I’ve worked with
Would love thoughts on how to think about situation - both in terms of how to best advocate for myself and whether to provide constructive feedback. This EM is showing definite signs of preferential treatment but I can't tell whether to just become apathetic to the situation, accept the poor review and just push through to the end of the project, or whether to try and improve it.
Recent examples include 1) asking question in team brainstorming and being told that "This is clearly answered on the page and should not be brought up as a question again" when that was not the case (another team member had seconded my question) and 2) asking whether ok to condense or outsource a very manual task to VG (manual data entry of over 200 data points to excel from pdf) and being told "are you serious? You should be able to answer this question yourself - this shouldn't take you more than 30 mins so just do it."
Another example is that I tried to independently own / structure workstream work, but when taking initiative, was repeatedly told that work needed to be redone to "their" specifications (in one example, I redid the work, and then leadership asked for the equivalent of my original approach instead, leading to double work for me). Now I am receiving feedback that I am not showing enough ownership in my workstream.
And if you are there for a while, talk to Dgl explain situation
Check in with a mentor and DGL on this. Remember EMs are people too, and are also learning how to lead, but you shouldn’t be feeling this way. Don’t forget a good lift report as well
In a calm manner be direct and let him/her know what is the problem you are facing