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I am Offered 29.5fixed by PwC for SA (L2). Currently on 25fixed. Should I join ? In terms of WLB.! My current employer on fishbowl shows Deloitte but have left Deloitte a year back. Currently in a firm with good WLB but PWFH is a big win for me that PwC is offering.
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I would address it. This was something my boss was doing and I think it’s also a control thing, she may need to see that you can handle it, because she may have had experiences in the past where that is not the case
As anyone else noticed female bosses who feel threatened by subordinates also tend to be the upper middle class white women aged 45-55 who were all part of that "we need women in leadership" push years ago who weren't actually qualified to begin with?
Same. This case, women around same age bracket. The one that made it to the top pulled some along that would not outshine her, and then same culture permeates across the org. Those who are seen too smart, too talented, vocal are put down, passed up for promotion, etc. I would recommend to find another job, there is no upside on this kind of environment.
Start looking for a new job once calling them out right after they’ll find a way to get you fired it’s happened to me before the red flags are popping up start looking and when you give 2 weeks let them know if was because of her
Might get some insights from The 48 Laws of Power - Law 1.
Unfortunately this has happened to me multiple times. Before switching to consulting I spent almost 10 yrs in HR and can safely say HR is the worst about these kind of things! In those 10 yrs I spent time in multiple functional roles and at a few different organizations. In all but 1 instances I was repeatedly intentionally undermined and held back from promotions by insecure female bosses who saw me as a threat despite being several levels below them. One boss went so far as to tell downright lies on her exit so I would not be promoted to replace her despite her choosing to leave for a better opportunity.
Unfortunately I feel the only thing we younger women can do is to lead by example and develop each other to one day stop this toxic behavior and empower other professional women.
A good leader does not have to be the smartest in the room but she should understand the resources on her team and how to use them to best further the team.
Coach
“Confront” her with the situation and remind her that the company selected her to lead the department (and not you). It is critical that when you make a statement, you then pause and press your lips together. She needs to be the first to speak and explain herself.
I just had that same situation. I am not able to continue working at my organization because I was pushed out. My Director created a role for himself and put me in his job now that the company is delayering, he wants his job back. So I’ve been pushed out. Nine years multiple presidents club and always above performance budgets. Anyone hiring?
I'm curious what makes you think that the issue is intimidation about your experience?
I would talk to her and just ask what’s going on. In situations like this, I’ve found it’s better to have open dialogue than allow tension or story-building to occur. A lot of misunderstandings take place when new leaders step in. Everyone is jumpy and learning how everyone else communicates and operates- both the leader and their staff.
I ran into this a year ago my department got assigned to a new director. They were very cold and initially ruled with an iron fist. It turned out that my director was unconsciously carrying over years of old cultural behaviors from their previous company (being excessively formal, leading from a high level and not being at “ground level” with their staff, and overly authoritative) into a new culture where that isn’t needed or normal. It took them awhile to bring their guard down and realize they could actually be a human being with personality here.
It took me making the choice to open the conversation and say something/ask questions to build the bridge in order for that to change. The difference from a year ago to today in their leadership style is night and day for my team. If I wouldn’t have said anything, nothing would have changed.
The questions I'd be asking my self are as follows: 1. do I understand AND trust her vision? 2. am I learning and growing? 3. why was I not considered for her position before she was hired? 4. does my job description actually need to know these things to get the job done?
To be fair, I feel this feedback needs to be shared with your leader. Although no change may happen, this can improve your quality of work in the last bit for as you ultimately will leave as satisfaction long term is not possible. Speaking from experience.