I’m dealing with a unique situation and can’t seem to figure out how to work around this. I recently got a new manager. In the year of layoffs, everyone is trying to prove themselves with to new manager by taking claim of their work, which is fine. The only thing is that we’re a global team that provide 24/7 support, so all of the work is shared and it’s hard to draw the line on who owns what because when one goes to sleep, the other takes over. See comments for continuation of situation.

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However, depending on where the product is developed, one may have an advantage of more ownership and visibility. For example, if the product is being engineered out of Africa and my peer who is supporting the product lives in Africa, he/she will work with the engineer teams in Africa to do some of the heavy lifting. When he/she goes to sleep, I pick up by supporting the US. With our new manager in place, some people are now saying they are leading 100% of the product support and I’m “co-supporting”. They’re lower level and very territory of anything they support even though the work is supposed to be shared. The often leave me out of things and limited the knowledge they share with me. With this reorg, this global team is too big for my manager’s new org and this they feel threaten and believe that my new manager will reduce their team due to redundancy of work. Basically, they’re making it look like that I only co-support when that’s not that case. I’m trying to figure out the best way to counter this.

Let me know if anyone has any ideas or have been in this situation.

Sounds like they are being very strategic. Have you considered asking the new manager to confirm how they would like the work to be divided. Coming from the point of view of getting clarification for efficiency sake. Seems like things are unclear and people are acting in panic mode.

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I don’t think I’m understanding the situation fully - you are all supporting as this is a shared service business model. Where the revenue sits is likely the “owner” of this product, no?
What is the unique situation you are trying to figure out? Is the goal to get the same level of visibility or job security?
In a global model where the work is shared it’s not usually about getting props for doing the work - It’s your job to do the work - if you’re being left out of critical meetings that impact your ability to do so, I’d recommend asking the global supporting team for a more collaborative and transparent handover environment so everyone gets to support the work efficiently may work. Is it just the US team (ie your manager) that excludes you or general practice?

Yes please!!

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