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A manager requested to move a subordinate to a corner by themselves because they were asking too many questions. The subordinate’s sibling was dying from cancer at the time and was at home for hospice. Instead of empathizing with the subordinate, the manager purposely avoided the subordinate or pushed them off to say they were too busy to help (They were looking at vacation deals). The subordinate cried almost everyday. We collectively as a team had to go a L6 manager to voice our concerns because the manager’s manager (L8) didn’t do anything about it and found out they were all buddies with the HR rep.
Ultimately, that manager got fired when he/she returned back from vacation and L6 apologized that we were all dealing with that. We now have an additional line of communication should that happen again.
Not willing to coach you
Anytime I would ask for feedback on my deck, my manager would say “I don’t feel like I should have to coach you”. It took me over a year to find something else, but I’m happier now that I have left that toxic environment
Not enough info / details in your post but depending upon the nature of your questions, it could be considered minutiae. If you need more support and guidance then maybe ask for an SM or more junior director if the budget allows for it? Or maybe come to this person with not only a question but a hypothesis for the answer?
You might already be doing these things, I’m just trying to think of things that are within your control that may help the situation.
Well it sounds like they have a career limiting attitude - if no one wants to work for you then your options are limited. No one gets there by themselves and we still operate an apprenticeship model, I don’t understand why that’s hard for some people to understand.