If you are ambitious, collaborative, want a positive atmosphere or are experienced enough to know what normal vs. dysfunctional is you will eventually want to leave. The harder you work the more you will be over allocated across multiple projects and you will have to constantly explain and/or defend yourself every step of the way. The expected trend continues as another good employee announced they will be leaving the organization.
Dealing with project processes that are inconsistent, constantly changing or make no sense but you must follow, EXTREME micromanagement/improper control makes your job unnecessarily painful. We’ve been through two talented PMO Directors who thought they could do their job to direct and implement a modern, truthful, serving PMO group and address staff issues but they didn’t last long going against the CIO’s way of doing things. Somehow out of that and more, the only change that was made was to not refill that position but create a different but similar role outside of IT while leaving all the PM’s in IT without a real manager to lead them. We are a very small organization so this will only lead to more project handling processes and conflicts between the two department leaders and leave employees dealing with even more tension and frustration.
Feedback is dismissed and eventually turned around on you so most people feel there is no point in saying anything anymore. The only message people are hearing from the top is – we aren’t going to slow down, keep making it happen without asking for anything more and stop complaining. Without taking the proper time to understand the full view of projects and resources or to plan them appropriately, with no consideration of lessons learned and no acknowledgement of employee burnout our leaders march us right into repeating the EXACT same mistakes. There is no genuine care or desire to understand what employees have to deal with day to day. Managers can’t do anything but apply more pressure on their employees.
