Hi, Kate - I spent 40 years in corporations, big and small. I appreciate your need for justice. Just don't hold your breath. The rules of our society that speak to justice when wronged don't exist in corporations.
Yes, it's still important for you to make your case. Here's why. You have agency. You don't need to pretend to go along with the lines that management put out. I've heard them a million times. "She had a skill set more aligned with our future directions." "We're seeking some new approaches." "We feel your exceptional skill set will serve us very well in the - insert mailroom, secretarial pool, back-office support, whatever."
And don't trust the person interviewing you. It's her job to make you trust her and then get you to go away. Just as long as you let them know that, in fact, you are the person someone else was looking for to take them into the future. And, in fact, they are not the company that could have taken you anywhere. Because they can't see quality when it's in front of them.
Now, go do that interview. Laugh in her face, wish them all well, and walk out with your chin up.
I understand the revenge scenario & who, can not blame you for feeling this way..glad you've found a better position long term.. I've got to age where I do believe if you treat other Ppl unfairly it all comes back on you..in an unpleasantway...on the other hand..I do feel whistle blowers speaking up on unfair occurrences & wrongful practices in the workplace..they need to be praised for calling bad stuff out..not reprimanded & forced to leave their place of work.
I am going to preface this by saying I am in the US.
As a former Labor Rep, I can tell you that in my experience, unless you have some solid language, clear wrongdoing on video or voice recording, or some other solid piece of evidence that is damning...I wouldn't get my hopes up.
Thank you, Genesis! I appreciate your perspective, especially given your experience as a labor representative. And believe me, I'm definitely not holding my breath! 😂 But I do think it's reasonable to expect some documentation justifying a demotion, even if the reasoning is BS. In my case, there's apparently none, just 15 years of strong performance reviews. I know unfair doesn't necessarily mean unethical, but I think it's worth finding out where that line was crossed. Whether they will fold under pressure remains to be seen...
Thank you for such a thoughtful response! I love that people are sharing their own experiences. That's one of the best things about writing something like this. You realize you're not alone in what you've experienced.
And believe me, I'm definitely not holding my breath! 😂 I've spent enough years in corporate America to know that what's right and what actually happens are often two very different things.
What continues to bother me is that, in my experience, companies generally require some documentation to justify demoting someone, even if the justification is complete BS. In my case, they have nothing that I'm aware of. Fifteen years of strong performance reviews, no documented performance issues, and an executive who actually told me I hadn't done anything wrong. So what exactly justified replacing me? With someone he knew?
I do believe the investigator is taking this seriously, but whether the company acts on her findings is another matter entirely. I won't be laughing in her face. I've waited too long for answers to waste the opportunity to get them.
I especially appreciate what you said about agency. That's really what finally speaking up was about for me. I may not be able to control the outcome, but I no longer have to sit quietly and pretend what happened was acceptable. I'm just glad someone knows now
Hi, Kate - I spent 40 years in corporations, big and small. I appreciate your need for justice. Just don't hold your breath. The rules of our society that speak to justice when wronged don't exist in corporations.
Yes, it's still important for you to make your case. Here's why. You have agency. You don't need to pretend to go along with the lines that management put out. I've heard them a million times. "She had a skill set more aligned with our future directions." "We're seeking some new approaches." "We feel your exceptional skill set will serve us very well in the - insert mailroom, secretarial pool, back-office support, whatever."
And don't trust the person interviewing you. It's her job to make you trust her and then get you to go away. Just as long as you let them know that, in fact, you are the person someone else was looking for to take them into the future. And, in fact, they are not the company that could have taken you anywhere. Because they can't see quality when it's in front of them.
Now, go do that interview. Laugh in her face, wish them all well, and walk out with your chin up.
Cynthia thank you so much for your comment, my reply posted in the wrong place !
https://www.ejdonovanbooks.com/p/heads-should-roll/comment/360359192?utm_source=share&utm_medium=android&r=179nz2
I really hope it does work out for you.
Ditto.🤞
I understand the revenge scenario & who, can not blame you for feeling this way..glad you've found a better position long term.. I've got to age where I do believe if you treat other Ppl unfairly it all comes back on you..in an unpleasantway...on the other hand..I do feel whistle blowers speaking up on unfair occurrences & wrongful practices in the workplace..they need to be praised for calling bad stuff out..not reprimanded & forced to leave their place of work.
I hope tomorrow's meeting goes well and you finally get some closure!
I am going to preface this by saying I am in the US.
As a former Labor Rep, I can tell you that in my experience, unless you have some solid language, clear wrongdoing on video or voice recording, or some other solid piece of evidence that is damning...I wouldn't get my hopes up.
Thank you, Genesis! I appreciate your perspective, especially given your experience as a labor representative. And believe me, I'm definitely not holding my breath! 😂 But I do think it's reasonable to expect some documentation justifying a demotion, even if the reasoning is BS. In my case, there's apparently none, just 15 years of strong performance reviews. I know unfair doesn't necessarily mean unethical, but I think it's worth finding out where that line was crossed. Whether they will fold under pressure remains to be seen...
Thank you for such a thoughtful response! I love that people are sharing their own experiences. That's one of the best things about writing something like this. You realize you're not alone in what you've experienced.
And believe me, I'm definitely not holding my breath! 😂 I've spent enough years in corporate America to know that what's right and what actually happens are often two very different things.
What continues to bother me is that, in my experience, companies generally require some documentation to justify demoting someone, even if the justification is complete BS. In my case, they have nothing that I'm aware of. Fifteen years of strong performance reviews, no documented performance issues, and an executive who actually told me I hadn't done anything wrong. So what exactly justified replacing me? With someone he knew?
I do believe the investigator is taking this seriously, but whether the company acts on her findings is another matter entirely. I won't be laughing in her face. I've waited too long for answers to waste the opportunity to get them.
I especially appreciate what you said about agency. That's really what finally speaking up was about for me. I may not be able to control the outcome, but I no longer have to sit quietly and pretend what happened was acceptable. I'm just glad someone knows now