Everyone keeps pointing out to me how lucky i am to be working with a giant company in Malaysia. Just mention where I work, and everyone's eyes lit up - they start to imagine how big the paycheque is, the perks, the travels, etc.
Maybe some people working here do have the luxury of that feeling, but for me, I feel that my pay does not match up to my workload. I believe a lot of people here share the same sentiments too.
It's not that I'm ungrateful of what I have. I remember the feeling when I first joined the Company - it felt like I had been rescued from raging torrent. Fast forward 3 years later, the energy had run out. I used to have a great leader who is concerned about us, and who is fair and sympathetic to our burdens. But my current leader is - to quote my colleague, she's a nice person but as a boss, she sucks.
She is hardly visible from the bottom perspective, unlike the previous boss. She's surreal to our daily operations, and has no idea the suffering and pressure her staff is going through. She leaves office early every day, so has no idea how long her staff has to stay back to ensure that people are happy with the services provided. If she had to stay back, she does not observe - to her people staying back is normal. If she had an ounce of concern, she might go back and think - my staff also have family, why do they have to stay back? Is there too much workload that they can't finish it on time?
I'm not the perfect boss either. I am strict to my staff, I put high expectations and can be very demanding. I rule by emotions too, and I have little patience for silly mistakes and ignorance. But when it comes to personal time, I don't encourage staff to sacrifice their own time for work. I don't do it, so why should I expect they do it?
But to me, the worst thing she does as a boss is giving unequal distribution of workload to her staff. One department is so overworked, and another is so relaxed. You can practically divide the division into two zones - a happy cheerful zone (goes back on time, not much workload blabla), and the quiet, much more subdued zone (overworked, operations get diverted to them as they are the true implementer of service, blabla).
During year end performance review, I tried to highlight that as the lowest grade executive in the Company, I am being tasked to run a department without a direct reporting line to a manager (or put it this way, other departments have their own managers, I don't). Where the tasks of decision making, strategy formulation and policy-making are given to the managers in other departments, I have to carry those responsibilities in my own department. Of course I have my executive job as well to do, and when my staff get stuck with a lot of work, I help out with their daily operations as well.
So you can imagine how exhausting it is to be in my spot - a manager one hour, an executive the next and occasionally a supervisor or a clerk. Eventually it affects my work quality, and gets me so concerned with such working arrangement that I voiced it up. After all, I'm only paid to do one level of job scope - as a junior executive. Why do I have to be tasked with responsibilities that even senior executives don't carry? Senior execs for example, have only one or maybe no staff reporting to them, I have 2 to manage (previously 3).
But of course she did not see it that way. She said my job is created in a flexible way that even junior exec can sit on it. Of course she can say that, because I get things done. What if I just told her to shove it if she asked me to formulate a policy or write the next board paper? (I'm just a junior exec, get someone else to do it!)
Hmm. That reminds me to print my own PD and put it at my work station so I can point out that I'm paid to do only a certain level of task, so she can give it to someone else or do it her own. If one thing I know best - it's delegating. All this while, I've been delegating downward, maybe it's time I delegate upwards.