beagle744
I have an evil twin Skippy
- Joined
- Mar 26, 2005
- Messages
- 632
I have a situation at work and Im hoping for some suggestions from you folks. Ill try to outline this story but its kind of complex.
I have worked for my company for 17 years. During that time Ive worked my way up through the ranks in a direct support department. About 10 years ago I was moved to the divisions administrative arm. I was doing the same job but for 7 departments instead of 1 and shared these duties with one other colleague. It was an efficiency/cost-savings measure. I did not receive a pay increase nor a title change.
A year after this change another person was hired into one of the 7 departments. He, Ill call him Jim, was hired to do similar tasks that I do in my position and some other tasks specialized for the department he works in. Our similar tasks differ however as his are more hands on facilitating while my tasks are oversight and monitoring of his activities. He was hired in at a higher title but lower pay.
A couple of years later (about 5 years ago), the colleague in my office is transferred out and his position is not filled. I now assume sole supervision of my unit including 5 staff (another efficiency). At this point, I am now asked by my boss, the divisional operations manger, to start the paperwork for my promotion. (In my company we are asked to initially outline our position description for promotions as we know in detail what we do).
Well as you can imagine Ive become one busy puppy over the years and dont have time to start my promotion paperwork. No one, including me is terribly concerned about this and Im well aware that Im only harming myself with this delay. Thorough out all this time my performance evals. are excellent and I have a reputation companywide for being a talented systems person and for quality work and am asked to serve on several companywide committees and task forces each year to develop and implement new procedures and systems for the company.
Three years later my boss, retires. He is replaced but my new boss is now the operations manager for 3 divisions so he is only in our division 1/3 time (another efficiency). So now Ive inherited yet again more duties. My new boss is insistent I move my promotion along and at this point Im very willing to do this. He would like the promotion to reflect ENTIRE of the scope of my duties and accomplishments as theyve accrued over the past 10 years.
Back to Jim. Recently we have had employee departures in 6 of our 7 departments. These are all people in identical jobs and titles as Jim. My boss and the divisions general manager see this as an opportunity to streamline the division (read another efficiency). Jim will now handle 2 departments and receive a 1 grade promotion, We will hire 2 more Jims to each handle 2 departments. I and another colleague will handle operations of department 7. I will now supervise Jim and the 2 new hires. In exchange, I have received a 3 grade promotion and now am 1 grade over Jim.
Heres the problem, Jim refuses to acknowledge my new role as his supervisor. He will not communicate with me and continues to report to his former supervisors. His former supervisors do not redirect Jim to me. I feel this is mainly for 2 reasons. 1) They still need Jim to do their departmental tasks so the direct communication is easy (I work in a different building). 2) The former supervisors have little awareness of my career trajectory over the years and see me where I was 10 years ago.
I am sensitive to the fact that Jim might resent my leap frogging over him so Ive deliberately downplayed the change to the extent that I barely acknowledged it except to make sure I acknowledged his promotion. Prior to this change I would get work on time from him and had a pretty good work relationship. Now those things that always worked well in the past such respect for my deadlines are totally ignored. Jim would probably be the first to admit he couldnt do my job as it has evolved and therefore wouldnt want it but I think he doesnt think my position deserves the recent elevation it received.
Question how do I repair the working relationship with Jim in its new context? I want it to succeed because Im afraid failure will be viewed as solely my failure and effect my new position.
I have worked for my company for 17 years. During that time Ive worked my way up through the ranks in a direct support department. About 10 years ago I was moved to the divisions administrative arm. I was doing the same job but for 7 departments instead of 1 and shared these duties with one other colleague. It was an efficiency/cost-savings measure. I did not receive a pay increase nor a title change.
A year after this change another person was hired into one of the 7 departments. He, Ill call him Jim, was hired to do similar tasks that I do in my position and some other tasks specialized for the department he works in. Our similar tasks differ however as his are more hands on facilitating while my tasks are oversight and monitoring of his activities. He was hired in at a higher title but lower pay.
A couple of years later (about 5 years ago), the colleague in my office is transferred out and his position is not filled. I now assume sole supervision of my unit including 5 staff (another efficiency). At this point, I am now asked by my boss, the divisional operations manger, to start the paperwork for my promotion. (In my company we are asked to initially outline our position description for promotions as we know in detail what we do).
Well as you can imagine Ive become one busy puppy over the years and dont have time to start my promotion paperwork. No one, including me is terribly concerned about this and Im well aware that Im only harming myself with this delay. Thorough out all this time my performance evals. are excellent and I have a reputation companywide for being a talented systems person and for quality work and am asked to serve on several companywide committees and task forces each year to develop and implement new procedures and systems for the company.
Three years later my boss, retires. He is replaced but my new boss is now the operations manager for 3 divisions so he is only in our division 1/3 time (another efficiency). So now Ive inherited yet again more duties. My new boss is insistent I move my promotion along and at this point Im very willing to do this. He would like the promotion to reflect ENTIRE of the scope of my duties and accomplishments as theyve accrued over the past 10 years.
Back to Jim. Recently we have had employee departures in 6 of our 7 departments. These are all people in identical jobs and titles as Jim. My boss and the divisions general manager see this as an opportunity to streamline the division (read another efficiency). Jim will now handle 2 departments and receive a 1 grade promotion, We will hire 2 more Jims to each handle 2 departments. I and another colleague will handle operations of department 7. I will now supervise Jim and the 2 new hires. In exchange, I have received a 3 grade promotion and now am 1 grade over Jim.
Heres the problem, Jim refuses to acknowledge my new role as his supervisor. He will not communicate with me and continues to report to his former supervisors. His former supervisors do not redirect Jim to me. I feel this is mainly for 2 reasons. 1) They still need Jim to do their departmental tasks so the direct communication is easy (I work in a different building). 2) The former supervisors have little awareness of my career trajectory over the years and see me where I was 10 years ago.
I am sensitive to the fact that Jim might resent my leap frogging over him so Ive deliberately downplayed the change to the extent that I barely acknowledged it except to make sure I acknowledged his promotion. Prior to this change I would get work on time from him and had a pretty good work relationship. Now those things that always worked well in the past such respect for my deadlines are totally ignored. Jim would probably be the first to admit he couldnt do my job as it has evolved and therefore wouldnt want it but I think he doesnt think my position deserves the recent elevation it received.
Question how do I repair the working relationship with Jim in its new context? I want it to succeed because Im afraid failure will be viewed as solely my failure and effect my new position.
