Slalom reviews

Almost walked out my second week on the job. The GM presents this as a family-friendly company, but I did not see that. My second week I sent an email to my people manager on Sunday saying I would be in late on Monday, giving the time that I would be there as 10:30. He acknowledged this, but the following morning I received at least three emails continually asking where I was and if I would be calling in to meetings. So I wasn't left alone during the time I said I would be unavailable. I spent $40 on a Lyft to make sure I got in on time and was publicly chastised for not seeing an email that was sent five minutes earlier while I was in transit. I later told him in a firm voice in front of people that if I say I am unavailable I am unavailable. Instead of fixing the issue he ran to his manager. This would be consistent with his public crying saying that his biggest fear is letting down his family. I assume his parents as there are no kids. Weak. I revealed that I had health issues (these are on file as a disability with HR) and the behavior didn't happen again but the damage was done. I was especially bothered by the fact that he engaged in doublespeak and misrepresented the situation, never admitting fault for harassing me when I had given notice a day before. I was new to a project and not billable so this was micromanagement and harassment. I never trusted him again and he was bothered by the fact that I wouldn't be bullied. My 1:1s were vague and he said he saw improvement. But yesterday I was going into the meeting room for our 1:1 and in walks the GM with HR on the line with a PIP. This was improper. As the lead and my people manager had put my position on LinkedIn within the past week, they knew this was coming and could have warned me. The client wanted me off the job. There were numerous complaints and I wasn't happy with the job or manager and was not going to have that hanging over my head so I resigned. I was not given leadership or guidance and had signed up for a mentorship program as I wasn't getting guidance from my absentee manager. I asked what kind of leadership training he had and he mentioned being pledge lead in a fraternity 10 years ago. How is that relevant? I had to reschedule a simple meeting numerous times over the course of two months just to do expenses. There was no training. I don't know that the job would be the right fit for me under anyone, but I think with better leadership I might have been better, if not ideal.

Middle managers lack people skills. Examples include being reprimanded for taking a sick day despite covering client work, not keeping confidential discussions anonymous, and general lack of support and sometimes hostility (raised voices and put-downs) when consultants turn to them for guidance. If we cannot rely on our managers, where can we turn? Work-life balance is heavily dependent upon the project. Poorly scoped or staffed projects appear to be the norm, but the concern is about making that dollar, often at the expense of clients and consultants.