Dear Joan:

My issue relates to job titles and descriptions. I work for a large insurance company. In the past year, the company merged with another large insurance company. Job mapping was completed recently to organize the two merged companies. The idea was to map people of consistent responsibilities to similar job titles considering the job market of the area. (The company has offices across the US.) It didn't work. We now have a complete mess.

People were mapped inconsistently, causing a lot of friction. Job duties were also changed. The company eliminated all Supervisor positions, of which I am one.  Supervisors were mapped to job titles, descriptions and earnings codes that do not include any management duties. Management bonuses were removed for this level as well. 

I have supervised staff for many years and have not been happy with the forced and unwarranted demotion. I am now told by my management that I have to continue to do all of the same duties I did in the past but under the new title, job description, etc., which includes all of the management responsibilities. I don't have authority to do these responsibilities. My direct manager (and her boss) told me their hands are tied.

My manager cannot take on the additional responsibilities the company has assigned to her but she also cannot change the job titles and descriptions. I can't seem to get past this issue. Others in my position are unhappy about the situation, too. The whole process has really adversely affected morale throughout. Many of the staff need clear lines of authority and responsibility. They are unsure of whom to go to and I don't know what to tell them. What do you suggest I do about this problem, if anything?

Also, since I am thinking about changing companies due to many issues like this one, how do I put this on my resume?

I appreciate any advice that you can give.

Answer:

Mergers can be difficult under the best circumstances but in your case, it does sound like a mess. It’s naïve for the company to expect that supervisors will willingly assume their former responsibility and authority out of the goodness of their heart, when their titles, formal authority and their bonus are stripped.

Without knowing all the details, it seems as if the supervisors have been placed in a “lead” position, which is a demotion. Typically, leads are neither fish nor fowl. They are expected to coordinate the staff’s work and schedules, handle the day-to-day issues but they don’t have the authority to hire/fire or discipline their “peers.” They are often masters of the technical aspects of the job and are the go-to people and trainers.

It’s no doubt morale would plunge, if all the supervisors were demoted to leads. However, it actually sounds as if you are being asked to hire/fire and discipline, as if nothing has been changed, so it’s no wonder morale has plummeted and staff is confused.

If the ex-supervisors haven’t started leaving yet, they will soon. I wouldn’t be surprised to see 100 percent turnover.

In the meantime, during your job hunt, you will simply have to tell an interviewer exactly what you told me. I wouldn’t mention it on a resume or cover letter but you will be asked in an interview. Don’t bash your company; just tell the story in a matter-of-fact way. Your reason for leaving will be self-evident.

Joan Lloyd is an executive coach, management consultant, facilitator and professional trainer/speaker.  Email your question to Joan at info@joanlloyd.com.  Joan Lloyd & Associates, (800) 348-1944, Visit www.JoanLloyd.com © Joan Lloyd & Associates, Inc.

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