1. It’s really hard to fire someone. And it’s a lot of work. And it takes a bit of time…could go on for months (especially in States like California where there are a lot more ways to sue employers)

2. But Managers can give you lousy assignments and limit your advancement and salary increases and make work life less enjoyable.

3. Managers (and companies) prefer hiring contractors…it gives them much more flexibility (but not manager positions…reason you have to Mooove Ahead into a manager position).

4. Managers want to spend all their time with A & B players; C and lower players are a waste of their time (many Managers rank employees, A being the stars and of course F being the ones to work out of the job/company).

5. Your HR rep is really on the manager’s side, not the individual contributors. Other than answer individual contributor’s benefits and HR administrative-type questions, the HR department’s role is to keep the company out of lawsuits and thus they work closely with management.

6. Managers don’t have absolute authority over many things such as promotions, pay increases beyond the average amount budgeted, hiring, firing, expenses beyond spending limits. They have to get approval from HR, Finance, and their Manager.

7. Most managers don’t want mavericks/innovator/ideas/suggestions/reports…they really prefer more implementors. They don’t want to hear talk; they prefer those who can do the walk.

8. For that matter, most are uncomfortable with staff members who are smarter (either annoyance, threat, or those staff members will leave)…managers want worker bees.

9. Managers actually know a lot more about what the company is planning, but they can’t tell you due to legal reasons or sensitivity reasons.

10. Chances are you make less then new hires with the same background/experience…or less! That 3% annual merit increase…it generally won’t keep up with what the company is offering comparable new hires. Most companies don’t conduct timely compensation surveys. And most companies are under pressure to keep budgets down. Besides, budgets are set up 6 months in advance of the performance review and merit increases. Therefore companies are always behind the job market.