Post by smarywills on Nov 14, 2006 10:54:43 GMT -5
One of the most common complaints I’ve heard from Black workers, over the years, is that they’ve felt used and abused by companies that requested (read: forced) them to train White coworkers, who eventually were promoted to a higher level position than the Black person that taught them everything that made them valuable.
How many of us haven’t been put in the position where we were asked to train a White counterpart, to train a White person that was junior to us or even to train a White person with a more advanced degree than we possessed? And, how often did the White person you train end up getting a promotion that you weren’t even considered for? Or, maybe they got a substantial raise based on their newly acquired skills.
It’s one of the oldest workplace racism games in the book…marginalize and overlook Black workers until an up-and-coming White employee of the day needs a few more skills to justify a preconceived plan to advance them through the ranks of the company.
Nothing hurts more than seeing someone else rewarded for your skills and knowledge. Nothing…EXCEPT… receiving a poor performance evaluation and STILL being asked to train White coworkers.
Years ago, I was put in a position where I received a very negative performance evaluation from a White manager, yet was asked to train two White new hires and to write procedures for EVERYTHING I did. I argued that it was inappropriate for me to train any staff, considering my days-old negative review and mere $200 yearly increase. I also stated that I was unqualified to write procedures, again, considering my performance review. Finally, I stated outright that if I was being fired, my replacements would have to figure things out themselves!
Long story short, the White manager rewrote and resubmitted my performance evaluation. And, he gave me a significant increase. The fact is,there was never an issue with my work performance. It was just the oldest game in the book…marginalize and overlook a Black person and use them to build up the skills of White underlings.
I’m at the point in my career where I refuse to be used. It’s one thing to be a team player and it’s another to set yourself to be passed over. So, here’s what I’d recommend: If you are asked to train individuals…ask to be officially referred to as a mentor or trainer. Make sure any training you do is included in your reviews. If you have to write a self-assessment during your performance period, list every staff person you trained and what you taught them. Start thinking of these training exercises as a stepping stone to a potential management or supervisory role—down the line.
And, if you are being asked to train what you feel is going to be your replacement (I know you know that trick), simply refuse to do so. If you’ve been given negative feedback, as happened to me, talk to your manager. Tell them that you feel you are receiving mixed signals and you would like to know where you stand. Get a formal declaration of any intent to replace you or not. It doesn’t mean the company can’t fire you, but if they’ve stated your job was secure—and then fired you—it provides you with more ammunition to use in a potential case. Remember, if an employer is having problems with an employee, the employer is supposed to make the employee aware of the issues, state possible remedies (such as training, etc.), and put the employee on a verbal or written warning or on probation. Unless you’ve committed some outlandish action, you are supposed to be given the opportunity to change your behavior and to keep your job.
When it comes to training, also try to figure out what’s going on. If the person you are being asked to train is in line to compete with you for promotions, don’t train them (if you can get out of it) and NEVER teach them everything you know (if you can’t)!! When they ask questions about the portion of your job that makes you valuable to the company, be vague, describe things in a confusing manner, etc. Let them figure things out on their own--they'd do it to you, if the tables were turned!!
Being forced to do brain-dumps for White coworkers is just another issue for Blacks in the workplace. Have you been asked to train White coworkers that ended up being promoted, while you were not?
S. Mary Wills
theblackfactor.blogspot.comThe Black Factor is a useful resource for anyone who is Working While Black. The blog provides strategies for dealing with racially-based problems in the workplace, provides perspectives on workplace racism, and allows visitors to share experiences.
How many of us haven’t been put in the position where we were asked to train a White counterpart, to train a White person that was junior to us or even to train a White person with a more advanced degree than we possessed? And, how often did the White person you train end up getting a promotion that you weren’t even considered for? Or, maybe they got a substantial raise based on their newly acquired skills.
It’s one of the oldest workplace racism games in the book…marginalize and overlook Black workers until an up-and-coming White employee of the day needs a few more skills to justify a preconceived plan to advance them through the ranks of the company.
Nothing hurts more than seeing someone else rewarded for your skills and knowledge. Nothing…EXCEPT… receiving a poor performance evaluation and STILL being asked to train White coworkers.
Years ago, I was put in a position where I received a very negative performance evaluation from a White manager, yet was asked to train two White new hires and to write procedures for EVERYTHING I did. I argued that it was inappropriate for me to train any staff, considering my days-old negative review and mere $200 yearly increase. I also stated that I was unqualified to write procedures, again, considering my performance review. Finally, I stated outright that if I was being fired, my replacements would have to figure things out themselves!
Long story short, the White manager rewrote and resubmitted my performance evaluation. And, he gave me a significant increase. The fact is,there was never an issue with my work performance. It was just the oldest game in the book…marginalize and overlook a Black person and use them to build up the skills of White underlings.
I’m at the point in my career where I refuse to be used. It’s one thing to be a team player and it’s another to set yourself to be passed over. So, here’s what I’d recommend: If you are asked to train individuals…ask to be officially referred to as a mentor or trainer. Make sure any training you do is included in your reviews. If you have to write a self-assessment during your performance period, list every staff person you trained and what you taught them. Start thinking of these training exercises as a stepping stone to a potential management or supervisory role—down the line.
And, if you are being asked to train what you feel is going to be your replacement (I know you know that trick), simply refuse to do so. If you’ve been given negative feedback, as happened to me, talk to your manager. Tell them that you feel you are receiving mixed signals and you would like to know where you stand. Get a formal declaration of any intent to replace you or not. It doesn’t mean the company can’t fire you, but if they’ve stated your job was secure—and then fired you—it provides you with more ammunition to use in a potential case. Remember, if an employer is having problems with an employee, the employer is supposed to make the employee aware of the issues, state possible remedies (such as training, etc.), and put the employee on a verbal or written warning or on probation. Unless you’ve committed some outlandish action, you are supposed to be given the opportunity to change your behavior and to keep your job.
When it comes to training, also try to figure out what’s going on. If the person you are being asked to train is in line to compete with you for promotions, don’t train them (if you can get out of it) and NEVER teach them everything you know (if you can’t)!! When they ask questions about the portion of your job that makes you valuable to the company, be vague, describe things in a confusing manner, etc. Let them figure things out on their own--they'd do it to you, if the tables were turned!!
Being forced to do brain-dumps for White coworkers is just another issue for Blacks in the workplace. Have you been asked to train White coworkers that ended up being promoted, while you were not?
S. Mary Wills
theblackfactor.blogspot.comThe Black Factor is a useful resource for anyone who is Working While Black. The blog provides strategies for dealing with racially-based problems in the workplace, provides perspectives on workplace racism, and allows visitors to share experiences.