Take a stand - ask for the funds under the condition that you'll resign if you don't get them. If you have to resign, tell your team why. The market is too good to tolerate this sorta thing from a company imho.
whoa whoa whoa, settle down my friends. Lets not recommend that someone give up their livelihoods so easily.
OP, this was on HN yesterday, check it out: https://georgestocker.com/2019/03/14/my-salary-progression-i...
You should take a stand if its something you feel strongly about, but never threaten to quit. it should be a silent promise, not a threat. If they don't appreciate you, you and your team should find a company that does.
Why stay where you are, in the most clear terms, unappreciated?
You're asking to be reorg'ed out of the company anyways. This is one case where following your pride is the right option. It's like ending a bad relationship; things will only get worse.
Better yet, if he wants to express loyalty to his team, work his personal network on the side to get each of his team members hired at a more appreciative company, and be the _last_ one to jump ship, only after all the direct reports have safely been "rescued" via better employment opportunities.
Of course, companies screw people over, and treat them like shit at times, try to violate your hiring agreement, don't tell you your options. But actively finding your team jobs is foolish, and definitely something they can sue you over. And a new company would be worried you might do it again.
That's not obvious at all. In large companies there's often a fixed pool. Are other departments struggling even more? Are other departments significantly below market so the pool gets reallocated? 'Manager' could mean many things in large companies, and often being gets caught in the middle.
> don't want to work for a manager perceived to be weak
Again, jumping to conclusions with no evidence.
> was unable to even prevent the bonus pool that was initially earmarked for that team to be taken away and given to another dept
This depends on how OP communicated it, on how to set expectations, which they didn't mention and again jumping to conclusions.
> Seems like both sides would have no problem replacing the OP with someone else.
How? Why?
But even if there is a mismatch between OP's perceived competence and actual competence, it's a good time to leave, as it's probably a career dead end.
"I left because I was incapable of persuading management of the effectiveness and importance of my team and its contribution to the overall enterprise."
"Wow, don't you think you're being a little hard on yourself?"
"Well, they gave away my team's bonus to another team, despite my objections."
"That's unfortunate, but that still doesn't really explain why you left your last company."
"Well, despite the clear signal they sent when they took away my team's bonus, I didn't get the hint and completely misjudged my importance to the company. See, I painted myself into a corner by giving the executive team an ultimatum."
"Hmmm, yea, not very wise, you probably do suck as a manager."
Someone will have to deal with this issue.. either him or the new manager. His job is to handle issues like this.. quitting the moment he runs into a problem is not a sign of a good manager.
Maybe we should learn to work with people without quitting as soon as we don't get what we want.