NOVPUBChapter 935: Chapter 935: Competitor_1 Chapter 935: Chapter 935: Competitor_1 “What’s up?” Peggy Lewis came over.
Along the way, she put her bag on her desk before heading towards Abigail Ackehurst.
Peggy Lewis always arrived at the company considerably early.
Otherwise, how could she possibly have the capability to compete for the managerial position?
Besides her strong abilities, she was also hardworking and competent.
When she first joined the company as a rookie, she was unusually diligent and industrious.
At first, she would arrive earliest and leave latest, even before she had fully mastered her job.
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She wasn’t doing this to show off to her superiors, rather, she wanted to get the hang of her job as soon as possible.
Moreover, as a fresh graduate with no experience, the new employee could not avoid being bullied by the old employees.
It wasn’t always necessarily bullying.
But a lot of trivial matters that the old employees usually tended to were passed on to the rookies.
The old employees seemed quite naturally inclined to ditch these trivial matters once a new employee came on board.
These trivial tasks were then passed onto the new employees.
Having to learn about the workings of the department while also handling trivial chores meant that working hours inevitably got extended.
Even after others had left work, Peggy Lewis would still be working.
If it had been anyone else, a lot of people would have felt it was unfair, harbored resentment, and refused to extend their working hours for these chores that weren’t part of their core tasks, sacrificing their rest time.
But Peggy Lewis never complained.
She just did all the miscellaneous tasks given to her by her seniors and completed her own work on time.
Although sometimes, when the workload of tasks that were not hers increased, she naturally chose to complete her own tasks first, then the work assigned to her by her seniors that wasn’t originally her role. 𝒏𝙤𝒗𝙥𝒖𝒃.𝙘𝙤𝒎
However, sometimes when the work that belonged to her seniors was completed late, if her bosses or colleagues from other departments came to ask for it, they would not get it and then come to ask her for it.
But if she hadn’t finished it, she would inevitably receive complaints and even harsh words from her seniors.
It wasn’t even her job in the first place, but because she was a rookie, she could only swallow the accusations from her seniors and bear the responsibility for all of it.
She had been through such times.
But after she had passed this stage of being a rookie, and with new rookies joining, she was relieved.
She then watched as the rookies became just like her in the past.
Peggy Lewis had been through this stage as well and knew the difficulties during such times.
She also thought that even her seniors would have had times of being rookies.
Or, not that every person would have been overloaded with chores by their seniors, there must have been some good ones among them.
But, for the majority, they would have suffered some hardships.
A bit like the mindset of a daughter-in-law turning into a mother-in-law.
Finding it hard to hang on till they finally became seniors, they wanted to lord over the juniors and experience the feeling of commanding the rookies.
This cycle seemed to go on and on.
Passed down from generation to generation.
Having experienced the discomfort of being a rookie, Peggy Lewis didn’t want to experience the relief of a long-time daughter-in-law becoming a mother-in-law.
She didn’t interfere with her colleagues, but she would not shove her workload onto the rookies.
That’s the least she could do.
As for other colleagues, who still passed on their workload to the rookies, after all, she was not the leader, and so naturally, she didn’t overstep her boundaries nor say much.
The rookies could only bear the bitterness in silence.
But Peggy Lewis, who was no longer a rookie, did not relax because of this.
Even if she didn’t have to handle the mess dumped by her seniors.
After finishing her work, she would continue studying and learning.
She wouldn’t go as far as working overtime every day.
After all, from a leader’s perspective, working overtime every day doesn’t necessarily mean diligence.
Considering the workload, it meant a lack of efficiency.
Failure to effectively finish the work within working hours.
Instead, dallying and having the suspicion of making use of overtime to earn overtime pay.
But Peggy Lewis, consistently diligent, would prove herself to the leaders and colleagues.
Her dedication wasn’t just limited to her early days on the job.
Even after she had become very familiar with departmental operations, she strived to do better.
Staying late at night meant earning overtime pay.
But coming in early in the morning didn’t.
Yet, Peggy Lewis would arrive at the company early every day, using the morning hours very effectively to kick off her day’s work.
Her current eligibility to compete for the position of department manager was not unearned.
There were other colleagues in the department who had more seniority than her.
Yet no one had ever objected or felt that Peggy Lewis was unqualified to compete.
Thus, her abilities and efforts were evidently acknowledged by all.
Abigail Ackehurst joined the company two years after Peggy Lewis.
She had also been a rookie once and was now no longer one, thanks to the arrival of new employees.
But Abigail Ackehurst always remembered Peggy Lewis’s kindness.
She remembered that when she first joined the company, the seniors pushed their odd jobs onto her.
Only Peggy Lewis did not.
For this, Abigail Ackehurst was extremely grateful.
Although Peggy Lewis never argued for her, Abigail Ackehurst never felt that there was anything wrong with this.
Peggy Lewis was merely an ordinary employee, not a department head.
In terms of seniority, there were still many older employees in front of her.
No matter what, Peggy Lewis didn’t have a say.
Should she help do some of the tasks?
But those tasks weren’t Peggy Lewis’s work.
What if other old employees see this?
What would they think of Peggy Lewis?
Wouldn’t they say that Peggy Lewis is meddling?
We didn’t ask you to do our work.
You did it for us – are you being too servile?
Or were you deliberately trying to embarrass us?
By then, Peggy Lewis would find it difficult to handle.
Abigail Ackehurst really understood this point.
She wasn’t an ungrateful girl.
Therefore, Peggy Lewis also liked her.
Moreover, she learned from colleagues from other departments that when Peggy Lewis first joined, she had also been bullied in a similar way.
At that time, there wasn’t a single senior like Peggy Lewis who could understand her, not bully her, and instead tried to reduce her workload.
Peggy Lewis had also endured all of this.
Abigail Ackehurst was more assured that others must have had a similar rookie phase as hers.
Only, others chose to keep bullying rookies.
As if in this way they could compensate for their past grievances.
But Peggy Lewis chose to straighten out this abnormal “tradition”.
She hoped that all employees, whether new or old, could complete their work by themselves and not perpetuate the tradition of bullying new employees from generation to generation.
Abigail Ackehurst very much supported Peggy Lewis becoming the manager of their department.
In this way, at least the climate of their department is sure to improve under Peggy Lewis.
Then, other departments would be envious of their department.
“Peggy,” Abigail Ackehurst said, “did you know?
I heard that Jacob Zahn is likely to score a big deal.”
Jacob Zahn is Peggy Lewis’s competitor.
