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  • Kepler
    replied
    Originally posted by BassAle View Post
    changing jobs in a few weeks and now in "I don't give a fuck" mode

    going from a biotech with around 3,000 employees, operations in three states, plus Japan and China to a Boston-based tech startup with ~34 employees
    Very cool. Congratulations!

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  • MichVandal
    replied
    16 more working days left. So excited!

    Leave a comment:


  • dxmnkd316
    replied
    Originally posted by BassAle View Post
    changing jobs in a few weeks and now in "I don't give a fuck" mode

    going from a biotech with around 3,000 employees, operations in three states, plus Japan and China to a Boston-based tech startup with ~34 employees
    whoa. nice. Best of luck.

    Leave a comment:


  • MissThundercat
    replied
    My boss took me off doubles every other weekend.

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  • BassAle
    replied
    changing jobs in a few weeks and now in "I don't give a fuck" mode

    going from a biotech with around 3,000 employees, operations in three states, plus Japan and China to a Boston-based tech startup with ~34 employees

    Leave a comment:


  • Scarlet
    replied
    *smoke pouring out of my ears*

    Coming here to get my vitriol out before I email my manager who did not do what I asked and risk getting reprimanded for tone.

    I am managing an in-office activation starting this Monday at 7:30am as we start welcoming back employees to the office. Three weeks ago I emailed my direct manager and asked her or her manager (head of our team and my former manager) to request that I get a parking spot in our building for those 10 days I will need to be in the office at 7:00am to manage this activation. In that email I said here are the two guys (Facilities and Security) and here are their managers and their managers' managers to direct the request to. Because Facilities Guy and Security Guy are told to say no especially now that the building will be open. What does my manager do? This week - not when I asked - she emails Security Guy only. He emails me to say no. Not her.

    So, now I want to say to her THIS IS WHY I GAVE YOU THEIR MANAGER NAMES. They make exceptions when their bosses tell them to. I am now going to expense parking for those days and we'll have to pay for that. I am not paying $60-$80 week out of my pocket to park. I should park in a closer garage that is $40/day but I won't. The head of our team who is a VP should go to the other VP and say my employee needs to be there to manage this, let her park. I'm mad because I reached out a while ago and told them why I was asking and they didn't pay attention and now we're a couple of days out and it's taking time out of my day to deal with it.

    Leave a comment:


  • wolverineTrumpet
    replied
    Originally posted by MichVandal View Post

    What frustrates me on those kind of notes is that it places management responsibilities on the worker. How in the world is it the basic worker's job to make up their goals every year? That is exactly what management is supposed to do, for crying out loud.

    If it were my choice, I would put in as a goal to sit in a comfy chair and surf USCHO all day long. Pay me to do that.
    shh! I am management (well, plant level in a huge company that has at least 30 mfg plants in the US). I put mine in based on what I already know from our plant manager and my manager, then sent one of mine to my staff and said "copy this, where it says 3 a month for the quality team, put 1 a month for you" and talked to them about other goals they could/should input.

    Leave a comment:


  • FadeToBlack&Gold
    replied
    Originally posted by Kepler View Post

    Sounds like you (1) get bonuses, (2) get recognition, and (3) get advancement while your broodsow Dumpy peers get to clean urine and binge meth and Tucker.

    Where is the lose here? Seems like meritocracy at work.
    We are all eligible for quarterly bonuses based on our percentage of hours billed to clients. After two years of this, I'm not expecting a lot of clients to be onboard with paying our travel expenses. Sales is supposed to be starting to push clients to have us on-site again, but I guarantee that's one of the things that will get cut from the first draft of the SOW when negotiations start. "They've done it remotely for 2 years, why can't they keep doing it remotely?"

    Leave a comment:


  • Swansong
    replied
    One of the more interesting side effects of remote work is who has come to the forefront as employees. I look at my team over the past two years, and the team members that have risen in quality and ... "popularity" are the ones that are quiet, a little shy perhaps, but do outstanding work.

    Leave a comment:


  • Kepler
    replied
    Originally posted by FadeToBlack&Gold View Post
    I fully expect some of our consultants to say they don't want to go anywhere because of their kids, and/or can't cross the border because they refused the COVID vaccine.
    Sounds like you (1) get bonuses, (2) get recognition, and (3) get advancement while your broodsow Dumpy peers get to clean urine and binge meth and Tucker.

    Where is the lose here? Seems like meritocracy at work.

    Leave a comment:


  • FadeToBlack&Gold
    replied
    Originally posted by Scarlet View Post
    I get asked to travel for things because my co-workers have childcare issues. Now, I don't mind because I have no problem (pre-pandemic) to get on a plane to go anywhere, but when I hear that as a reason, it's annoying.
    I'm pretty sure this is going to happen to me and my fellow childless coworkers as we restart client travel over the next year. My manager already asked me if I was OK to travel, including whether or not I would be able to travel to Canada if needed. I fully expect some of our consultants to say they don't want to go anywhere because of their kids, and/or can't cross the border because they refused the COVID vaccine.

    Leave a comment:


  • FadeToBlack&Gold
    replied
    I wouldn't want goals arbitrarily set for me by management without my input. If you're saying it should be a two-way street, then I agree. I think it is important to ask each employee how they want to grow and what they want to be doing in both the near (6-12 mo) and intermediate (1-3 years) future.

    Leave a comment:


  • Kepler
    replied
    Originally posted by dxmnkd316 View Post
    That's how it works everywhere.
    Deadline creep is hilarious for performance reviews. When I was at Raytheon (a.k.a., Wedding Crashers), at the beginning of the year the C suite would ask their directs to have all PDs done by 1 March, a reasonable aim. Those people would ask their directs to have their reports up to them by 15 Feb, so they would have time to aggregate and do planning. And so on.

    When it got to us we were told to have our PDs complete and signed by our managers by 10 Jan.

    Leave a comment:


  • MichVandal
    replied
    Originally posted by dxmnkd316 View Post
    That's how it works everywhere.
    Doesn't mean it's right. Leaders should lead, not tell everyone else to lead.

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  • dxmnkd316
    replied
    That's how it works everywhere.

    Leave a comment:

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