31–40 of 83 posts
For whatever reason, engineers think that because they can't get things done it's a reflection on themselves or their skills when that's often not the case.
Earlier quoted context omitted.
Screw the site guidelines - drive-by downvoting this comment is highly suspicious, and cowardly.
That may be, but the guidelines have a point. The original comment was interesting. Now it's just a distracting side conversation about downvotes.
My edit to ask about why I was being downvoted is based on curiosity - a key pillar of this site. If people have a divergent opinion strong enough to downvote, then I would like to read it to understand more. Furthermore, my comment was not about comment voting, but about identifying and understanding that opposing position.
I out, since it seems you're just trolling on a tangent instead of commenting on the pertainate topic.
Most bosses are aware of the issues, so an engineer playing a rebel and bringing them up wins nothing. The only way to attract attention is to leave.
I once had a series of exit interviews that went all the way up to the vp of engineering. I think they all knew the issues but didn’t want to admit it. I was also being coached on what to say to the higher levels. I really did not appreciate that.
Feedback on how I am doing as your manager. This isn't a dictatorship, it's a partnership. What can I do to change/help you? Most of my team is quiet on this sort of thing. Perhaps it's cultural? (Is this common for individuals who grew up in eastern Europe?)
I kinda feel like I'm watching a glassblower and getting asked "So what do you think?". I could say if I like the piece or not, but I don't know the first thing about glassblowing to give effective criticism.
Feedback on how I am doing as your manager. This isn't a dictatorship, it's a partnership. What can I do to change/help you? Most of my team is quiet on this sort of thing. Perhaps it's cultural? (Is this common for individuals who grew up in eastern Europe?)
It's definitely something to read up on if you end up managing people from abroad; I can't recommend any books but I believe there's a few.
At least at big corporations it should be about all the corporate double talk and broken policies/promises. Edit: why downvote? This has been my experience. If we dont talk about it, then it will never be fixed.
- That governance by fear is a sure way to kill motivation, creativity and to have passive employees who do not dare to fix things. - That supporting a competitive environment between employees is a sure way to kill motivation and creativity. - That the people going the extra mile to ensure a stable production environment gets acknowledged for their effort. - That throwing people under the bus makes you look really i…
If you have to tell your manager this, they are not going to be the sort of manager who will listen.
If you have a manager who needs to hear these sort of things they usually need to hear it in a very indirect way, such that they won’t lay the blame on you for being the messenger.
Most bosses are aware of the issues, so an engineer playing a rebel and bringing them up wins nothing. The only way to attract attention is to leave.
Step 1: Assume nothing. 2: Voice your opinion directly to your supervisor in a respectful manner, and ask for follow-up. 3: Wait for follow up and track any changes made to processes or whatever. 4: Give a reasonable amount of time. 5: Then leave. If you skip to 5, you're not really trying to fix the problem. You're just jumping ship - that's not a solution, really. Being an adult professional in the workplace requir…
There are no general rules, different people will have different problems. For me: It was promotion and payrise-- as I was too scared I would be "found out" for not being good enough, which meant I didnt get either for many years; until I quit.
A manager should also have a moment of reflection at least once a year - how are you doing, where are you in terms of personal development, what can we do to boost your career, etc.
It's not in a manager nor a company's best interests to have a stagnant employee.