591–600 of 771 posts
Earlier quoted context omitted.
That first post, is that the acceptance speech for a Nobel prize?
I'm also curious about that. I'm just starting out in industry and am confused if most people are expected to do that. Do future recruiters go through your old linkedin posts for stuff like this? Or is it just a general update for their personal circle - basically the corporate version of instagram stories.
Is it really so dysfunctional there that if this happens to you (manager puts you on PIP upon being notified you're doing an internal transfer) there's no one to talk to to make this right? Maybe his manager is a piece of shit, but I can't believe there's no one to report to above him that can see this for what it is and make it right?
Earlier quoted context omitted.
If my health insurance weren't so dependent on employment, I'd agree more.
It is true, a lot of tech companies will give you very good medical coverage without pay period fees but at the end of the day this boils down to money. Your salary is adjusted based on the company paying whatever rates they pay to offer you great insurance. When doing contract work, you might be paying $500 / month out of pocket for medical insurance but your hourly rate is likely higher than your hourly rate as a W…
I've been an Amazon SDE and an Amazon SDM. I enjoyed my time as an SDE, luckily free from these horror stories. After having been an SDM, I understand how these horror stories can form. Generally, Amazon has two minds about performance management. In written documentation, it's all about whether your reports meet the role guidelines. The written documentation is solid. They share how to evaluate people objectively an…
Are managers also put on pip? Especially those who try to dodge their teams from stack ranking? Is stack ranking practiced for managers as well?
Failing to meet URA targets is one sure way to get antagonize superiors.
At this point, I'm not sure why anyone would choose to work at Amazon over other companies. What do they offer over their competitors? Same work and pay at other big tech, but you don't have to worry about potentially crazy hours or getting fired for no reason. Or any of the other great companies outside of big tech. Good pay, good impact, no PIP culture. Recruiters from AMZN are trying to lure me away from Google (a…
you are forgetting Facebook. it is Amazon culture on steroids
The pip quota is a HUGE perverse incentive here. Choosing someone to put on pip is hard because it is in manager's best interest to protect their core team from pip. So if someone is too good for your team, you put them on pip. They are going to leave anyway, so putting them on pip does the least damage to your team. The other pathological result is hiring dummies just to put them on pip, again protecting the core te…
This is a phenomenon common to all low grade/incompetent dev managers: When a dev asks for a team change they view it as a slap in the face because it has happened to them so often in the past and they take it as a personal offence. The fact is they are lousy managers and usually incompetent and nobody wants to work in their team. So they go on the offensive and try to manage the dev out before senior management real…
This might not be the case here. As the OP theorized, they were already on the way out of the team, so why not use them to fill up the PIP quotas? The manager might not be incompetent, but they sure are an asshole
Earlier quoted context omitted.
If you have a hand of cards you want to optimize it makes sense to keep discarding and redrawing your worst cards. At the beginning your worst cards are probably below average, so any new replacement is statistically likely to be better. But even when you reach the point where all your cards are above average it can make sense to keep redrawing a small percentage, since that's the only way to get more aces. Of course…
> If you have a hand of cards you want to optimize it makes sense to keep discarding and redrawing your worst cards. But this makes sense _in a game with a fixed hand size_. But a company's staff should grow over time. So shouldn't one have an ROI-based criteria where you want each team member to help grow generate meaningfully more revenue than they cost to employ. If my "lowest" performing team members still make m…
Is it really so dysfunctional there that if this happens to you (manager puts you on PIP upon being notified you're doing an internal transfer) there's no one to talk to to make this right? Maybe his manager is a piece of shit, but I can't believe there's no one to report to above him that can see this for what it is and make it right?
People don’t get friendlier up the food chain. It’s highly likely the line manager is reacting to pressure coming from above themselves.
I've been an Amazon SDE and an Amazon SDM. I enjoyed my time as an SDE, luckily free from these horror stories. After having been an SDM, I understand how these horror stories can form. Generally, Amazon has two minds about performance management. In written documentation, it's all about whether your reports meet the role guidelines. The written documentation is solid. They share how to evaluate people objectively an…