221–230 of 397 posts
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but dude, what about that extremely common corner case, like if you gave your 2001 yahoo email to a very large number of people and institutions ? what do you do then dude ? no, seriously, how do you migrate and email (because I'm about to try it)?
Forward to gmail.
Now you own your email address, just in case Google disappoint you in the future.
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I don't think people are upset that 80% are female, I think it's that 80% changed to female. That stat is too high to be coincidental
Again, maybe because Marissa chose a metric that changed the status quo. And fairly applied it. No need to think its a coincidence. It could be exactly the right people got put in position because they were fairly measured and promoted. It's not a coincidence AT ALL that it happened when a new boss got in town. That could be when the biases got removed . But this forum will not give up on the idea that women in manag…
Just reading this brought back memories of working at LinkedIn, and why I'll never again work for a company who has institutional performance review processes. That pretty much excludes all big tech companies and I'm perfectly fine with that. The cookie-cutter performance review process is impersonal and has absolutely nothing to do with helping people do their best work. In my case, I had a manager who simply didn't…
That's not really about the review process, but about making one of the biggest mistakes you can make: After you know your manager doesn't like you, you didn't do everything in your power to either switch teams or change companies. Nothing good will come out of working for a manager that doesn't like you. You'll get worse reviews than you deserve and worse raises. You'll get less exposure to other parts of the compan…
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> To your last paragraph, CS majors are a very poor proxy for competent management, and using previous make up is only useful if you assume that was not exhibiting the same bias you are trying to correct. And what bias is that? That 20% of woman in Yahoo, actually reflects very well the percentage of woman with expertise in the area, because that's also the percentage of woman that actually took the effort to learn a…
They are two different comments to go with your two different statement, I was perhaps unclear. 1) Most people in a college IT program are not going to end up in management (or at least, not with much responsibility), so using that class as a whole is a poor proxy. Assuming the ratio persists in a subset is too strong to leave without support. 2) Using the previous ratios of something as a baseline is only meaningful…
Mayer is a CS graduate that became widely successful in a management position. I would think she values technical management.
Just reading this brought back memories of working at LinkedIn, and why I'll never again work for a company who has institutional performance review processes. That pretty much excludes all big tech companies and I'm perfectly fine with that. The cookie-cutter performance review process is impersonal and has absolutely nothing to do with helping people do their best work. In my case, I had a manager who simply didn't…
New team thought it was absolutely ridiculous I was on it, as did many members of the original team. I finished the pip just fine. I work at Large Transportation Company. Same shit over here.
Once I was working with a manager that loved the fact I'm gay, I do great work, stress levels are down (or at least, the stress incurred is the 'fun' kind of stress), etc.
I do agree the review process is ridiculous - I've never been in a company where they had them prior to this. We were told to choose 2-5 coworkers that were really involved in our day to days within the review period (6 months), and after doing so my manager went in and added the rest of the team (including coworkers I barely saw that I had one or two interactions with over the course of months), including other coworkers that had made very brash comments about my boyfriend/age or about gays in general.
Manager used that shitty feedback from three out of the nine total employees that reviewed me (that otherwise gave pretty glowing reviews) to initiate the pip.
There was a whole bunch of other BS with the situation - e.g. a manager and another coworker joking about satanic rituals against us in our team HipChat room - that I really don't feel like going into detail about that just added insult to injury.
What's worse, there has been no investigation into the matter much past asking the offending manager to "talk about things". Oh well.
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From what I've seen the performance review process in large companies allows you to mask a personal vendetta as a performance issue (and you'll get away with it). Your manager can say "based on feedback everyone says you suck" and you can't really do a whole lot to look into it. You don't know where the feedback is coming from, or if it's even valid. At a smaller company a manager seems more responsible to look at pe…
I don't know how common it is, but some companies have a process whereby your peers supply the feedback, and a management team reviews it. Surely this must address the issue of a manager who doesn't like you, right?
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FTFY, guy and dude are pretty much asexual references for a person you don't know who you had a personal interaction with, at least in California. "Who did you have lunch with? Oh, some dude." Try not to language police here. You're not bringing anything to the discussion.
That's not true in my experience, and I doubt it's true in yours. While "guys" is sometimes employed to refer to a mixed gender group of people, it would be very weird for "guy" or "dude" to be used to refer to a woman. Argue in good faith, please. And try not to police PC here. You're not bringing anything to the discussion.
Last week I got up from the table to throw the rest of my burrito away and offered to take my wife's as well by saying "Dude, are you going to finish that guy?" I understand it isn't "correct", and the English are within their rights weep for their language if they like, but it is not weird at all in coastal California.
There’s a reason why people make tons of money playing the stock market against companies that artificially force gender, or racial equality. Practices like these are going to ruin your business the same way being sexist, or racist will. Either you hire the best person for the job, or you’ll be beaten by companies that do.
But businesses have been making bad business decisions to justify nepotism, racism, sexism, any other kind of ism you can imagine since the history of business and I haven't ever heard of competition actually punishing any of them for it. Markets just aren't that efficient. The job that two different people for the same job might do just isn't big enough (or, really, isn't predictable enough) to matter. For every position (yes, even CEO) there are hundreds of thousands of people who would do a roughly indistinguishable (at the time of hiring) job.
It's just that culture and regulation change, so the people running businesses and the laws they have to follow change, so business practices improve.
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I don't think people are upset that 80% are female, I think it's that 80% changed to female. That stat is too high to be coincidental
Again, maybe because Marissa chose a metric that changed the status quo. And fairly applied it. No need to think its a coincidence. It could be exactly the right people got put in position because they were fairly measured and promoted. It's not a coincidence AT ALL that it happened when a new boss got in town. That could be when the biases got removed . But this forum will not give up on the idea that women in manag…
I've yet to see someone saying that in this thread
Just reading this brought back memories of working at LinkedIn, and why I'll never again work for a company who has institutional performance review processes. That pretty much excludes all big tech companies and I'm perfectly fine with that. The cookie-cutter performance review process is impersonal and has absolutely nothing to do with helping people do their best work. In my case, I had a manager who simply didn't…
If your manager does not like you, he does not need a formal review process to screw you over. In fact, without a formal review process, it would be even easier to screw you over, because there won't be any paper trail at all.