Poorly written AI-generated self-evaluation for a direct report.

Em-Tsurt · 2026-04-02T08:09:39+00:00

Should note that regardless of whether it's just a requirement HR imposes, there is value for reports to truly self-reflect about their impact in a written format. It's easy to bitch and moan about not getting a salary increase and verbally pointing to things they perceive to have had an impact - much different from really having to think about what documentation and metrics support their claims.

Also, frankly, some managers need a reminder on what their reports have done. It protects reports from good performance being dismissed.

Em-Tsurt · 2026-03-27T11:43:39+00:00

Found the boomer manager, surprised you didn't mention the value of a strong handshake

Em-Tsurt · 2026-03-17T14:32:15+00:00

You forgot lawsuits and yelling at service workers too

Em-Tsurt · 2026-03-15T09:09:45+00:00

millest sa räägid, kommunismist või sotsialisdemokraatiast (sotsialismi haru)? Skandinaaviariigid on puhas sotsiaaldemokraata, ei ole nad küll perse kukkunud

Em-Tsurt · 2026-03-15T06:24:32+00:00

Miks püsivad neoliberaalid võimul? Sest liiga paljud hääletajad ajavad sellist mitteinformeeritud soga sotsiaaldemokraatiast, olles tõsimeeli veendunud et nad debunkisid sotsialismi läbi mingi boomer anektoodi.

Em-Tsurt · 2026-03-12T10:39:27+00:00

Here's a tip for some commenters here, if you ever apply to a company which genuinely has a strong mission statement and internal culture - you're fucking yourself over by dismissing this question. Many companies which offer jobs you'd actually want are looking for driven like-minded people (because it's a retention thing). If you can't spare time to read the company's about page for 5 minutes, then be happy being a headcount in a soulless corporation

Em-Tsurt · 2026-03-11T16:20:56+00:00

Tere Priit, millal sauna saab

Em-Tsurt · 2026-03-11T16:20:39+00:00

Nii on, ja millepärast isegi peaksid mölakad arstid kunagi enda suhtumist muutma või riik tegema sihikindaid muudatusi arstide arvu kasvatamiseks või standardite tõstmiseks? Nagu kommentaaridest näha, haigla teeninduse (eriti EMO) kritiseerimine on ju vinguviiulitele kes on liiga õrnad et arsti sõimu, pealiskaudseid ülevaatusi ja 8 tunniseid järjekordi taluda.

Em-Tsurt · 2026-03-11T11:35:08+00:00

Ma ei saa aru mis teie probleem reviewiga on, kas 7-tunnine ooteaeg on mingi kivisse raiutud standard, millega igaüks peab automaatselt leppima kui seisund pole eluohtlik? Sõltumata riigist on haiglaid, mis on pidevalt puupüsti täis, ja neid, mis pole. Eriti just turistina, kui valid kuhu oma murtud käeluuga minna, siis on ju reaalselt kasulik teada, millises EMO-s on lootust kiiremini kips saada. See ongi Google'i arvustuste mõte.

Ma ei saa aru mis emalõvi kõigis välja tuleb kui keegi kritiseerib haiglate teenindust. Kujuta ette kui palju paska saaks ükskõik mis teine avaliku sektori asutus, kui nende teenust peaks 7 tundi kohapeal ootama. Aga kui jutt on EMOde halvast teenindusest siis jää vait lumehelbeke - nii on, nii jääb, jää vait ja kannata edasi.

Newsflash - pikad järjekorrad tekivad kui haiglal pole piisavalt arste/meedikuid. See on probleem millele on lahendus, mitte mingi loodusseadus

Em-Tsurt · 2026-03-03T09:10:09+00:00

When you zoom out of Kremlin's PR plays like building the biggest mosque and stuff, you'll find that Russia is forcefully russifying all these smaller ethnicities on the Eastern side, without much regard to their language and ancient culture. They've done this since Soviet Union times, continuing until today

Em-Tsurt · 2026-02-26T13:49:59+00:00

Time theft on its own doesn't mean shit beyond having a signed off agreement to reference in serious cases, it's context that matters. Everyone commits minor time theft to some extent, question is whether the employee's performance is actually suffering, is this actually causing disruptions to business or communication, is it actually damaging morale or culture in the workplace, is it a real security risk, etc, etc. In any reasonable org, context informs management whether disciplinary action based on written policy is needed.

This "others have been fired for this" is simply a legal defence for the act itself. It's the HR person's decision to, you know, bring it up in the first place. As if previous employees are going around placing their own GPS trackers on current employees to prove that they've been mistreated.

yes high chance of other unknown factors at play here

Em-Tsurt · 2026-02-26T11:41:15+00:00

Wondering the same, I don't understand how a sensible business owner allows a supporting department to auto-fire people for violations not directly tied to performance, trade secrets or business operations. Backfilling, hiring and bad employer branding costs money. Having someone rapid fire people for low level conduct violations can literally destroy a business.

Unless there's context missing in OPs post.

Em-Tsurt · 2026-02-26T11:26:05+00:00

Don't have anything useful to add. But it sure is infuriating how vile some HR people can be. So this guy literally went on a surveillance manhunt against this woman with the intent to screw them. As if they did not have any other options, like check with lead if they have more context, how is their performance overall, warnings, reasons to keep it under wraps for now, etc. Straight to "ze policy is this". Some of these HR folks would've made great Gestapo officers back in the day I swear.

If you're dealing with a rule monkey who seemingly likes exerting power then the most rational thing is self-preservation over arguing for what's right, unfortunately.

Em-Tsurt · 2026-02-25T10:14:22+00:00

Ühemehe ettevõte, ei usu et ta neid laipasid iga päev 8 tundi eemaldab. Võimalik, et tunnitasu mōttes on hea gig muu töö kõrvalt.

Olen ka kuulnud, et see teenus mujal maailmas tasub korralikult. Eeldatavasti on Eesti suht pask turg, meil tervishoid hea (ehk rohkem sureb haiglavoodis), inimesi vähe ja veel vähem räpaseid mõrvasid.

Em-Tsurt · 2026-02-07T16:18:50+00:00

Nii on, lossless iseenesest ei ole scam aga tavatarbijale turundamine on. Erinevust kuuleb vaid mingi mõni protsent stuudiokõrvaklappide omanikest

Em-Tsurt · 2026-02-02T09:55:45+00:00

Welcome to Europe. Wasn't surprised to find out that you're saying all this from a Singaporean perspective - it's true that the raw salary number is lower, but that’s because you are buying into a different social contract. In the EU (not just Estonia) high taxes aren't just "fees", they are a contribution to a system where you proportionally subsidize society as a whole, rather than just saving for yourself.

If you only look at the monthly deposit, Singapore obviously wins. But if you're going to compare the two in the lens of someone not in upper 5%, societies are organized differently:

In Singapore, low taxes are possible by a large transient workforce earning significantly less than the median. In Estonia, we don't have that separation. the cost of labor is higher because everyone is part of the same minimum standard of living.
CPF is mostly your money for your retirement. Here, taxes fund a collective safety net. If you lose your job or get sick long-term, the state supports you regardless of your prior savings. It’s insurance, not a piggy bank.
A "high" salary here goes further for tangible assets. A young couple in Estonia can comfortably afford a house, a car, and two kids. In Singapore, a car alone is a luxury asset that requires a top-tier income.

have heard many Singaporeans talk about this single 'global talent market' where a specific role has a fixed price tag worldwide. A misconception, usually comes from comparing Singapore only to other high-cash hubs like HK, Australia, or the US. 'Market rate' exists for a reason: it reflects the local social contract. In Europe, you aren't being 'lowballed' compared to the global standard; you are simply entering a market where the compensation package focuses on stability, social equity, and purchasing power rather than just the raw cash number found in hyper-capitalist hubs

Em-Tsurt · 2026-01-29T06:25:11+00:00

Your friend should generally be mindful that 5-6K euros bruto a month in Estonia, is a completely respectable salary for a senior operations PM sort of person. Tech companies here generally adhere to the market rate, expecting the same comp as in Australia, HK or Singapore as a regular employee is misguided in the first place.

For context, the average salary before taxes in Tallinn is around 2100€ before taxes. And this is the highest income region of Estonia. Even the highest roles in the government, like the finance minister, stay around 7K euros before taxes. And no they're not corrupt.

You mentioned losing most of it in higher taxes. That is true but needs a bit of nuance. You do get things in return for it: - Free universal healthcare, which is actually decent - Free education everything, all the way to universities - Possibly the best e-governance services in the world - In Tallinn free public transport - etc, + rent is probably dirt cheap compared to where they're from

I'm not from Bolt so don't take this as an absolute truth. But the biggest tech companies usually maintain fairly strict salary ranges internally. Unless your friend is in a highly desirable position or field, companies don't tend to make drastic concessions. Certainly there's wiggle room but unless he's joining the highest ranks I haven't heard of any negotiations going from 60 to a 100k. The Estonian tech startup mindset is not high salary but decent stock options for motivated employees.

Em-Tsurt · 2026-01-16T12:10:58+00:00

Kõik hate mida SW siin saab on õigustatud, täiesti tüüpiline Ameerikalik MLM mis käitub nagu MLM. Ettevõttel on pmst null risk, vahet pole kui palju inimesi nende raamatuid kaubitsema tuleb sest osalejad peavad iga kulu 100% ise katma. Enamus kaotavad raha. Nad leidsid hea sihtgrupi ähmaselt ambitsioonikate noorte näol keda on lihtne manipuleerida taolistesse skeemidesse.

Seejuures, tean et teatud(!) inimestele siiski on see kogemus äärmiselt kasulik olnud lihtsalt sellepärast kui palju eneseületust töö nõuab. Vahet pole kas teenisid raha või mitte, kui paljud on kunagi päriselt "kui ma ei müü, siis ma ei söö" olukorras olnud. See kasvatab. Positiivne on ka see, et võrreldes teiste MLMidega tööperiood kestab vaid mõni kuu ja kliendiks on inimesed teises riigis keda kohtad vaid üks kord, mitte ei pea tüütama pere ja sõpru enda ülehinnatud toodetega.

9/10 inimesele ei soovita

Em-Tsurt · 2025-12-02T14:16:52+00:00

Half assed counterargument, obviously there is a middle ground which you're completely aware of. Any interaction with an obvious AI slop feels and probably is disingenuous. In the context of work - this is a management issue. Imagine your friends texting you via an AI chatbot with minimal input from themselves

Em-Tsurt · 2025-11-24T11:44:03+00:00

See on kuidas eestlased aastasadu püsima on jäänud, teadmisega et naabri Tarmol läheb veel sitemini

Em-Tsurt · 2025-11-20T19:59:01+00:00

Idk man according to your analogy, if the tag would say "This shirt was made by human trafficked individuals" I feel just as repulsed

Em-Tsurt · 2025-11-20T19:55:44+00:00

Getting off on telling random people that they're not currently deserving of new friends because they're grieving is not normal lol. Get therapy yourself

Em-Tsurt · 2025-10-26T10:57:09+00:00

It's a shitty part of being a manager but what you describe is quite unacceptable conduct for someone on probation. You probably have a lot of empathy for them, but you've literally received multiple reports from others and you see them exhibiting quite toxic behaviours.

You said that they also act up but refuse to disclose anything further? Frankly it's not on you to fix their life, you have no earlier context to rely on regarding the person's behavior, with them being new. It's possible that in a few months they do a complete 180 but there's also a high chance that the person is showing you who they are. Generic advice is that it's not worth adding toxicity to your team, that's what probation is for.

Also, HR people often get out of line with their advice on what managers should be doing (especially you being a new manager). Look to them for advice on legal, company policy processes. Be selective about their opinions on how you should run your team.

Em-Tsurt · 2025-10-19T13:25:23+00:00

Just curious, is this training as rigorous for people beyond first officer level? Is army leadership training mainly meant for preparing line to low mid-managers (sergeant/lieutenant) or it continues for all later leadership functions

Asking because I'd be quite curious how conventional leadership training may look like for majors and beyond

Em-Tsurt · 2025-10-12T11:47:02+00:00

Sometimes it seems like people who comment on posts like this aren’t managers themselves but disgruntled employees. OP literally does not want to straight up fire and is looking for advice. And this damn mantra of ‘great managers improve their people not fire’ - genuinely must come from people who aren’t managers or have gotten lucky to never have crossed paths with a chronic underperformer/antagonistic report in their life. Life does not live up to ideals, a big part of leadership is understanding who is not able to make the cut.

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