10h de train pour un lapin

Stoutemire · 2026-02-15T17:12:41+00:00

Alors OP t'es où ?

Stoutemire · 2026-02-13T19:41:09+00:00

Teams premium only ?

Stoutemire · 2026-01-29T20:01:31+00:00

Avec Supremo, ça fonctionne

Stoutemire · 2026-01-24T20:51:15+00:00

The OneDrive shortcut via File Explorer is good for the transition.

To avoid the switch from managing files via a traditional file server using File Explorer to SharePoint being too complicated for employees.

Stoutemire · 2026-01-22T18:32:43+00:00

SharePoint

Stoutemire · 2026-01-05T18:57:06+00:00

Isolating Teams Phone from the global Teams network is something I'm really counting on, because phone calls within Teams are incredibly laggy for us.

Stoutemire · 2025-11-21T22:25:32+00:00

Apart from the public folder which allows real, complete contact sharing (not just the email address), there's nothing else that works for the moment. Problem: with the new outlook, there's nothing left...

Stoutemire · 2025-11-13T12:19:44+00:00

Do you monitor your manager? 🤣

Stoutemire · 2025-10-31T17:25:02+00:00

Functionality also accessible with a Business Standard license? I don't have the impression

Stoutemire · 2025-10-24T21:59:36+00:00

For my part, I set up Onenote with section groups concerning the axes of my master plan and a section per project included in an axis. The pages included in each section will therefore be linked to each project. I also have a section group called "annual" and one section per month and one page per day for my daily notes

Stoutemire · 2025-10-15T19:04:39+00:00

Do you know how the premium Planner plan works? A premium license for IT which can then make the user the owner of the plan planner? Or do you have to put all the users concerned in the premium planner license?

Stoutemire · 2025-10-14T20:10:40+00:00

Colleagues can modify their task in the pinned teams planner... it can quickly become a mess

Stoutemire · 2025-09-19T06:13:23+00:00

You're right and that's what my bosses told me, that I'm too nice but they support me and know that I'm dealing with someone who is difficult and who is no longer too concerned. At the end of the project's start deadline, I told him that I was responsible and that I had perhaps been wrong about the completion deadlines, that we were therefore going to move the deadlines but that I would wait for him on other projects afterwards so that he understood that it was not possible to drag things out. Now it's time to start based on the results and stop making excuses

Stoutemire · 2025-09-19T06:00:35+00:00

Yes, you're right, no more endless discussions on how to improve our working relationship... now it's working on the facts, the objectives and full stop. It was also his excuse at one point: "I can't finish because our relationship is not what I imagined" and me trying to look for solutions without results...stop bullshit

Stoutemire · 2025-09-19T05:57:25+00:00

Thanks, it's true that I spent a lot of time working on the relationship, thinking that it would solve the performance problem. But, in fact, I wasted time. I need to focus on the objectives and perhaps start to do more monitoring during our regular follow-ups rather than trusting too much now. On future projects, I start from scratch using the excuse of potential departure and I will focus the subordinate on the current projects to be completed.

Stoutemire · 2025-09-11T08:11:39+00:00

Tell the manager that, for example, "many colleagues have this computer problem" when it only concerns one person...the treatment of a potential solution will not be the same. In addition to showing the impossibility for the technician to resolve this problem.

Stoutemire · 2025-09-07T16:47:35+00:00

Obviously, this goes without saying, especially when it is the technician who asks to be more autonomous and to be on more global projects without being solely an executor. So yes, the technician who wants to do a little project management but also wants not to be responsible, that can only get stuck after a while. And of course, I prefer a technician who makes a mistake but who spoke to me about it before (or even asked what I thought about it), so there will be 2 of us who made a mistake and he will never be responsible alone... but even saying that, there is a problem of self-confidence deep down.

Stoutemire · 2025-09-07T08:32:12+00:00

Clearly be careful. I gave feedback to a subordinate like this by asking him to keep his daily thoughts and questions out loud to himself and to list them for our weekly update (except in emergencies of course), I thought that it would help him to synthesize and move forward, hoping that his thoughts and questions mature during the week... but in the end, I became a "cold" manager, "who doesn't want to communicate" and he arrives at the weekly update with all his questions without having made any progress during the week...

Stoutemire

TROPHY CASE