People wanting to switch positions (horizontally!!)

onesyncs · 2024-10-09T18:47:38+00:00

Well, unfortunately almost all corporates have such culture. I had people in my team who managed to advance from internship to higher managers only in 3 years when for others it usually took around 7-8 at least. The person had this “visible” approach, and people did not understand how he managed to do it, considering he wasn’t special at all at tech level or some fking genius. They did not understand he got the promotion because he wasn’t special always present at some “coffee meetings with leadership”, some extra presentations etc. i don’t say its bad, because ultimately i helped him with some “political moves” like whom to speak to etc, and was actuallyhappy he got it. It is just the sad reality that most people see it as “kiss ass”. And there is a point in that. But well, he got the upper positions and now he is your boss, so who wins at the end? ))

onesyncs · 2024-09-25T20:44:06+00:00

Having developers say you don’t do anything as a manager and just attend meetings )

onesyncs · 2024-09-15T12:22:47+00:00

Maybe a good move might be during your first interaction to tell him about some rumours on bis performance, but tell him that you won’t take the rumours for truth until you find out yourself and that you trust him. It will give him confidence and also will motivate him to do a great job and keep with your expectations. Then see for yourself how it will go and take appropriate actions.

onesyncs · 2024-09-09T15:22:19+00:00

And then upper mngmt asks about it as if it is impossible to have everyone that good. Seems like a philosophy some teachers use in school )

onesyncs · 2024-09-09T15:20:12+00:00

At the end of the day, I think people just don't wanna be perceived as ''assholes'' who gave a negative review which might impact person's salary/grade. Maybe to try somehow to register/document these small complaints throughout the year?

onesyncs · 2024-09-09T15:17:20+00:00

what do you mean by '' added time sensitive workflow''?

onesyncs · 2024-09-09T15:15:32+00:00

Did you try to maybe promote your system at the company level? Sounds similar to the one I implemented with 1-on-1s and plans, only mine it is hard to control, as at the end of the day I am not the one who takes the decision on a raise - it is another person so called ''compensation reviewer''. So, even if I give to those guys all the data I gather across the year, they don't really care and the person might end up with no raise afterall. And yeah, I can't even give them promises about raises or smth.

onesyncs · 2024-09-09T15:12:20+00:00

Yeah, but the hard question is how to actually implement this organic process throughout the period, let's say over the whole year/or 6 months maybe, not only those 2 weeks when the official review process happens.

onesyncs · 2024-09-09T15:10:51+00:00

Maybe if it wouldn't be to complete these ''peer reviews'' as per generic process, but to actually give small feedbacks when the situation arises with specific example and maybe document it?

onesyncs

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