Timeline for Dealing with manager that has high turnover but great reviews from departing engineers
Current License: CC BY-SA 4.0
6 events
| when toggle format | what | by | license | comment | |
|---|---|---|---|---|---|
| Aug 15, 2022 at 15:12 | comment | added | Strader | @tbrookside As i see it, in this case Bradley will leave and take a position in one of the companies his previous employees went. Rest assured, it will not take a long time for him to find a new place | |
| Aug 9, 2022 at 18:29 | comment | added | tbrookside | @CaffGeek OP set specific constraints. Meeting those constraints can only be done in certain ways. You're right that those ways might be "passive aggressive" or "toxic", but all the better solutions are excluded by the constraints. | |
| Aug 9, 2022 at 18:16 | comment | added | CaffGeek | tl;dr; make the company a more toxic place by passively aggressively addressing the situation... this answer is straight from Office Space "We fixed the glitch" | |
| Aug 9, 2022 at 17:05 | comment | added | DotCounter | "So if you take away his training budget, but don't aggressively confront him about it, it is likely he will just add it to his store of grievances but then turn around and continue to lead his team well." This sounds like putting more straw on a camel's back... which is not necessarily a good idea since the company sounds like it'd prefer to keep Bradley (but on a shorter leash). | |
| Aug 9, 2022 at 7:43 | comment | added | Koenigsberg | Bradley doesn't carry his resentment around in silence. Rather they act against the interests of the company. Why wouldn't they retaliate if they are already acting in bad faith? You also assume that certifications do not provide any skill and are only pieces of paper. Having taught junior devs both with and without an educational background in CS in various companies I am going to have to disagree. | |
| Aug 9, 2022 at 0:29 | history | answered | tbrookside | CC BY-SA 4.0 |