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If you didn't complain about the behaviour to your manager, then don't bother. Looks like you gave the company no chance at all to rectify matters. You should never leave due to the behaviour of a cow …

Some of that feedback is going to be quite specific to you as an individual, and others are going to be things like process issues, which presumably as a team you all have a say. … You should implement it as an anonymous survey to ensure that feedback is not biased in any way. …

I suspect a large part of your problems is because you don't seem to have a formalised assessment system. Basically, when it comes to advancement, it comes down to the managers feel on who is the bett …

I believe they meant well, however I don't think you are overreacting. Critisism or suggestions on personal behaviour, especially unsolicited, should be given in private. This is regardless of how con …

(While things are fresh in your mind, write it all down on paper. As many details as you can remember.) Not that it is any excuse at all, but some people just don't know how to act in certain situatio …

Stand-ups are not about giving credit and getting pats on the back. They are for assisting in completing work and (arguably) reporting status. Unless you helping them is somehow important to the discu …

There could be many reasons on why a manager may step into meetings between analysts and clients. Maybe this is an important client, and they only want to deal with a single person, and that person ma …

Your managers role is to help you develop and this feedback is designed to help you develop. As you said, he has helped you develop in the past. … If managers had to justify every single bit of feedback, through traceable evidence, it would be to the detriment to the workplace. …

If you believe that a coworker is operating in cronyistic manner and playing fast and loose with company funds, yes, that is something you should raise with your manager. Saying the software is "crap …