Hot answers tagged

676

he's made a point of cutting OT to nothing, focusing on his personal blog/LinkedIn to show off his knowledge, focusing on generic skills/abilities (at the expense of company-specific skills/technologies) and encouraging other engineers to do the same. So let me sum this up: you told your employee that the time he invests and the skills he brings do not ...


217

What your manager says is nonsense. What he apparently wants is "bums on seats". A nice quote from some top manager at Microsoft: "You can make people stay in the office 80 hours a week. You can't make them work more than 40 hours a week". Working more than 40 hours a week decreases productivity, and not productivity per hour, but productivity per week. ...


204

Do not discipline him. He'll walk, and the company will have lost a very valuable asset. It seems to me the right answer here is for you to sit down with whoever you need to sit down with to get the rules bent in this case and to make it happen. You've got what sounds like a brilliant engineer, and you're trying to force them out of the company. The real ...


154

While I won't answer the original problem directly I wish to tackle something tangent to this. And I feel it is important enough to warrant an answer and not a comment. From a comment (and the post) it is established that GPL'ed code is modified and distributed, without distributing also the modifications: We are selling a product with a "custom linux ...


150

Referencing an answer I put in another question: Does having two jobs simultaneously count for twice the experience? Your company assumes that you count each day as fully worked. You state that your employee put 15 hours a week of overtime. In four years, that's around 18 months of extra time. That could be counted toward his experience if your company ...


145

This situation is spiraling out of control out of anger and frustration. I can't speak to the legal aspect, but it should not have gotten to this stage. You basically gave him nothing in negotiation and then now that he wants to leave, you are acting to trap him in his current position. He is a wounded animal fighting back. The promotion (we'd consider ...


130

While I also think your mails are reasonable, I'd like to provide a different perspective: You are telling them that they failed to reply. While true that might be considered rude, no one likes accusations. Instead of emphasizing that they didn't complete their task, I'd simply ask for an update on the issue. This is less accusatory. Something along the ...


114

I don't see an overeager engineer, I see a disgruntled one. In this answer, I addressed a similar problem, but one that had gotten worse How can I deal with troublesome Professional Engineer? You have taught your formerly eager engineer that effort doesn't matter. He's put in 700K worth of overtime which he has not taken, and you think the problem lies ...


100

Go see a lawyer. My employer has informed me that this was a mistake (they won't communicate it in writing) As a general rule, when companies have the force of law on their side (and even when they don't) they send demands in writing. When they don't, it is usually because they are doing something they don't want someone to see. Who that someone maybe ...


85

Are they allowed to force me to do overtime at no extra pay? This really depends on your local laws, your employment contract, and your status as an employee, none of which can really be determined here. Your best bet, should you really want an answer for this, is to consult a lawyer. What is more concerning is that your employer appears to have no concern ...


80

I know you did not ask anything on behalf of yourself but humanitarian considerations compel me to strongly advise you to avoid hanging around anywhere near the ass end of your company because that is where it is about to be badly bitten. Your company has made some serious blunders. Not only have they irreparably mangled their relations with their ...


66

Check your contract. As a fellow Canadian, usually when I've seen probation contracts, the probation period is set by a specified number of days, not by an evaluation procedure. If that's what your contract looks like, then congratulations, you passed! I have never had a formal meeting in any job to discuss passing probation; I have only had such a ...


65

I am not a lawyer but generally speaking, here in the US any work done while on the clock (i.e. being paid by your employer) is the property of your employer: work-for-hire. Had you taken the pictures while not on the clock you would be considered the owner. If the editing was done off the clock you're probably not under any legal obligation to provide your ...


63

TLDR: Adjust your attitude, use the meetings to your benefit. The meeting basically sounds similar to a daily standup. Those are commonly done in Agile development processes in addition to Jira boards, as personal information can be far more detailed, filtered and allow for better feedback/questions than a board could. So such a meeting can well make sense. ...


58

Update your resume and start putting it out as a defensive move. Then ask your manager for specific areas to improve, and get cracking. Germans have a saying: Early is on time, on time is late, and late is unforgivable. Make that your motto and you won't have any problems with future tardiness. What concerns me is the gap in how you did and how you ...


52

The way to get rid of him is very simple: give him exactly what he asked for. Find an "engineering director" position which is 100% management (preferably, the most unpleasant aspects of management that exist in your organization) and appoint him to it. His much vaunted technical ability will then be of no use to him whatsoever. And keep his nose firmly ...


51

It looks like your company has its reasons to not promote someone before they've spent a certain amount of time in a previous role, to minimize risk. The company is also not willing to bend those rules for this employee, because it prefers to risk losing a well-performing employee rather than risk having a potentially ill-prepared person take a management ...


49

You left a comment saying: I don't know... he can see all my progress on our Kanban board. I have never been told why we're having these meetings. So instead of jumping to conclusions about being targeted, ask. This is a chance for you to show your competence and initiative by getting a better understanding of what your managers are trying to accomplish....


49

Your emails were fine. The responses were unprofessional. The only thing I see is you might want to change 'will' to 'would', but that's a personal preference and has no bearing on your question.


45

A lot of people have already discussed the employee in question at length, and I don't feel that retreading that ground would provide you with much value at this point. Instead, I would like to focus on everyone else; more importantly, this line in your question: ...I'm receiving recommendations to encourage this millennial to quit. Two major things ...


44

Don’t retaliate against Francis. Talk to a lawyer. Your company has been breaking the law with regard to your violations of the GPL, and now one of your employees wants to become a whistleblower. You’re already going to be in enough legal problems from your violations of copyright law; the last thing you want is to get in even more trouble from breaking ...


40

I would set up a meeting with your manager to discuss this. I would be point blank: Boss, I am working and meeting all the demands expected. I complete all the assigned tickets/tasks on time and in completion. I am not clear on what you mean that I should work more than 40 hours. I am meeting expectations and do not believe I need to do more than 40 hours ...


40

You should speak to an employment lawyer about this This is a legal minefield. It touches everything from disability law (PTSD can be considered a disability for which reasonable accommodation is required) to potentially defamation (highly unlikely, but it could depend on how exactly you phrased the request) to gender discrimination if you are a woman. ...


32

I apologize for emailing again, but I have not received a reply to my email beneath. I will appreciate hearing from you. Please let me know if you require more time. Sorry. I have not heard from you to my email beneath. Your reply will be greatly appreciated These both look to me like you are politely instructing the other party to do something. They're ...


31

if you are comfortable with it. Perhaps pull him aside and say something like. Im a little embarrassed to say, my wife and I are on shaky terms currently, and im not sure she will be joining us. Its a bit of a tender subject for me at the moment. However if the invite is still open, I would be delighted to come meet your family. They sound wonderful. ...


31

No it's not OK. And just because others are doing it, possibly many per your link, doesn't make it OK. The machine belongs to your employer and should only be used for their purposes. You are risking viruses, getting hacked and exposure of company information on their equipment and are adding wear and tear for something that has no value to them. If you ...


30

Ask your boss - your impression on him is important for your well being in the company. Ask your colleagues - maybe they have some "plans" they did not share with you yet. Also, they might have the experience of the previous years. Ask the organizers for advice: they might have decided for a dress code. At the end, analyze the info and make a decision ...


29

You just started. Usually there is a probation period where you can be fired easily (even in much more employee friendly countries in the EU, you can leave or be fired without any problems in the first weeks of your job). You asked for a different team leader. Obviously the company isn't going to switch team leaders because of you, so you asked to be ...


24

Should I be worried? Yes. Sorry to make this sound like a bit of a negative response but it seems you walked into a new job without doing some research on the company culture. Some companies are like this and some people don't mind working in places like that, others (such as yourself and myself) absolutely do mind it. In my experience you will not be ...


23

It's interesting that you claim "overeager" because it implies that this person does not currently have the skillset to be successful in their desired role. My answer is based on accepting this implication at face value. Question for you: Do you want this person to become an engineering director? If yes: Excellent, you have a driven and highly motivated ...


Only top voted, non community-wiki answers of a minimum length are eligible