She is not "ghosting" you if she is on sick leave.
The whole point of "sick leave" is that the person is not feeling well and cannot work. She might be resting, she might be out for doctors appointments or physical therapy, she might have taken prescription medicine that makes her drowsy and forgetful, she might lie down in a dark room with piercing ...
What's a work-appropriate way to say "Please stop talking and let me
Once they state the request, repeat it back to them and then say:
Do I understand the requirement/change correctly?
If they say yes:
You say “Great, now let me get this done for you”, then turn from them and start working.
If not continue the dialog with the person making ...
I'm a bit confused here. My understanding was that feature X has property Y. Is there something I'm missing here which means this doesn't work in this case?
Much better to start from the assumption that you are the one that is wrong, rather than the other way round. If you're wrong, you'll learn something; if you were in fact right, you've now ...
Sounds like your boss has a problem.
To my surprise, where I thought I had posted my new phone number (a place where ALL employees could share their new updated contact number) was ACTUALLY where only where the branch supervisors put their phone numbers.
I'd have responded to this with a casual apology. "Sorry boss, I had no idea that was only for branch ...
Most importantly, make it clear that you have a plan for adjusting future workloads so that he hopefully doesn't ever have to do this again.
There's a danger here that you seem to have picked up on. Some workplaces celebrate the "hard worker" willing to "do whatever it takes" so much that it becomes a cultural expectation that people will always "do ...
The idea you don’t understand how an employee being out sick works speaks volumes to your core frustrations.
First you say this:
“Yesterday I tried to contact her through the usual channels and she did not respond - yesterday she told me that she will call me back through SMS, but she did not.”
I think she didn’t contact you because… She’s sick and out ...
It sounds as though the level of intricacy and detail of the documents you are writing are above my current pay grade, but as a former middle school teacher I have a few tips that may help. (I had to get kids to try and read too!)
Try creating an outline or bullet point list that will highlight specific aspects of the document you are wanting them to read. ...
The incident you described is unethical, unprofessional, abusive and borderline harassment. Irrespective of the facts about the efficiency, technical capability, time management etc or that person's "importance" in the organization (or whatever you are assuming by saying "greater asset").- this is about work ethics.
Time to have a talk with HR, without any ...
While "usecase" is a general term, it's normal to take more than one month to learn company specific and industry specific jargon and acronyms.
Equally, after just one month, your coworkers should consider it normal for you to still be getting your feet wet and they should be willing to explain acronyms and other concepts specific to the company and ...
I'm one of those people
I believe you are reading too much into this!
Don't start with team-building exercises, surveys, etc. Leave it be.
If you are getting the results you need from these sessions, that's what matters.
Some people just naturally don't like eye contact in one-on-one conversations. Me included! That includes me being in positions of ...
This sounds like one of those tasks that get you acquainted with the team, get you familiar with the processes, and spurs IT to give you access to the relevant network resources.
They expect you to take a long time doing this, and to be very disruptive to other team members with your questions while you're doing it. So take this as an opportunity to learn.
I only want my manager/scrum master to understand why it still took 2 days when John said he will help me complete in 4 hours?
Pass it to him if asked. He volunteered to take responsibility, so let him.
'Why did it take two days when John said 4 hours?'
'You'll need to ask John that, 4 hours was his estimate, my estimate of 2 days was correct.'
It won't ...
A simple follow-up email would be sufficient:
Hey boss, just wanted to thank you again for the pay rise before Christmas, definitely came as a very welcome surprise! Happy holidays, Sirence.
Even if you are indifferent, he's gone out of his way (ie 2nd time interacting with you) to give you a raise. It doesn't cost anything to thank him, and it'll keep ...
I faced this same problem for many years.
You have to constantly reinforce that you're "Increasing our capacity." Then if pressed, explain that the human component is the most valuable part, and that the company is currently wasting that value by assigning humans to repetitive tasks. Emphasize that if the company can increase capacity, then there will be ...
I think the crux of the situation is:
There is no template even though my boss asked her to provide one.
Next time she stops by, beat her to the punch and insist that you need the template to do your job before she even asks for the next iteration of request. When she derails the conversation with specifics of what she wants wholeheartedly agree that ...
Ahh, the issues when you leave your own country.
I have experienced this situation many times when I first moved to the country I live in now. There are two local languages that are spoken...neither of them English. (I am now a multilingual, but English is my first and native language). I mastered (whatever that means) the main official language of the ...
Note down as much detail as you can recall about the private call, and report it to the manager and HR of the company.
Calling potential candidate privately is extremely unprofessional, not mentioning in your case it's actually pretty rude and rather naive. You should reconsider if you still want to be onboard with the company according to their response to ...
My question is, is this an appropriate way to express my concern and
apologize if I accidentally spread my illness to him?
I think you may be worrying about this a bit too much, and if you provide inaccurate information you could cause more harm than good.
Unless you are 100% certain you caused this persons illness, there really isn't much to say and an ...
He follows all the company policies for sick days, so from the HR
perspective there is no problem.
Then there's no problem that needs resolving.
Should I approach his sick days in the feedback meeting?
No. If the employee is complying with the company sick leave policy then there isn't anything you need or should do.
While I understand that you may ...
It sounds like you're not a good fit for that office. I wouldn't force the issue with your cowokers as it's not their problem. If they want to work in silence with headphones on for nine hours, and that is how they're most productive, then fine.
What you need to balance is if this is acceptable for you. I have worked on teams like you describe, and I find ...
Be firm and polite, but above all else don't explain yourself!
In this situation explanations invite argument and risk hurt feelings. Avoiding them is best. Instead simply state your policy in an emotionally neutral way (and of course make sure you consistently apply this policy):
Thanks, but my policy is to avoid mixing work and politics.
If you feel ...
How can I give my coworker the training in the time I have left?
You don't, this is your boss's job to assign not yours. When you resign from the company, your boss will decide who ( if anyone ) will be trained to fill your role. They will also decide if you will be the one doing the training or not.
Unfortunately, there's no shortcut, it really is a matter of getting familiar with Indian accent, speed, and inflections. These can be very challenging.
That said there are some things that will help.
If your company hasn't invested in good conference-call/phone equipment, they should, this is exactly what that stuff is designed for!
Use a really good ...
First of all, Congratulations!!
That said, I believe your superior made his intentions very clear with the statement
"I will review and determine the best way to move forward but this is not a democracy."
You did your job, without having been asked, twice. Don't sweat it anymore, let them manage. You anyways have the proof that you tried helping.
After that I repeated my estimation of the situation again per email.
This was ignored.
Now the client complained about me that I seem to appear to meetings unprepared and they need to tell me things twice.
Every time they say that, refer them to your email, and tell them that the project needs a drastic replanning.
Then polish your CV and start ...
My opinion is that is a predatory practice and it is unethical. And it's the case that any decent moral or ethical system worth its salt is occasionally going to demand that you take a hit. It's easy for me to be an armchair quarterback and say, "Stand up for what's right and take the consequences." Still, that's what my advice is.
I did this once. I ...
As a person with "hidden" disabilities myself, I would appreciate if, instead of telling her (you would probably unintentionally communicate a botched version of my disability and how it affects me at work), you let me know (in private) that "When I used to work here I overheard you and manager discussing your problems with X, I have now heard that some ...