You do this by presenting the thought process that led you to this conclusion - not the conclusion alone.
This gives the team, or the individual, a chance to offer their perspective regarding your concerns. You might find that there are viable solutions to the problems you anticipate, which you did not think about.
Ask prompting questions that highlight ...
1) You cannot delete the whole folder, as it contains some appropriate files.
2) How do you know what's appropriate and what's not? You'd have to go through all of his files. It's not your job and actually worse IMO. Additionally, you can't be sure if you've removed all of it, you could be hiding the issue.
Bring it up to him privately instead
I am an idea guy
I am the person who will come up with dozens of ideas a day for various things. 1-2 I will write a one pager about.
However, I am also conflict averse and am exactly the type of person to be careful about sharing them lest I annoy someone and can easily be convinced to keep it all in my head. So I sympathize with your employee.
People aren’t logging out for the sake of it. Have you considered that it might be causing real problems?
I’m a software developer. You send me a message and make me deal with a 2 minute issue immediately, you cost me 15-20 minutes of focus on my actual work.
Now, I am fairly junior, so few people are bugging me. But the more senior guys have to quiet it/...
You (and your manager) seem to be in urgent need for a proper management process.
What you must do do avoid just the scenario you mentioned:
Have a proper work plan.
Estimate the work before you actually start working on them.
Have a pre-decided acceptance criteria for each and every assignment.
Have scheduled review meetings.
Use a project management tool ...
Consider using the Socratic Method, asking questions to lead them to the same conclusion you hold.
"Novel idea, Vikas. What about authentication?"
"Okay, how do we get the security keys to them?"
"Oh, so we can't do that unless they're already authenticated via the
old method. Drat. Well let's put this idea aside for now. Does anyone
we have to work 6 days a week and ... stay late on top of that
We know from experience that this can end in two ways:
the work schedule returns to "normal values";
the employee leaves.
I know from my workplaces in 19 years. Also, the Internet is full of similar statements.
In a comment you said:
the manager thinks it's all a waste of time. Now we just ...
As much of your statement and comments are indicating, this seems an oversight. I could dream up scenarios where the boss wants to assert his authority and show that he can put whatever he wants out there, but I highly, highly doubt it.
There's also the point that while he'd probably be quite glad if it were removed for him, you are messing with "his stuff"...
How should I address the issue and communicate to the boss that I do not appreciate such labeling?
Since you have a generic question, I'll provide a generic answer: If you do not like something, speak up. No one is going to read your mind.
There's no way you can keep everyone (including you) happy. If you don't want to be called X, just have a private chat ...
This is office politics, stay away from it.
Clearly something is going on and you don't know what it is. It doesn't sound like there is anything to get for you by escalating it - especially as a contractor. Write your concerns to the PM to cover yourself against later blaming, but leave it at that.
I'm assuming that the information actually made ...
Now this has become like a startup environment,
In which you work on solving multidisciplinary problems. It would be good opportunity for you to learn. You find the problem and solve it, or if they assign you the project then first map the depth of it and accept it as a challenge. With this approach the experience you will gain is extraordinary withing ...
I am also considering leaving the company because of this reason
Excellent answers already, I upvoted all three. But I don't use any of these strategies, I let others pop their heads up for the group efforts and will watch in interest if they get their heads chopped off or quite happily take any benefits gratefully. There is another angle.
Unfairness to ...
If the goal here is to get rehired - do nothing. You would be wasting your time. You weren't employed there long enough and weren't dismissed for an "automatically unfair" reason so you cannot challenge the dismissal.
It sucks, I get that - but there's simply no legal basis to challenge this on and you've already been through their internal processes (twice)...
Ask them to create a Proof of Concept (PoC) for their idea. They will gain some experience and if you are correct will see it fail as you predict.
I've seen PoC's built like this, that address existing problems from very start. This has lead to new learning and new fixes for old issues.
They may have answers that you've not yet explored yourself.
You can have a whole discussion about how to talk to management to get nicer assignments. However, your first responsibility is to protect yourself.
Your colleague is going to get into trouble
He gets paid to work and he's not working. And he's sulking instead of speaking up, which is going to create an unpleasant surprise for a supervisor/manager at some ...
You're not going to be always right about what's going to work, and what's going to fail. Even if you have decades more experience
Just as an example: a few years ago, my boss had an idea of how to accelerate a process with automation. He did a bit of research and concluded that - given the technology we were using - it wasn't possible to implement. A few ...
That's a tricky situation to deal with.
I think the easiest way out of this (for now) would be to move Alive out of Bob's team back to yours or a place that's more compatible with her style & values. Maybe there is a swap that can be orchestrated.
In the long term, there needs to be a way to address the mismatch between Bob and you/Alice. You need ...
Why not do this?
Have a quiet word and inform him that you found those images.
Tell him to tidy up and you are having a long lunch break.
End of story.
We all make mistakes. Give him slack. He might give you slack in the future. We all make mistakes.
They are most likely trying to get more people to the office by following a policy of "let's not drive away old timers by taking away their remote time but let's also not allow people who normally work at the office to start going remote"
It's not about fairness, it's about strategic goals. Upper management could be more aggressive and risk senior people ...
Analyse your situation to the best ofyour capability!
Under what conditions would you be willing to stay?
What has to change?
What's your way forward after the temp position?
Would you have to go back? Could you go into another position?
That is, get yourself clear on your constraints.
Then, analyse your manager and your company:
- Does your manager gain ...
Saudi Arabia specific answer
I'm assuming you are a migrant worker since you aren't a manager and it would be very unusual for a Saudi national to be treated this way. Unfortunately this is normal and part of the working culture, workers come from abroad and are often pushed to their limits for as long as they can take it. The pay is very good but there is ...
I did not properly communicate this technology change to other team members, and their expectations were that project should be completed sooner on my part, not later like it turned out to be.
It sounds like there's a legitimate issue here, so it's not clear what there is to disagree with or comment on. Speaking with your manager and assuring him/her that ...
It seems like you allowed your old boss some time to begin to trust you:
My old boss learned to trust me
Hopefully, that process gave you some expectation in terms of how people react to you, in terms of building trust. Maybe you can try some of the same things that helped with your old boss, with your new boss.
That said, it seems perfectly normal that ...
is it common to increase the standard raise?
Yes - it's fair to say that people generally expect an increase when they get a promotion, in addition to any increase that is given annually (typically for "expected" growth and/or cost of living increases).
If so, by how much?
It may be helpful to step back and determine how your employer ...
Contractors are easy to blame within a company
The fact that you are a contractor changes things significantly, especially since you are also the tech lead. I don’t have an explicit answer to your question, but be careful that you aren’t being chosen to take the fall here.
The CTO could just hide the cost overruns until it they hit and then blame you. The ...
Am I acting within my rights?
Partially, I believe you're using company resources (email) to organise a meeting outside of the company to discuss company issues crosses a line. That's not to say you're not free to meet with whom ever you please outside of work for whatever purpose but if you organised it from company email (to or from) then IMHO that's not ...
Agree and move on.
That's not an overly negative performance review (completing tasks thoroughly is a good thing!) and you acknowledge it's at least broadly accurate in regards to this particular project. Accept it and learn from the experience. The more you try to comment on it, the more you're likely to seem like you're shirking responsibility, and that ...
I think we all can agree on one point, a management experience worth "about a week" is not a viable experience in this context. Moreover, you could not handle the responsibilities and you had to let go of them to continue your existing work - all more signs of the fact that you're not yet prepared to handle those responsibilities.
I'd say, refrain from ...
You will get lots of hands-on experience
You might be able to shape the code the way you want
You might get lots of visibility
It might be very stressful in case you can't handle some stuff in a timely manner
Since it is your first job, not having people to learn from is a big con, IMO
I'd make sure that your boss/lead is well aware of your ...
Some people don’t want to use it because they feel like they’re being asked a lot of questions and don’t want to have to deal with it.
Talk to their managers. It's their manager's job to set their priorities. If that means they need more time for answering messages and should spend less time on other things, their manager needs to make that decision and ...