Episode #125 of the Stack Overflow podcast is here. We talk Tilde Club and mechanical keyboards. Listen now

Hot answers tagged

351

Go for it. She sacrificed her job for you. Marry her while you're at it so people can't talk smack behind your back anymore. Because at that point, attacking a colleague's spouse is an HR issue.


265

Talk to your manager/boss. Explain to them the ways you've improved your output and how that could be applied to your colleagues (like you've done in the post). From there, your manager will either appreciate your improved methods or they will be indifferent about them (I strongly doubt they will dislike your methods). If they appreciate them, they may ...


242

If it was the CEO's decision to take away the work from home policy then HR is simply doing what they have been directed to do. If there is anyone that needs to be convinced it is the CEO. You can try to approach the CEO and explain the situation with this specific employee and see if they can make an exception. The problem with that, though, is that it ...


179

Amazon should allow for returns. Box them up and send them back. Before you order new, ask your boss for specific requirements, or ask your teammates for suggestions of what they'd like, then clear the purchase with your boss.


161

Sometimes it helps to step back and look outside the box. Most people on stackexchange are white collar workers, and quite a few are white collar workers in the tech industry. The OP is not a white collar worker. The OP is a tradesperson in what is basically a blue-collar job. They are being paid in a way that is similar to what people in the working class ...


144

It's challenging to speculate about why particular decisions are made, even if you're able to observe directly - so, as a potential frame-challenge to your question, it's worth considering that you may not be correctly attributing a given decision to the right factors. But generally, there are lots of reasons why management might make these decisions: ...


130

I dated someone from work at a similar size company who was senior to me (although I was not a direct report and she was the level below C-level). When we made our relationship public (shortly before she left that job) we found that almost everyone who had an opinion was really happy for us. We're married now, and there's no way that the opinion of anyone ...


125

Of course the company can fire her and from the sound of it should fire her. However, the lawyers might need to get involved in how to correctly document the performance problems in order to make the firing stick. The problem in the prior court case is almost certainly that the poor performance was not addressed or correctly documented or that others were ...


117

It sounds like your CEO has made a mandate and HR probably has their hands tied by it. The best way to deal with upper management's mandates is to make sure they fully understand the costs of them, and that they are consciously accepting those consequences. In your position, I would lay out the facts to HR (and the CEO if possible): Since this decision, ...


96

The biggest problem is you don't realize what you did wrong, and people are miffed about your obliviousness. Keyboards and mice are personal. Tournament gamers bring their own keyboards and mice. Tech workers regularly BYO keyboard and mouse because they'll be on it 8h/day. They even make retro "clacky" IBM keyboards. I won't have a keyboard that has \ ...


96

You seem to be thinking of this from a very cold perspective. That's probably a good way to get into the "mind" of a corporation, but since the decision-makers are actual people they may not respond quite that way. For example, your point on morale suggests that morale would be higher with larger and more intense layoffs than with smaller, less aggressive ...


90

As the manager it is your job to keep your employees from getting distracted. If it was me I would not mention of this individuals bad points or the bad code. At the same time don't encourage the bad things he did either. Something along the lines of: Bob was a really great programmer and he will be greatly missed. He has chosen to pursue another ...


80

It may be too late this time, but the expenditure per employee is small in terms of their happiness and productivity, so a do-over is probably of net benefit to the business. Perhaps a reasonable budget can be set and each person allowed to make their own choice - subject to some rules about allowed/disallowed categories or requirements. If you end up ...


79

I have been training people fresh out of school for about 5 years now. This behaviour is normal. I have learned that it's not really one thing that causes it, and there isn't really a lot you can do to help them. This person is trying to learn where they fit in the world. As most of us learned, actually working is quite a bit different than school. For ...


78

Some people still think that working remotely damages productivity and just gives people an excuse to slack off. HR is just the middle man, go straight to the CEO You need to be able to quantify to the CEO that this is not the case, and that his changes are damaging productivity. You need to approach him with cold hard facts and demonstrate a clear before ...


76

Employees should not suffer from bad management, unrealistic deadlines or an understaffed environment. Your team is probably suffering from this. Imagine if you had to build a pyramid and normally you're whipped 100 times a day but because the Pharaoh wants it to be ready very soon you have to spend twice the amount of time being bullied around and get ...


60

You're worried about the price of a second monitor? Really!? This is a no-brainer. $300 for a second monitor is nothing compared to the cost of keeping a employee around. I would simply get a bunch and give them to all software developers and anyone else that you think will actually benefit from the second monitor. Shame on you for not making this ...


57

Why are you purchasing new equipment? If the users don't have a problem with their current equipment, and prefer it over the alternative you have provided, then you seem to be creating a problem that did not exist. People tend to be pretty vocal about keyboards and mice that don't work or fit well because they are constantly annoying; just because they are ...


57

Your colleagues would very likely have no problem at all if it wasn't for the weekly bonus based on output. Whoever instituted it clearly had no idea of the friction it would create in the department or the likelihood that people would try to game it. (Not that I think that's what you're doing, but the risk is there that your colleagues will cut corners to ...


53

I'm surprised no one is addressing the disability. He left yesterday, citing lack of handicap-accessible doors. There's no way for him to reliably get in and out of the bathroom without help at work, park his handicap van or open any doors easily. The problem isn't losing a "perk". The problem is your company has failed to accommodate a disabled ...


53

As long as private matters do not affect job matters, go ahead. The only rule that I know of is: there must be no personal relationship between two people which are hierarchically related (i.e. one is the boss of the other, even if not direct boss). I had several pairs of colleagues which had relationships and some even got married and have children, and ...


45

In addition to the other answers which contain many true things, these "old timers" often have soft contributions that are difficult to measure, but which are important. Some examples depend on the exact role they have worked in: They may have long-standing relationships with customers, which are useful intermittently and hard to replace They may have deep ...


34

You don't have to convince HR. That's not your job. Your job is to report to your manager what your capabilities are given the policy. Explain that you can change timelines, scale down projects, or hire more talent. Your manager can then decide which direction they want to go. This works precisely the same whether your manager is the CEO or not. If they're ...


30

Basically, because not all business decisions are made with a ruthless eye on only the bottom line: some are made with a sense of compassion and humanity. If keeping the obsolete worker on roll would bankrupt the business, of course the old guy would generally be out of luck. But in human terms that desk and that salary may be worth a lot more to him than it ...


27

This is wrong setup and you are not at fault at all. You've come beyond the scope of your job description by improving the workflow and offering the solution to your peers. Don't anybody let you lesser your work and/or change your attitude. Among the other answers I'd recommend you discussing the issue your superiors. tell them what are the consequences ...


26

What is the best way to try to stay optimistic and positive and encourage optimism and positive attitudes in others on my team? Donuts. No seriously, simple things that make people associate work with good things to help counteract the bad things is key. Little things like this can provide just enough of a jumpstart of motivation to help run down the good ...


25

It depends how you're stating it. This is a pretty common policy, actually, especially among big companies, it's usually called their EEO (Equal Employment Opportunity) statement and is usually stated prominently in their Careers section. Here's Dell's, Microsoft's, and Google has a big ol' Diversity section that is probably the biggest extended dance ...


24

One possibility, already well described and plausibly The Way Things Should Be (ie. rigorously following and documenting procedure) certainly will shore up your argument better if/when you opt for another firing. It's possible "telling her like it is" could prompt a turnaround - you'll have to decide for yourself, honestly, how likely that is given her ...


24

Most people have gone back to their old keyboard and mouse and my boss won't approve returning them, he just says "you need to fix this". Issue is fixed. Most people have returned to using their old equipment. Keep the new stuff for new hires or when keyboards or mice break. On a more serious note, your users will likely have made a similar choice in ...


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