232

the remaining ones will work hard in fear that if I don't work harder I may be the next Much more likely that the remaining ones will think "better jump, before I get pushed". And, the best of them will find it easiest to find new jobs with other companies. That's the way that it normally plays out when redundancies start. Add the knowledge that the ...


110

You're reading a lot into his behaviour. Sure, those could be signs he's about to quit, but they are more general signs of unhappiness. It could mean trouble in his personal life, dissatisfaction with his job that's not bad enough to quit over, poor mental or physical health, or something else. Unless his performance is falling below acceptable, then as a ...


77

Two issues. Your taxes and quitting. ...it's been more than 5 months of overtime money that has not been paid and there are no benefits whatsoever, sometimes the salary can be late. [...] And I did not sign any contract when I was told that I was a permanent employee, only verbal statements and congratulations. If you are in the United ...


63

That question made me think of what Joel "Joel on Software" Spolsky (who also served in the Israeli army) wrote about "The Command and Control Management Method": "Soldiers should fear their officers more than all the dangers to which they are exposed…. Good will can never induce the common soldier to stand up to such dangers; he will only do so through ...


50

In this case, feel absolutely free Loyalty demands a certain amount of reciprocity, i.e. the employer must treat you reasonably. Being overworked, having lousy project management (getting that far behind is the evidence of that), not getting paid for overtime, sometimes not getting paid until late, and being unable to sleep all each individually qualify as ...


49

But maybe that "positive" effect do exist ? While it's not a universal "no" to that.. it's pretty close and the overall effect is likely to be negative. Let's assume the local jobs market for these people's skills is in reasonable health (i.e. the layoffs aren't as a result of a general tanking in the sector) and imagine you have three devs are intended to ...


39

may I resign in the middle of this project? The answer to this question is always "Yes" There is never a good time to resign, it will always be an inconvenience of one kind or another. However, that inconvenience is not your problem; your problem is that your employment arrangement is no longer convenient for you. The project status is your employer's ...


23

If you are well prepared to lose a person, what would be needed? You are evidently a developer given you Stack Overflow profile. If turnover in China is anything like it is in North America (developers last 1-3 years on average), losing developers is a common occurrence and something most teams should be prepared for. The key questions to answer: Do they ...


20

It would be difficult to make people work harder if they already are working hard. There is a paradox in your question: You are getting rid of less essential workers, and keeping the productive ones. This I can understand. But then, if you say your point is to make people that are essential (according to your own term) working harder than they already are, ...


15

From my experience I can think of several reasons why they might not care. it has no relevance to them. They didn't get any input in to the vision. They don't get any benefit if the mission is a 'success' or not. Maybe the managers get big stock bonuses, and the employees get a free T-shirt. the vision has no impact on their day to day work. Managers might ...


14

How can I deal with him as I don't want to deny his requests as I'm a very soft hearted and polite man? Sorry to say this but if you want this to stop then you will have to deny this person's requests. Next time this person suggests you do something, politely reply "That seems like an interesting idea. However, I have some other things to do, so you will ...


14

Do not proceed. An improperly setup SSH service is a major security risk You are talking about implementing a remote administration interface onto these systems. Chances are, your system administrators have set up device-based authentication on their RDP service (what you are referring to as 'mstsc'), meaning that the client and server devices authenticate ...


14

Many people think that when a company gets a mission statement, that's where it starts going downhill. I haven't worked for companies with mission statements for a few years. My attitude is that I want to work in a good environment, that I put pride into producing quality work; being a software developer, that my end users are happy with what my colleagues ...


13

I have laid people off for a lack of work. I didn't have a choice. I didn't do it because I thought it would make the ones I kept work harder; and I didn't hold back from doing it because I thought it would make the ones I kept work less hard. I did it because I could see that there wouldn't be money for payroll so I had no choice. In some firms, once the ...


11

This depends a lot on the kind of work to be done and the general context. If the boss needs simple physical labor and people who are fired are generally worse off than those keeping the job, then motivation through fear can be an effective strategy. If on the other hand you have brainy intellectual work and people can just look for another job in a ...


11

I'm a fan of saying, "Let's table this discussion for ["another meeting" or "tomorrow's standup" or "our weekly 1-on-1"]." This does two main things: Makes it clear that this is not the appropriate time for the discussion, which should satisfy your desire to discourage insubordination. If they refuse, it is now their ...


10

I would not expect anything from the employer with respect to your personal property. The employer would, however, be concerned with any company property damages or stolen during this incident. I would expect that the company would be engaging with the police to make sure that they have access to the CCTV recordings and access to possible witnesses (like the ...


10

Beware of the logical fallacy of chronological snobbery, in which something is assumed to be better merely because it's newer. "This is Stone Age" is not a valid reason to upgrade, especially if there are existing workflows that are already working. Upgrades can involve a lot of work and risk, and unless there's clear evidence that what you're suggesting ...


10

To my experience, choosing a TL is not "democratic", as it involves evaluations that involve business, dealing with people, communication, attitudes, empathy, organizational skills. Your colleague was not asking for a democratic process. He was asking to be heard. There's a huge difference. Asking for my opinion is in no way democratic, because my opinion ...


9

Yes and no. There is a huge difference depending on culture. Your username gives it away (and you confirmed it in the update that provides extra information), the context is "China". The "positive" effect that is to be expected is described in "Sun Tzu and the Concubines". Now, in Europe, the effect would probably be such that the more qualified ...


8

Discuss this with your manager. Just ask your manager to help out on the training matter. Make it clear that you can perform the additional tasks, but not without training. It is your manager's job to manage your time and help look out for your career. Proceed cautiously and try to stay calm about it. Why is Manager A doing that? Hard to know for sure, ...


8

"I'll think about it." is a good immediate response. It is polite to give thought to his suggestions, but remember they are suggestions, not orders that must be obeyed. If the junior developer has a strong personality, never make a final decision about his suggestions in his presence. Stick to "I'll think about it.". What you actually do must be based on ...


8

What is the best way to tackle this issue for someone on my position? I would recommend performance reviews. That's a good way to give praise and critique to subordinates. I would just make a list of things that bothers you about his performance and straight-up tell the person what you don't like and give suggestions on how you think he should improve. If ...


8

Have a direct conversation with your colleague. You have a better chance of having mis-interpreted the situation than having correctly guessed your colleague's intentions - even if experience suggests otherwise. Instead of guessing the intentions and feelings of your colleague, engage them in a caring and direct conversation: If you're intent on letting ...


8

...often ICs at lower levels cannot connect the dots from their work to the overall mission. Do the managers understand how their direct reports' work ties to the overall mission? If not, that should be fixed first but I'm assuming they do since your concern is with ICs. I think this is something that could be clarified during goal setting discussions. For ...


7

I don't want to deny his requests as I'm a very soft hearted and polite You're going to need to learn how to say "No." I'm not saying you need to become mean or rude, but you are going to need to learn to stand up for yourself.


7

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 ...


7

If the question is, does fear make developers make less mistakes, it seems relevant to think about where mistakes come from. Some mistakes may happen because people have gaps in their knowledge. This is due to the nature of the job, most of the time developers are doing something they haven't done before. (there is a related quote I can't think of the ...


7

To my experience, choosing a TL is not "democratic" That is true, you understand correctly. and I've shown already plenty Maybe yes, maybe no. I assume that the company is "watching" you even after the nomination, to make sure that they made the right choice. There's one dev though that expressed a concern You should be very happy about it. It ...


7

There is really no need for action at this stage. Them not playing ball is not your problem, and you can only complicate things by getting involved. They business will know there such a demotion is likely to cause problems. Pretend they didn't say anything. Go about your business. It's likely they will screw up in some way without your involvement. Their new ...


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