320

Your supervisor has told you that there is no technician available for this month. You are not lying if you tell your customers exactly that. Why there is no technician available, whether they are all busy or the whole crew was fired or it's not economically viable for the company to send one this month is none of your business (your supervisor did not tell ...


220

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. ...


201

Stick to the facts. How do you know it is their religion that is causing the issue? It could very well be some form of issue with their home life, or maybe they lost "the spark" and are not happy with their career. As long as you don't focus on the religion I don't see how it could be related. Don't comment on when these issues have been happening, just ...


191

Therefore, if my new salary is between A and (A+$950), should I request (A-$0.01)? Assuming you are able to request raises, it would seem to make a lot more sense to request (A+$1300). You can use your argument about the net loss due to higher insurance costs to bolster your request.


184

Do not lead with the good news and then end with the downer. That is not a workplace thing, that is a general communication rule. In addition, focus on the fact that the employee is in a group of peers. They are not singled out. It's the same for all in the company, you are all in this together. So you could say something like As you know, the company has ...


164

Talk to your academic adviser. That is a person in your home department who is responsible for helping students progress. Come prepared with: initial scope of work timeline / schedule / something that says initial scope of work is almost finished email from your manager saying "hey, there is more work, and I know that's a lot, but you can finish it from ...


159

They've admitted that they're lying to you, to every other employee, and to every potential job candidate, and have admitted to you that they intend to continue lying. My advice would be to forego any further conversations regarding this and start looking for a new position somewhere else. I know "Look for another job" is a pat answer, and is ...


134

Clearly, you are not managing these interns the way they need to be managed. It may well be unfair that they need to be managed so differently from typical employees, who want to accomplish, but this is the hand you were dealt. Here is what I would do. First, I would gather them all together for an intern meeting. I would give them the following information,...


130

Stop selling yourself short: the positive feedback is deserved. The expectations for junior developers hired fresh out of university are generally very low, you're a single step above an intern on the totem pole. Most companies hire them as a bit of a gamble, expecting that they'll be dead weight for a year or more, but will with some luck blossom into ...


130

While there may be some workplaces in which the PIP is actually used to improve an employees performance, it's usually management's way to provide documentation to justify an employee's termination in a way that pre-emptively invalidates any claim to wrongful termination. No one has a crystal ball that can tell you what is going to happen or really what to ...


127

Can I do anything to still solve the situation before quitting? Yes, by not trying to do anything. My manager said I wasn't with the company long enough for him to have trust in me and give me a better grade and that I worked too much and he didn't want to praise that. All signs of an incompetent manager. A manager should be able to find whether a new ...


123

This is a very unfortunate situation but since you can't change it anymore, make it a valuable experience. Do I have to report in daily scrum? Yes! If you are scared of telling this to your team, start with your scrum master or product owner. Transparency and honesty is one of the key elements of scrum. You are responsible for the team and the team is ...


120

How can I convince my district manager to let me fire my assistant manager? I think your best bet is to build up a written paper trail of each occurrence, where you sit down with the asst. manager and have them sign it. Be sure its clear what the issue was, and what your expectations are going forward. Make the improvements measurable when possible. Do ...


106

Based on your statements in the question, I'm going to write the answer(s) How to cope with this situation? If you want monetary benefits, shift your priority to produce quantity rather than quality. If you can manage to retain same quality as of now, without burning yourself out, that's added benefit - but focus should be on quantity. Reason: You said ...


105

How can I put my personal grievances aside and provide a fair performance review? Explain to HR your dilemma. Ask them for their recommendations and involvement. Since you clearly have issues that you cannot get past ("all I can think of are the negative things she has done this year. I recognize that this is probably because I am still sore and angry ...


94

No, do NOT seek a lawyer. The last thing you need is expensive litigation that will only result in large legal bills and being blackballed in your industry as being one who sues employers. Yes, you should be concerned. I have NEVER known anyone to survive a PIP. Update your resume, and blast it out. Take careful note of what they say in the PIP and ...


91

If you want to actually take the promotion, discuss the problem with the manager suggesting you for the promotion. I would love to accept right now, but I have calculated that if I accept now, it would actually be a loss to me due to how we are changing to the new system next year. As I am committed to stay in the company long-term, that works out to a ...


89

That entirely depends. If they just sat there and looked at comments without understanding them, then it certainly is a poor indicator and I have never heard of it. If they actually understood the comments and saw a specific recurring problem with your code, that would be a pretty good indicator. So with this "improvement" they want you to do, did ...


87

I think you should not touch religious ground here at all. One, because it is totally irrelevant, two, because you can get yourself into all kinds of legal difficulties. Why is it irrelevant? Because all that is of interest to you is the performance of the employee. Why the performance is not adequate is not your problem, that's your employee's problem. ...


87

I had my performance review yesterday. We have 4 performance grades. I got the second worst one ("Meeting expectations"), with consequences for my yearly bonus and the maximum salary increase I can get this year. I'd like to add that this is a common tactic of a bad company that doesn't care about their employees. The fact that they never told you ...


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 ...


84

No. In general, avoid revealing your disabilities and shortcomings unless they grant you legal protection. In an ideal world, the employer will understand you and handle this in a perfectly professional manner. But in reality, disabilities, especially mental ones come with a plethora of stigmas, exaggerations, misinterpretations and misunderstandings. Your ...


79

Go to your performance review and address it as if you were staying with your company. You never know what can happen in a few months. NEVER under any circumstances should you reveal plans to leave unless you have an offer in hand, and a start date for the new place, nor should you ever allow an intent to work elsewhere affect your performance. Giving an ...


77

3 words: Get. Out. Now. You said you came into the job and it was a total mess. In 8 months you turned it from a disaster zone into a functioning work environment; not a great one, but functioning. That's a HUGE accomplishment. You were given objective praise for that. The problem is, your boss "expected" something that wasn't really ...


75

I'm going to take the alternative approach to the problem and solve it at the source instead of letting it become your problem. Pay your interns at a competitive rate. If you don't like that, skip to the end of my answer for additional methods. I have friends who work unpaid internships; I work a paid internship. Their motivation is almost 0 because they ...


67

"...in the meetings, my manager wants everyone to be 'me'..." This is a vital detail that should be the lede in your question and not buried in a comment to an answer. This is the one thing that distinguishes your question from all the other complaints about unappreciated extra effort at work. It is also the one thing that you can use as leverage. "Our ...


66

they don't know the basic tools we use like Git, agile development, etc. I think this is an unrealistic expectation for unpaid interns half way through college. Git and agile may be popular in the tech industry, but they are not academic topics, the purpose of their time with you is to get a basic introduction to these concepts, so of course they will start ...


66

My position has huge turnover so the company made a 90-day eval to figure out why no one sticks. The problematic piece here is the manager, and they are the reason for the turnover. It doesn't make sense that the evaluations go through them. You tried to do the evaluation with the manager, and they walked out on the meeting. You have attempted to be ...


64

While the other answers are good, I like to take a different approach to performance reviews. This situation used to happen all the time when I was in the military. Performance review time would be up, and boom, supervisor is on remote temporary duty for 6 months or you get assigned a new supervisor because of an organizational restructure (happens all the ...


63

Standard caveat - I'm not a lawyer and therefore can't even begin to advise on any potential legal outcomes (speak to a lawyer or ask on Law.SE if you need any guidance there). It's a very, very tricky situation - anything that carries even the barest whiff of religious discrimination in the UK is a minefield of potential HR and legal issues. The way to ...


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