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 ...


119

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 ...


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 ...


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 ...


53

Get this straight - A review is not a criticism. It also captures the success stories - more importantly, which actions lead to success for certain person / scenarios. Remember, all feedback are constructive: Negative feedback provides us with the action points to work upon to improve Positive feedback recognizes the efforts that went in and sets examples ...


50

Float the idea of a Performance Improvement Plan by your boss. Ask if you two can decide on a set list of goals and progress improvement areas for the AM. When/if the AM fails to improve those things listed in a set amount of time, then you and your boss agree the AM should be removed from duty. If your boss outright shoots this idea down, perhaps freshen ...


27

I'm sorry, but your boss is a jerk. It is valid to provide feedback on "soft" skills. However, it needs to be actionable like: "You tend to interrupt your peers in meetings. I need you to make sure you wait for people to finish their thought before jumping in." or "Your emails to clients are too technical for them to understand. Can you start just giving ...


27

The best managers help their direct reports to become their best workers If you want to convince your boss that this person needs to be let go, show her that you have done everything you can to try to help solve the problem. Show her that there is nothing that can be done to salvage this person, by trying your best to salvage this person. Identify the ...


19

Your employer has made clear where their priorities lie and gone so far as to set up incentives to make sure their directives are followed. It is admirable that you take pride in your work, but that isn't what your employer is paying you to do. They want more, not better. In the eyes of your employer, you are an under-performer. Your choices, thus, are as ...


17

This is an easy one. You will need a job anyway in 7 months and your employer doesn't mind if you leave earlier. There is no renewing this contract. There is no benefit for you if you delay. Do what you can to get better at your job and at the same time look for another one.


15

The appraisal system in our company is going to change next year. What if is the new rule is called off for some reason? What if the rules and policies change, after you decline the promotion this time, offering more-or-less the same as now? What if any other associated terms and conditions are changed, so somehow you become non-eligible for the promotion ...


13

In most places, performance reviews are confidential between employee and their line manager, so not available....


13

Realistically, you should never turn down a merit promotion. While you are correct, you might be eligible for a bigger raise next year, that likely assumes the promotion and salary budget of the company is going to increase significantly. More than likely, the budget the company has to promote people stays relatively the same, and the new range of raises is ...


11

Let it go. If this 4 jobs and many years ago, no one will care or ask. References have a significant "time constant" to them: the more recent, the more valuable & relevant they are. If there is 4 more recent jobs to chose from, no hiring manager will go to them for input. You can partially control this too: Put "references available on request" on your ...


11

Great reviews are balanced (address both strengths and potential growth areas), specific (address specific behaviors, not general attitudes), and include evidence (anecdotes of the behaviors discussed). Part of your job as a reviewer is to identify opportunities for your manager to improve, even if minor behaviors. Everyone could always do something ...


11

How should I proceed in this situation? Start asking the boss questions again. It is better to have a problem of asking too many questions instead of having the problem of not asking any questions. If you feel that the boss could help by answering a question then you should at least ask the question. Remember that asking questions is never pointless ...


10

Side-answer "60hr weeks for months" and you still work there?! Man, that is the biggest signal that you need to update and then use your CV. That is exploitation. And since you do not get a salary raise, I assume you do not get paid for the 50% extra-work either. This is not a sign of the things to come, it is a proof of the things that already Are!! ...


10

Might not apply, but I think an important aspect is that more "quality" is not inherently better: of course the deliverable will be better in some way if you spend more time on it, but perhaps it will take more time to be deliver, which is not what the client wants. It depends very much on the product, but since your client doesn't seem too concerned about ...


9

Performance reviews should be (as far as possible) based on objective metrics, not subjective feelings of your line manager - and those metrics should be made very clear. The fact it was described as a "popularity contest" is setting off alarm bells, as is the fact you were supposedly marked down because "she heard from the grapevine that I have commitment ...


9

Is giving negative feedback based on anonymous hearsay acceptable for a manager ? For your manager, it was not anonymous. Someone said this to him in some way, so he knows who that person was, but was refraining from disclosing that information to you (which was good, as to avoid to make it personal). Chances are that this person is someone your manager ...


9

We work to live, not the other way around. People have priorities, and they change (over time). If your changed life priorities warrants that you need to have the work arrangement changed, so be it. You are very right, never go into the mode where you want to "threaten" the employer, as I read so far your work experience has been good. You get into a ...


8

There is an underlying life long lesson here that many of us only learn with work experience, a lot of bruises and dealing with older people more seasoned in office politics. As a local saying of my country says "words are taken by the wind". Often lazy, or less motivated people, or colleagues, or people playing political games do not take much head of what ...


8

My Question: How can I convince my district manager to let me fire my assistant manager? She wants improvement and this seems like my only option going forward to improve the store. Don't try to fire the employee, ask to have him re-located instead. First you need to demonstrate to your district manager why this particular employee is not a good fit for ...


8

Would it be better to search for a more structure company? If you personally don't feel comfortable working there, and think you will perform better in a more structured company then go for it. Only you know what kind of company suits you better. How common is it for a company to throw juniors in the middle of a team without any instruction/feedback? ...


8

That depends a lot on why exactly your friend is on a pip. However, offering "a month to look" doesn't sound good. You friend needs to carefully examine the situation and fully understand the reasons why he is on a pip. Even if that's uncomfortable. If he has no idea what's happening and why, than he should go with the "look" option. If he knows exactly ...


8

Seth R's answer is good. But there is a common industry name for this. Gold Plating "In the usual gold plating scenario, a programmer adds features ... because they’re “cool” or fun or seem like they’d be really useful. And sometimes they are — but more often, they’re just wasted effort, at least from the perspective of the person paying the programmer’s ...


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