Hot answers tagged

151

To what extent should I accomodate her requests? To the extent that you accommodate any request that you could extend to all your other team members as well. If it is no problem to offer a solution to all team members equally, just do so. Alternatives have already been named: Bring someone from HR (sounds very formal though) Have the meeting in a space ...


134

I was in this exact situation several years ago - I took it as a challenge. It made me work harder and I learnt so much from the process, and from the people who were supposedly junior to me. Being a staff/principal engineer isn't about knowing more than everyone else about a specific thing, it's about having experience, and the ability to translate the ...


133

I used to work for a very large US based company that used to pride itself in having a very large number of Engineers. It would constantly boast about the large numbers and how technically excellent it was - this was to the outside world. Internally there were regular town hall meetings that were delivered on various levels - Corporate, Business unit, ...


83

I would reasonably accommodate her requests but also explain her some boundaries: The first thing is that her concerns are important for her, so they can't be dismissed. At the same time she decided to join a team from a different culture, so it should be expected that she eventually adjusts to some of the local culture, and her team, rather than the ...


78

Is a public “shoutouts” channel a good or bad idea? It's a bad idea. A terrible one. Same as "employee of the month", for the reasons you yourself have mentioned. I've had personal experience with these in small companies, and most of the time the wrong (or popular) employees get the credit, and the hard working ones go unnoticed. This leads to ...


60

When I'm confronted about this ("so what level are you actually?"), should I... Just tell them your level and move on in the conversation. If you don't make a big deal out of your title, the chances are much lower that anyone else will. I certainly wouldn't "acknowledge myself being overhire" or claim to be awesome at negotiation. It ...


55

It's strange that nobody seems to have explicitly said this, but The objective of a 1:1 is to allow an open conversation between manager and the team member and, to me, a private environment such as a conference room promotes that objective, as well as allowing for employee privacy. If allowing open conversation from employee side is the main and real ...


40

Careful! Don't shoot yourself in the foot by talking about being overhired. It sounds like you're highly competent, just feeling a little overmatched in a new environment, which is to be expected... Your view of the team can go in a negative direction (being intimidated) or a positive direction (feeling respect). I think you should focus on the positive side....


29

If the "veterans" are also friends outside of work, you can't prevent them having a separate whatsapp group. That would be ridiculous. In your question you only state that you suspect them having a whatsapp group. So what? What is your problem with that? Do they discuss work related topics there, does this hinder workplace communication with the ...


27

If the concern is about a muslim woman being alone with a man in a room, it seems like a solution might be to have a video 1:1 from different rooms.


26

Did I do the right thing There is nothing ethically wrong with your actions, but you potentially made an enemy who is higher up the hierarchy than you. Only time will tell if this works against you. should I apologize to the team lead? No, what's done is done, you need to stand by your actions now, and you have nothing to apologise for. An apology ...


25

I'm a Muslim man and I faced couple of situations where each time I have to meet with a women colleague in my office or in a meeting room. In many cases the colleague was not a Muslim (that is to say; the issue like the one you exposed is not a thing for them). As a Muslim I can't allow myself to be with a woman in a space which is closed or is out of sight, ...


24

I've been on the other side of this with people being brought into our team as the Team lead or head architect who the team felt was at our same level or maybe a little lower. I would say the only thing one of them did wrong, was throwing their weight around to prove that they deserve the position. Just be a good teammate and it will work out. If there is ...


24

You could do two things - one, ask the employee what support they want from you earlier in the discussion, but two, set expectations with the employee about how these things work in a professional environment. On the one hand, even though it sounds like you didn't actually take any action yet except for counseling her and pointing out the company policy, she ...


20

It has nothing to do with you personally. Just have someone from HR attend the meeting. Or someone she is ok with (eg. Coworker) on the condition the meeting is still a 1:1 and discussions are only between you two. Put in the open might not be a good if people are nearby, but something like a canteen with a quiet spot might be suitable.


20

tl,dr: Whatever you do can you get you into serious trouble. Let HR handle it. I'm happy to accommodate whatever makes someone else happy UNLESS it requires discrimination against other people and this one seems to cross a line. So Alice can't have a 1:1 with Bob but she can have one with Beatrice ? What happens if Billy or Billie poke a meeting in her ...


20

OP had made significant edits to the question, so this answer may no longer apply. Obviously, this project has a success criteria. I've been thinking what should we track on the performance related variables, and I propose all those in the team meeting. If you have success criteria (which were presumably defined by the end customer/consumer, rather than ...


18

Try to find a middle ground: A conference room with a glass front, leaving the door open. That way, people on the hallway could overhear, but mostly don't. The quiet spot in the canteen mentioned is good. If you both smoke you could stand in the smoker area, a few meters separate from all other smokers. Generally, somewhere where you can have some amount ...


18

You not only feel like a manager, you are a manager now that you are team lead. Don't give your manager problems to solve. You shouldn't convince your manager that you are overloaded, but that there is something within your team that you want to change to improve the team's effectiveness. You need to identify the root of the problems that you are ...


15

Although I haven't worked anywhere that does public-shut-outs via Slack, I have worked at companies which didn't publicly acknowledge success, companies which did acknowledge success in a not particular fair way, and a company which did it in (I think) a fair way. When there was no public acknowledgment of success, I didn't feel particularly engaged with the ...


15

And while a few people are appreciative of my efforts there are a few who're constantly trying to pull me down or belittle the work. You seem to be under the impression that your co-workers owe you validation and praise. They do not. While you may have a personality that craves approval, and struggles with criticism, you need to appreciate that other people ...


14

It sounds like your coworker did not appreciate you getting offended on her behalf. I have several disabilities, and have dealt with similar things with regards to my disabilities. The first thing to consider is the person's feelings in the matter. What many of us who have been put in "protected groups" have started to bristle at, is the ...


14

Keep in mind that it is expected from team members to help their team. So if you spend 30 minutes a day helping your teammate, I don't think this is out of the ordinary. Today you are helping him, tomorrow someone else will help you for 30 minutes. If you spent an hour and a half helping him and you think it's worth mentioning, you can on the Daily say ...


14

do I just have to accept it? You don't have to do anything, it's not your problem if it's even a problem. Highly regulated industries and compliance have very clear rules on what is and isn't allowed. They also have compliance officers whose role it is to be both aware of all the rules and implications and resolve any issues.


14

Our manager has both times shown the results to the team and asked this person to better explain their struggle, if not in the team meeting at least in the face to face routine so that corrective actions can be taken. Please DO NOT do that. This is a serious breach of trust, as you're asking to give up the anonymity, which was guaranteed by the anonymous ...


14

I would like to to reiterate that what you did is completely right. However, whether the outcome of your honesty will be beneficial to you or not is unclear. It is unfortunately out of your control, since it will depend a lot on the reactions of your manager, team lead and the approach they are going to take to solve the situation of the messed up project. ...


13

Did I commit a faux pas here? Obviously she thinks you did. And that's all that matters here. Apologize, and ask for her thoughts on how you should handle such a situation in the future.


11

My employer does something similar. It is called "Partner Points"; it is run by Achievers. Each month, every employee is given 500 points to award to any other employee they wish, publicly. Points accumulate over time and can be redeemed for various goods (think of a credit card rewards program). The employer, of course, pays monthly for the ...


11

Can the team give this candidate a completely different interview focusing on things like "hey, the job hasn't changed, why do you want to come back?, how will you handle it different/better this time?", etc. That's really a question for your internal HR team and their policies around internal transfers - but it seems like a good idea to me. Are ...


11

I think you need to take a step back, and approach the conversation as a collaboration. They said its too detailed because I set success criteria for each feature of this machine, not only the overall speed of it. From this sentence, it sounds to me like the metric that actually matters is the 'overall speed'. It also sounds like you don't think they have ...


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