Any idea what the folks are thinking, the reasons to implement this structure. Whats the reason they gave you.

My engg manager is US based. They are saying it is legally required to have a manager in India for the company to become compliant for a permanent establishment. Strangely enough, the engineering managers can still report up to those in the US.

Principal

That doesn’t seem right. Yes they are legally required to have a head for their company in India, but a manager specifically for you isn’t necessary?

Business Development Manager

Growth Manager

Have you had a situation where your reporting manager isn't the same as your engineering manager? As in, the former takes care of HR functions and the latter is for engineering tasks?   I find it r...

Welcome to Office Gossip's Private Community

Have you had a situation where your reporting manager isn't the same as your engineering manager? As in, the former takes care of HR functions and the latter is for engineering tasks? 

I find it ridiculous that my employer is going to implement it and that my appraisal will be decided by someone who has no connection to the work I do.

Reporting structure

Reporting structure- Grapevine

Welcome to Software Engineers's Private Community

My manager, while not technically inclined, oversees an engineering team, making it challenging to update him on intricate scenarios beyond his expertise. He tends to consult his former team, unrelated to our current one, for guidance when he doesn't grasp the situation. Additionally, he organizes meetings with external parties for minor issues, leaving little time for our team to devise solutions. He often proposes numerous ideas that exceed our current bandwidth. His commitments to higher-ups and clients sometimes involve unusual deliverables. While I don't view him negatively, there's a misalignment within our team. How can I navigate this situation?"

Dealing with non tech Manager.

Data engineer

People in my organization recently went through performance appraisal and like every time, the manager does not reveal employees’ rating. This is most likely a scam as the employees are rated and the ratings are recorded in the system but not revealed. Is it how we have in other organizations? Add your comments.

Ratings not revealed during appraisal. A scam?

Software Architect

Welcome to Product Managers's Private Community

I’ve been insufferable at work since 2-3 months now. Total time at my company- 6mo 21 days. Profile - Product Management 
My engineering team seems to be taking no ownership and always have their brahmastra ready that it didn’t come from product’s side. QA again is so great that I have to sit and thoroughly test each release end to end. 
My manager- he’s quite interested in taking my career fwd as a project manager. (I am not) He’s a total asshole and is quite concerned with start dates and end dates of tasks ( mind you, I am not the one actually writing the code but somehow the dates are my responsibility). He totally micromanages and somehow keeps blaming me for each small thing.
Examples:
- My engg team isn’t taking ownership: “you aren’t keeping them motivated enough”
- This isn’t a last minute change : “Do you attend standups? You aren’t communicating well”
- The QA tested and approved it, hence we released it. : “But did you test it? “
- Here are the release notes. : “This looks too jazzy, did you copy from GPT”
- Here are the release notes. : “This looks too basic, did you not copy from GPT”

I could go on forever. 

Gust: I am quite unhappy and is causing me unnecessary stress everyday. Also I don’t feel there’s a solution possible

Should I rage quit?

Product Manager

Welcome to Indian Startups's Private Community

If absolutely all software engineers obsess over business metrics rather than technology it would be net-net great outcome for the ecosystem as well for the individual economically, socially.

I find it childish when a CTO/Architect/Principal engineer obsess over code & infra architecture, low level/high level design, scalability.

Outcome:
---
I want engineers at all seniority levels and all disciplines must only care about biz metrics. Product management should cease to exist. 

Everything tech will fall into place. 

If you were the product manager of the "bangalore", how would you approach this?

One approach i thought -
---
To get into Bangalore tech ecosystem you must need a certification from a institution (For ex: Tech School), absolutely mandatory from this school irrespective of your college background. 

This tech school will allow everyone to enter, online lectures, teach customer empathy, research, industry standard tech, product management, design. Aim is to set correct mindset for growth and first principle thinking. 

This will make college background irrelevant.

What can we do to make software engineers obsess over business metrics rather than tech

Founder

Welcome to Business Roles's Private Community

Knew this as concept but didn't know the term. Learnt it last week on one of my posts here

Have you faced this in any of your previous companies?

TIL: Dry Promotions. Your story of being promoted without any pay raise?

Consultant

AMA about what actually goes behind those rangolis in the HR dept and work that better compensated people in HR do.

HRBP AMA

Human Resources

Had my appraisal meeting with the manager today and the feedback I received don't put me in a good light. The manager wants me to be more proactive and ask for more work. In the last 2 years more than half of my team has quit for whatever reasons and even with the increased workload that I completed on time, I have received a rating of "partially achieved". What's even weirder is that the rating was given before the appraisal meeting even started. The manager had made up their mind. 

I see the market and feel grateful for a relatively safe job and a relatively fine package but this event makes me feel under-appreciated at work. My team lead still treat me like a fresher even though I have 2+ yoe and assigns high priority tickets to other team members. Given the fewer complex tasks in my bucket, the manager feels I'm not up to the task which is far from truth. 

I want to make a switch and move on to better opportunities before long but I am worried whether this merit report will sour my chances when the HR asks for them during interviews / onboarding.

Have you had similar experiences? What did you do? 

Also, am I wrong in being worried about the appraisal report affecting my chances at new companies?


TL;DR: Does a rating of "partially achieved" impact chances when applying to new jobs?

Unsatisfactory appraisal

Software Engineer

With appraisal conversations round the corner, wanted to know the most absurb feedback you’ve received from your manager?

Appraisal/feedback nonsense

Head Of Marketing

Hey, 

I am a SWE with 2 yrs exp. recently I found out that juniors in my team are being paid atleast 10% more than me. This thing has been bugging me so much that I setup a meeting with my manager but here’s the thing- I have no idea how to talk about this to my manager. I obviously think it’s unfair given how much more work I am doing. 
Can experienced people here please guide me on how to approach this meeting?

Thanks!

Junior coworker getting paid more than me.

Just break the ice. Start by, “ Hi…. Sorry for the unplanned meeting but I want to talk about my compensation.”

UX/UI Designer

The job market has not been good for the last 12-15 months, but organisations around are offering good severance to their employees and aiding them for their next steps. But UC conducts "performance reviews" twice a year, which is basically a platform for managers to wage a personal vendetta against the "low performers"(read: people who don't suck up to them). And hence, they strategically 'ask people to leave', in return of making sure that terms like 'fired', 'laid off' would not be associated with them. So, people put in their papers, and serve the one month notice without working, and get that salary as their 'severance'. 

Leadership team goes on to boast the fact that there hasn't been any layoffs in the company. Well, fair, because one needs to own the fact that they've laid people off, and funnily enough one of the UC values is 'ownership', and managers do OWN the indifference to the sudden absence of a certain team member from meetings. 

Apparently, people perform fine till the time these half yearly reviews are conducted, because there isn't any concern about their performances in the regular one-on-ones with the managers, but cometh the review, cometh the concerns with performance. Managers nit pick over employees not responding within 15 minutes to their messages. Also, there isn't a 360° view of performance, so your peers, who work much closer to you don't have a say in your performance.

UC brags a 'meritocratic' culture, and rightly so, where ones merit is their ability to show their work as 10x of what it actually is, appearing to be busy with a completely packed calendar, and always saying yes to whatever manager says, even if it means bending over backwards for them. 

<Continued in comments>

Urban Company - A spineless org with hypocrite leadership & incompetent middle management

Software Developer

Guys, one of my friend is going through interviews for a late stage ecom startup. and surprisingly the hiring manager who took the one of the rounds comes to him on a call post the last round. 

bit weird from my pov since he told HR was involved at every step for scheduling interviews but now for the negotiation part directly HM has called.

Any thoughts on this? acc to me this tells a lot about the culture of the company as HRs are given less importance, HM holds more power which they can abuse to their terms. what you all viners think about this?

Manager discussing the negotiations instead of HR

Program Manager

I'm in an Indian crypto startup about 1y5m into existence and our product is in early beta right now. I've been a part since about 1y3m. I was the first hire.

The reason I'm considering a switch is because i was told we're a remote first company at the time of interviewing and after my joining they switched to in-office and all hires after me were required to relocate. They haven't made it a requirement for me yet.
I can't relocate, but now everyone except me is in-office and there's always a disconnect between me and the team. 

Decisions and discussions are done without me and I'm just told what they concluded. Sometimes even deadlines are set without informing me about the task even and i have to work/manage according to them.

I'm also technically the senior-most person after the CTO/manager (all others are either freshers or 1YOE). This has sort of restricted my growth as there's no one to review my prs or someone i can have a deep dive technical conversation with.

By how much I understand the manager and team are happy with me and my work. Also, I'm possibly the highest paid dev even as compared to the ones with the similar YOE.

I'm a frontend/fullstack engineer and the quality of work seems fine but i feel i could be doing and learning more in my field.

The culture and WLB has changed slowly for the worse as compared to when i was hired. 
Stuff like the leave policy and the whole in-office thing are the negatives.
But the manager doesn't ping me much regarding my work so that's a plus.

Switching doesn't feel ethical as the majority of the code is written by me and we're an early stage startup.
Not to mention with layoffs happening all around and a possible recession around the corner, it's not the best choice to switch i guess.

Any suggestions would be helpful!

If your company is hiring please let me know that as well.

TC - ₹18lakhs pa
YOE - 1y4m + 1y6m if you count startup contract work as exp

Should I switch?

Welcome to News Discussion's Private Community

They are now just making up criteria to screw with your appraisals

Business Analyst

We've seen stories and videos of employees receiving appraisals from their managers. (Of course, more of hatred)

Now, as a manager, how did you prepare yourself to share such feedbacks, both positive and negative. Did your team respect you less or more after appraisals?

There'd be employees who deserve more but due to higher management restrictions, they're unable to get the deserving number. How do you prepare in such situations?

How were positive appraisals delivered?

Share your experiences from your professional journey.

As a manager, how do you share appraisal feedback?

Thought I will make this revelation. Smart Managers deliberately continue to keep ordinary people in their team and these people are given a decent hike too so that they can stay in the company until there is a layoff scenario. This generally happens with product based companies that undergo periodic layoffs regardless of economic slowdown.

So if you are an ordinary employee & continue to get encouraging feedback from your manager plus a decent hike every year, beware! This might be a smart-trap laid by your manager.

Managers deliberately keep non performing employees to use them in a layoff scenario.

There are lot of startups and companies who say we dont have hierarchy or we follow open door policy, but internally you see things are way different as projected. What are your views on those things?

Views on companies who say “no hierarchy”

When will the undeclared Hire Freeze gonna end? Most companies have been saying they will fix an interview, and ask me dates as well. But the expected meeting email will never come. It's not about rejections, companies filter soley via expected salary in the first step.

In addition to this, companies arent preferring candidates who are ok to relocate as well.

FYI: Ive been looking for APM role for past 2 months. Fine with generalists roles as well. Appreciate with any leads.

Thanks

To HR's,

Analyst

I have lost all hopes from appraisals. I think if you wanna gain hike in your package, just make a switch. What are your thoughts?

Reporting structure

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