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If its gone to HR its already gone pear-shaped. Lay down the facts as you see them, let them know exactly what happened, tell the truth. If they take it out on
by badloginagain 8y ago
If its gone to HR its already gone pear-shaped. Lay down the facts as you see them, let them know exactly what happened, tell the truth.
If they take it out on you, you know its time to go, but maybe this guy has been pissing other people off and you have no idea about it. Maybe its HR doing due diligence to fire.
Don't make accusations or shit on anyone, you don't know the whole story. Play to your strengths, which is knowing the tech and what it takes to get it to where it needs to be. Make sure you point out your attempts to communicate this fact. Provide any evidence of this- emails, etc. where you're communicating the state of the project and your projections for it. Let them know you've been frustrated with the miscommunication, but make sure that the miscommunication has started with you.
Again, don't shit on anyone. Stick the facts, so that if it blows up in your face it says more about them than it did about you. Its also the kind of resolution I'd I want to see on the interviewer side of "How did you resolve a difficult situation".
- borkt 8y agoThanks, it is progressing as expected. The only shitting on that was done involved providing repeated examples of attempts to get clarity or schedule meetings that were repeatedly ignored or cancelled at the last minute (which the supervisor for some reason told HR I was the one cancelling). Didn't call into question their competence, just provided support for my side from others, and examples of where the review was completely falsified. Spoke with CLO prior to all of this who is a mentor of mine and is incredibly upset with the treatment I received and says company will provide severance and recommendations if they can't find a suitable location in another department internally.