6 ms·

I used to be this stupid too but then I learned that it's better to just play their game, win and then move on, no point in fighting it, just think of it as ano

I used to be this stupid too but then I learned that it's better to just play their game, win and then move on, no point in fighting it, just think of it as another part of the job.

allenu 6y ago
This is what I do now after trying and failing at "doing my best work and hoping to get recognized". I'm bad at communicating when I've worked on something challenging, so now I realize I should never give more effort than can be noticed. You may think that's cynical, but this is a business and I'm paid not on what I actually do but what the business perceives me of doing.
- giantg2 6y ago
  Thanks! I might look into trying that mindset.
  - jupyternonuser 6y ago
    In another comment you say you find the lying and mindgames to be morally offensive. How do you not find this morally offensive as well?
    - giantg2 6y ago
      I read this as not giving any extra effort, which I think would help reduce the reliance of my self image on my work success. I wouldn't be lying and I wouldn't be playing head games.
giantg2 6y ago
I want to, but I find the lying and mind games to be morally offensive, especially when they can have such a large impact on a person's wellbeing.
- amznthrowaway5 6y ago
  This is my problem as well, and seeing all of the unfair behavior -- with average performers who are easy targets getting PIPed while the lowest performers who are the managers favorites get top ranks or promotions -- is really annihilating my morale.
- ZephyrBlu 6y ago
  How is communicating what you're working on lying or using mind games?
  - giantg2 6y ago
    This comment was in response to "...it's better just to play their game...".
    - ZephyrBlu 6y ago
      Yes, and the game is to promote your work and have it noticed. You do that by communicating. Where is lying and mind games involved?
      - giantg2 6y ago
        That might be the game at your company. The company I work for lies and plays mind games. I assume all large companies do - just look at other comments in this thread that suggest this.
        ZephyrBlu 6y ago
        Can you explain how the lies and mind games come into play at your company? It seems like most other people are talking about gaming metrics, not lying and playing games.
        giantg2 6y ago
        See the comment above your's about "unfair treatment". At my company, your rating should be evaluated against the standard according to HR policy. I have been given a low rating in the past simply because somebody else got a high rating. Some departments require that the highest rating be 'balanced' by giving someone a lower rating, even when they don't deserve it. I know this because I have friends in management who have confirmed this. The year after this, I filled the role of a tech lead as an intermediate developer. I was a key part of an enterprise-wide upgrade and recieved a commendation from the leader of that initiative. I was up for the highest rating, but did not get it. Why? Somebody else on the team was also doing an awesome job and they didn't have an FDN from the prior year. Policy states that only the current year should be part of the rating. My manager even said they believed that I "...deserved a distinguished rating, but [they] couldn't get it". Not to mention, can you imagine giving two out of ten employees an FDN to balance out two distinguished? I left that team for a new team. On this team I got an average rating, but 12% of my target bonus (we are a pay for performance shop). Why so low? Because I took parental leave and my point count wasn't as high as others'. HR policy forbids point comparisons and also forbids any negative impact from taking parental leave. This team also tried to state that my work as an Application Security Champion for the system was not to be counted as part of my job, but as a supplemental role. Policy stated that it should be considered part of my job. I filled this role for six teams across two departments and received very positive feedback from two individuals that I interacted within the security subdivision. These are probably half of the major issues which impacted my monetary, promotion, or rating outcomes. As for head games, they play too many to list. One very memorable one is how I was told by my manager that some people only have the potential to be an intermediate developer, but later being told that if I stay in that position too long they will try to get rid of me because if you stay in that position for too long it shows you don't have any potential.

I used to be this stupid too but then I learned that it's better to just play their game, win and then move on, no point in fighting it, just think of it as another part of the job.

allenu 6y ago

This is what I do now after trying and failing at "doing my best work and hoping to get recognized". I'm bad at communicating when I've worked on something challenging, so now I realize I should never give more effort than can be noticed. You may think that's cynical, but this is a business and I'm paid not on what I actually do but what the business perceives me of doing.

giantg2 6y ago
Thanks! I might look into trying that mindset.
- jupyternonuser 6y ago
  In another comment you say you find the lying and mindgames to be morally offensive. How do you not find this morally offensive as well?
  - giantg2 6y ago
    I read this as not giving any extra effort, which I think would help reduce the reliance of my self image on my work success. I wouldn't be lying and I wouldn't be playing head games.

giantg2 6y ago

I want to, but I find the lying and mind games to be morally offensive, especially when they can have such a large impact on a person's wellbeing.

amznthrowaway5 6y ago
This is my problem as well, and seeing all of the unfair behavior -- with average performers who are easy targets getting PIPed while the lowest performers who are the managers favorites get top ranks or promotions -- is really annihilating my morale.
ZephyrBlu 6y ago
How is communicating what you're working on lying or using mind games?
- giantg2 6y ago
  This comment was in response to "...it's better just to play their game...".
  - ZephyrBlu 6y ago
    Yes, and the game is to promote your work and have it noticed. You do that by communicating. Where is lying and mind games involved?
    - giantg2 6y ago
      That might be the game at your company. The company I work for lies and plays mind games. I assume all large companies do - just look at other comments in this thread that suggest this.
      - ZephyrBlu 6y ago
        Can you explain how the lies and mind games come into play at your company? It seems like most other people are talking about gaming metrics, not lying and playing games.
        giantg2 6y ago
        See the comment above your's about "unfair treatment". At my company, your rating should be evaluated against the standard according to HR policy. I have been given a low rating in the past simply because somebody else got a high rating. Some departments require that the highest rating be 'balanced' by giving someone a lower rating, even when they don't deserve it. I know this because I have friends in management who have confirmed this. The year after this, I filled the role of a tech lead as an intermediate developer. I was a key part of an enterprise-wide upgrade and recieved a commendation from the leader of that initiative. I was up for the highest rating, but did not get it. Why? Somebody else on the team was also doing an awesome job and they didn't have an FDN from the prior year. Policy states that only the current year should be part of the rating. My manager even said they believed that I "...deserved a distinguished rating, but [they] couldn't get it". Not to mention, can you imagine giving two out of ten employees an FDN to balance out two distinguished? I left that team for a new team. On this team I got an average rating, but 12% of my target bonus (we are a pay for performance shop). Why so low? Because I took parental leave and my point count wasn't as high as others'. HR policy forbids point comparisons and also forbids any negative impact from taking parental leave. This team also tried to state that my work as an Application Security Champion for the system was not to be counted as part of my job, but as a supplemental role. Policy stated that it should be considered part of my job. I filled this role for six teams across two departments and received very positive feedback from two individuals that I interacted within the security subdivision. These are probably half of the major issues which impacted my monetary, promotion, or rating outcomes. As for head games, they play too many to list. One very memorable one is how I was told by my manager that some people only have the potential to be an intermediate developer, but later being told that if I stay in that position too long they will try to get rid of me because if you stay in that position for too long it shows you don't have any potential.