4 ms·

Good points. And I actually did bring up discussion on "specifics". For two quarters, I was given specifics of the kind: "improve delivery" and "better somethin

Good points. And I actually did bring up discussion on "specifics". For two quarters, I was given specifics of the kind: "improve delivery" and "better something" etc. And I did them diligently. I'm learning more and more that the "specifics" are really hand holding the manager into committing and holding them accountable. Which is SO CHILDISH. No wonder highly paid tech workers jump ship all the time.

UncleMeat 6y ago
I'd try one more time and also escalate to his or her manager. Your manager's job is to provide you with this information in an actionable and predictable fashion, especially at lower levels. Make it clear that you want to get promoted on some timeline and ask for a specific plan ("improve delivery" isn't specific). If that doesn't resolve it, I think trying to change teams (or even companies) is reasonable. I don't know how easy that is at your company but where I am at "my manager is unable to support my career goals effectively" is an absolutely reasonable and respected reason to switch teams. Your manager is not doing a great job here. That's a fine thing to recognize. But I don't see why working with somebody to have them commit to something and hold them accountable is childish? That sounds like perfectly rational and healthy work interactions. Most of my human-to-human interaction at work is spent setting expectations, getting commitments (or committing to something) and following up on those commitments.
- nine_zeros 6y ago
  Thanks for the good points. I am actually not opposed to healthy discussion and clearly outlining goals. It's great to come to specifics where both parties agree on the goal. What's childish is discussing "specifics" which turn out not to be and now I have to ask my manager, "Why did I kill myself to do what you asked?". This is reneging on goal itself and not the means. Now, every 1:1 I have to hand hold this manager and make them say out loud how my work satisfies his own bullshit criteria and remind him of the goals. I chuckle because this is how I've seen parents deal with 3 yr olds.

UncleMeat 6y ago

I'd try one more time and also escalate to his or her manager. Your manager's job is to provide you with this information in an actionable and predictable fashion, especially at lower levels. Make it clear that you want to get promoted on some timeline and ask for a specific plan ("improve delivery" isn't specific). If that doesn't resolve it, I think trying to change teams (or even companies) is reasonable. I don't know how easy that is at your company but where I am at "my manager is unable to support my career goals effectively" is an absolutely reasonable and respected reason to switch teams. Your manager is not doing a great job here. That's a fine thing to recognize. But I don't see why working with somebody to have them commit to something and hold them accountable is childish? That sounds like perfectly rational and healthy work interactions. Most of my human-to-human interaction at work is spent setting expectations, getting commitments (or committing to something) and following up on those commitments.

nine_zeros 6y ago
Thanks for the good points. I am actually not opposed to healthy discussion and clearly outlining goals. It's great to come to specifics where both parties agree on the goal. What's childish is discussing "specifics" which turn out not to be and now I have to ask my manager, "Why did I kill myself to do what you asked?". This is reneging on goal itself and not the means. Now, every 1:1 I have to hand hold this manager and make them say out loud how my work satisfies his own bullshit criteria and remind him of the goals. I chuckle because this is how I've seen parents deal with 3 yr olds.