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Our office uses Microsoft Teams and the setting for Inactive is very low, but no one cares. I stopped caring because the signal is so weak. I bought a whitebo

Our office uses Microsoft Teams and the setting for Inactive is very low, but no one cares. I stopped caring because the signal is so weak. I bought a whiteboard for my office, I go on walks in my neighborhood to think, I grab coffee and stare out the window. I watch work-related YouTube tutorials on my main TV or scroll work-related email and web content on my phone. But in all this Microsoft Teams is the authoritative yellow light for my colleagues. Nope. Who cares. Judge me by my sprint work. I am done, all my stories complete, no rework. Mr. Green Light is rolling the same 13 pointer he has had for 3 sprints and spends most the rest of his time resolving his own hydra-head bugs. But he is green. Lol, no decent manager gives a shit about your away time indicator.

bluefirebrand 5y ago
> no decent manager gives a shit about your away time indicator If they feel your output is weak and you are very often offline or away, it's just another data point they can use against you, however.
- moralestapia 5y ago
  >it's just another data point they can use against you This. Part of HR's game is gathering stuff and keeping it until it can be weaponized against an employee. Small and futile things that, when added together, can support pretty much any story they make up on their favor. They somehow pride themselves on being "smart" for doing this stuff. Very few professions require you to be as dishonest and immoral as HR is. I pity the people that have to become this so they can put some bread on their tables.
  - majkinetor 5y ago
    Why is that immoral? You leave traces, its normal thing to question retrospectively when you don't deliver and its a rule rather then a fluke. I couldn't care less when or how you work if you close tickets assigned to you, but when you don't for a prolonged time (which is not 7 days, but more like months), I will look into your daily commits, login times, IM activity etc. Its supportive material for decision, not blackmailing. Its wrong to misinterpret those facts, but taking them as a fact is normal.
    - moralestapia 5y ago
      It could happen that they use said information to create/push a narrative away from the truth, on purpose, for money. Example, employee A with an average performance starts talking to their peers about unionizing. Board finds out about that and they want the employee out ASAP, so they call one of their HR servants to run the errand. HR starts compiling trivial stuff about said employee (like "average distance traveled by your mouse pointer during work" /s) and when that's enough they set up a case to let go said employee because of "performance reasons" or whatever.
      - hermannj314 5y ago
        When I was in management, our HR did not function like this and was very supportive of the companies interests which happended to be making sure our employees were not wrongfully or spitefully terminated. I am not saying this is the case everywhere, but my experience with HR was not the way you describe. We had identified a poorly performing employee and went to HR to talk about progressive discipline. When we mentioned stats, they asked to see the same stats for all other employees on our team as well. This was not to prevent us from firing the employee but to protect the company from accusations of wrongful termination down the road. Even so, we had to enter into a several month progressive discipline process where the employee was aware of what metric was a problem, how to correct it and how we could be supportive. That was the role HR played. They gave us a framework to proceed with a safe and well thought-out termination.

bluefirebrand 5y ago

> no decent manager gives a shit about your away time indicator If they feel your output is weak and you are very often offline or away, it's just another data point they can use against you, however.

moralestapia 5y ago
>it's just another data point they can use against you This. Part of HR's game is gathering stuff and keeping it until it can be weaponized against an employee. Small and futile things that, when added together, can support pretty much any story they make up on their favor. They somehow pride themselves on being "smart" for doing this stuff. Very few professions require you to be as dishonest and immoral as HR is. I pity the people that have to become this so they can put some bread on their tables.
- majkinetor 5y ago
  Why is that immoral? You leave traces, its normal thing to question retrospectively when you don't deliver and its a rule rather then a fluke. I couldn't care less when or how you work if you close tickets assigned to you, but when you don't for a prolonged time (which is not 7 days, but more like months), I will look into your daily commits, login times, IM activity etc. Its supportive material for decision, not blackmailing. Its wrong to misinterpret those facts, but taking them as a fact is normal.
  - moralestapia 5y ago
    It could happen that they use said information to create/push a narrative away from the truth, on purpose, for money. Example, employee A with an average performance starts talking to their peers about unionizing. Board finds out about that and they want the employee out ASAP, so they call one of their HR servants to run the errand. HR starts compiling trivial stuff about said employee (like "average distance traveled by your mouse pointer during work" /s) and when that's enough they set up a case to let go said employee because of "performance reasons" or whatever.
    - hermannj314 5y ago
      When I was in management, our HR did not function like this and was very supportive of the companies interests which happended to be making sure our employees were not wrongfully or spitefully terminated. I am not saying this is the case everywhere, but my experience with HR was not the way you describe. We had identified a poorly performing employee and went to HR to talk about progressive discipline. When we mentioned stats, they asked to see the same stats for all other employees on our team as well. This was not to prevent us from firing the employee but to protect the company from accusations of wrongful termination down the road. Even so, we had to enter into a several month progressive discipline process where the employee was aware of what metric was a problem, how to correct it and how we could be supportive. That was the role HR played. They gave us a framework to proceed with a safe and well thought-out termination.