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Create deadlines arbitrarily and without discussion or even a feasibility check Lie to their team about their criticality, before laying off half of the same t
by taurath 3y ago
Create deadlines arbitrarily and without discussion or even a feasibility check
Lie to their team about their criticality, before laying off half of the same team
Replace large amounts of management 3 times in a single year
Hire so many people nobody knows what their role is and everyone competes for influence
Ensure that every engineer has at least 5 hours of meetings a day, half of which aren’t relevant to their team.
Stack ranking
Don’t give them a raise for years despite praising them for being a top performer with large impact
Arbitrary KPAs which undervalue anything other than LoC
Make people be on call with no training for what theyre being on call for, and have critical alarms go off every 3 hours
Host meetings in front of your giant glass wine cellar larger than most your employees apartments. Bonus points if you talk about belt tightening in that meeting
Make sure that things never calm down after a giant release, make it the new normal until people start dropping out on medical leave, then install a new engineering leader who loudly states that he thinks the engineering team is lazy
Fire or layoff people, give their duties to an already busy engineer, promise that engineer it’s short term but never replace them, give that engineer a middling performance rating for not excelling at their “core” job despite doing the work of 3 previous engineers, deny them a raise, get a promotion and a massive raise as a manager
- junon 3y agoClaim you work "like open source", proceed to have six disparate systems I have to log into every day. Have useless stand-ups at the ass crack of dawn "just so everyone sees each others' face, isn't that nice?". Change the priority of eleven different projects every week. Lie about finances and runway, miss paychecks the week after doing so. Ask employees to work extra hard so it doesn't happen again. Favor one employee due to $personal_reason, ignore the other engineers you've hired. Completely isolate customer feedback from people working on product and engineering. Make product decisions without discussing with engineers. Go to fancy talks and banquets on the company dime every month and never be in the office. Blame employees for not "letting you know earlier" when they finally get a chance to tell you something is on fire. ... I could go on.
- belter 3y agoAre we colleagues? :-)
- gedy 3y ago> Host meetings in front of your giant glass wine cellar larger than most your employees apartments. Bonus points if you talk about belt tightening in that meeting Lol, name the company please.
- jra_samba 3y agoGoogle, Vic Gundotra I believe.
- Ostrogoth 3y agoThis seems to be the trend in US business culture as a whole. I work in a more industrial sector, but the same problems persist: Repeated management turnover and restructuring. Despite top performer reviews, withholding promotions and raises. Under hire/over work personnel (“we run lean here”). Preach cost cutting on public side with the need for layoffs, all while hosting extravagant trips and dinners for upper management behind closed doors. Petty department politics and nepotism. It’s hard not to become jaded, since this has been the eventual outcome at last two employers (even if they didn’t start out that way, the rot set in). Trying to find a healthier place to work, without sacrificing career growth.
- foxyv 3y agoDon't forget to ask them to be a "Mentor" then lay off anyone that they are actively mentoring. Then at their performance review ask how their mentorship is going...