4 ms·

My company’s behind the curve, just got nudged today that I should make sure my AI use numbers aren’t low enough to stand out or I may have a bad time. Reckon w

My company’s behind the curve, just got nudged today that I should make sure my AI use numbers aren’t low enough to stand out or I may have a bad time. Reckon we’re minimum six months from “oh whoops that was a waste of money”, maybe even a year. (Unless the AI market very publicly crashes first)

mr_toad 8mo ago
So management basically have no clue and want you to figure out how to use AI? Do they also make you write your own performance review and set your own objectives?
- datenyan 8mo ago
  > So management basically have no clue and want you to figure out how to use AI? This is basically the same story I have heard both my own place of employment and also from a number of friends. There is a "need" for AI usage, even if the value proposition is undefined (or, as I would expect, non-existent) for most businesses.
- fn-mote 8mo ago
  Look, to make something productive out of it: a job seeker who has high level skills using LLM assistance will be much more valuable than one without the experience. Never mind your current company mangement's policies.
- SoftTalker 8mo ago
  > Do they also make you write your own performance review and set your own objectives? Not to get off on a tangent but this has got to be a "tell" for how much a company is managed by formula and how much it's actually got thinking people running things. Every time I've had to write my own review I fill out the form with some corporatese bullshit, my supervisor approves it and adds some more bullshit, it disappears into HR and I never hear anything about it until it's time for the next review, and it starts over again. There isn't even reference to any of my "objectives" from the last review, because that review has simply disappeared. But I'm sure some HR exec is checking boxes for following "best practices" in employee evaluation.
  - ileonichwiesz 8mo ago
    That’s exactly what we do at the Fortune 500 company where I work, and it’s surreal. In my first year I didn’t know any better, so I tried to set myself some actual objectives (learn to use XYZ, improve test coverage by X%, measurable stuff that would actually help). Fortunately my manager showed me how to do it correctly, so now my goals are to “differentiate with expertise” and to “empower through better solutions”. Every year I open up the self-review, grade myself a 5/5 on these absurd, unmeasurable goals, my manager approves it, and it disappears off somewhere into the layers and layers of ever-higher management where nobody cares to look at it.
  - Wojtkie 8mo ago
    This is pretty much how every performance review I've had in the past 5 years has gone. Even up to my VP it's considered pretty useless. I'm not sure where it actually gets used by HR, but I'm sure it's selectively applied.
    - bunderbunder 8mo ago
      The process’s entire purpose is to exist and be followed, so that when they need to they can point to it and say, “We followed the process.”
- HWR_14 8mo ago
  Management probably also wants them to figure out how to use the laptops, ide and other resources provided to them. Getting a tool for your employees that you've been told is important but have no idea what to do with is a perfectly valid management task.
bazmattaz 8mo ago
My manager mentioned that his manager (an executive) is not happy because the org we are in are not using as much tokens as other orgs in the company. Pretty wild
- coffeebeqn 8mo ago
  Just have Claude code churn out some Harry Potter fan fiction for an hour a day and you’ll meet your KPI easily
  - hackable_sand 8mo ago
    It could literally be internal marketing fan fiction on the org's intent to meet KPI's with a focus on synergistic evolution towards x-functional singularity between department hiveminds including a footer on projected outcomes for operational efficiency. I think LinkedIn is in the dataset, right?
  - caminante 8mo ago
    "You haven't hit your spell quota today, Harry. I'm putting you on a Wizard Improvement Plan."
    - bravetraveler 8mo ago
      "Harry! Did you put your prompt into the model of language?" Dumbledore asked calmly
- noisy_boy 8mo ago
  You are in the "not-enough-AI" stage - keep increasing your usage but try to keep it very gradual to avoid entering the "do-more-AI-within-this-budget" stage too soon. It seems like the firing would be in following stages: 1. too old/expensive 2. not using AI 3. using AI but not productive 4. productive using AI but not within AI budget 5. reduce AI budget and GOTO 3

mr_toad 8mo ago

So management basically have no clue and want you to figure out how to use AI? Do they also make you write your own performance review and set your own objectives?

datenyan 8mo ago
> So management basically have no clue and want you to figure out how to use AI? This is basically the same story I have heard both my own place of employment and also from a number of friends. There is a "need" for AI usage, even if the value proposition is undefined (or, as I would expect, non-existent) for most businesses.
fn-mote 8mo ago
Look, to make something productive out of it: a job seeker who has high level skills using LLM assistance will be much more valuable than one without the experience. Never mind your current company mangement's policies.
SoftTalker 8mo ago
> Do they also make you write your own performance review and set your own objectives? Not to get off on a tangent but this has got to be a "tell" for how much a company is managed by formula and how much it's actually got thinking people running things. Every time I've had to write my own review I fill out the form with some corporatese bullshit, my supervisor approves it and adds some more bullshit, it disappears into HR and I never hear anything about it until it's time for the next review, and it starts over again. There isn't even reference to any of my "objectives" from the last review, because that review has simply disappeared. But I'm sure some HR exec is checking boxes for following "best practices" in employee evaluation.
- ileonichwiesz 8mo ago
  That’s exactly what we do at the Fortune 500 company where I work, and it’s surreal. In my first year I didn’t know any better, so I tried to set myself some actual objectives (learn to use XYZ, improve test coverage by X%, measurable stuff that would actually help). Fortunately my manager showed me how to do it correctly, so now my goals are to “differentiate with expertise” and to “empower through better solutions”. Every year I open up the self-review, grade myself a 5/5 on these absurd, unmeasurable goals, my manager approves it, and it disappears off somewhere into the layers and layers of ever-higher management where nobody cares to look at it.
- Wojtkie 8mo ago
  This is pretty much how every performance review I've had in the past 5 years has gone. Even up to my VP it's considered pretty useless. I'm not sure where it actually gets used by HR, but I'm sure it's selectively applied.
  - bunderbunder 8mo ago
    The process’s entire purpose is to exist and be followed, so that when they need to they can point to it and say, “We followed the process.”
HWR_14 8mo ago
Management probably also wants them to figure out how to use the laptops, ide and other resources provided to them. Getting a tool for your employees that you've been told is important but have no idea what to do with is a perfectly valid management task.

bazmattaz 8mo ago

My manager mentioned that his manager (an executive) is not happy because the org we are in are not using as much tokens as other orgs in the company. Pretty wild

coffeebeqn 8mo ago
Just have Claude code churn out some Harry Potter fan fiction for an hour a day and you’ll meet your KPI easily
- hackable_sand 8mo ago
  It could literally be internal marketing fan fiction on the org's intent to meet KPI's with a focus on synergistic evolution towards x-functional singularity between department hiveminds including a footer on projected outcomes for operational efficiency. I think LinkedIn is in the dataset, right?
- caminante 8mo ago
  "You haven't hit your spell quota today, Harry. I'm putting you on a Wizard Improvement Plan."
  - bravetraveler 8mo ago
    "Harry! Did you put your prompt into the model of language?" Dumbledore asked calmly
noisy_boy 8mo ago
You are in the "not-enough-AI" stage - keep increasing your usage but try to keep it very gradual to avoid entering the "do-more-AI-within-this-budget" stage too soon. It seems like the firing would be in following stages: 1. too old/expensive 2. not using AI 3. using AI but not productive 4. productive using AI but not within AI budget 5. reduce AI budget and GOTO 3