4 ms·

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 objecti

by 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.

by 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.