Fifth Avenue Forum

We actually just hired the guy we intended to hire last March - 2 weeks before Covid.

We are a team of 2 now doing the work of probably 4 to 5 people and it's only going to ramp up. We can handle it, but it would be nice to have another person or two, but need the right person or they will just anchor us down.

Yep, we have a great team and didn't want to risk it. We interviewed one person who had more technical knowledge, but the guy we hired was an internal transfer from a team that we work with all the time, and just has an incredible attitude. We always preferred working with him when partnering with his old team.

Yeah... we've basically decided that if anyone on the panel is a maybe and not 100% on board with who we interview that we pass. It has to be 100% yes across the board by everyone. Myself and the other person on the team have a great dynamic right now getting stuff done and even if someone comes on who is 1000% on the technical side if they don't mesh with us work wise it's a pass.

The person we had today when asked to tell us about their work experience and highlight some things etc... they literally went down their resume line by line for the past 15 years... I had to eventually cut them off or they would have went on for like an hour.

What do you do @skullman80

What do you do @skullman80

Mainly API work and onboarding/migrating clients to our API's. We have a legacy platform that is slowly going away so people are moving from one system to another. Also handle HL7/EMR setups/migrations as well for people who connect with us that way. Basically any sort of integration that is done with our platforms runs through our team and the overarching developers and marketing.

Just got an email from a supplier. Guy's name is Deke Lemiuex. His parents are the greatest ever.

The end of our O365 go-live is in a few weeks. One of the groups complained about earlier support, so leadership is trying to force my team - a god damn engineering team that does not support the app - to go on site for 12 days. Our new manager asked for volunteers, but based on my IMs today, I’m assuming that he received very few of them. This makes no sense whatsoever, especially because that group has their own, on-site support staff. We would literally spend 8 hours just twiddling our thumbs.

performance review season. it is really a tragedy how so many managers few this as a task and not an actual coaching opportunity. plus if you are trying to manage someone out and you always give them the highest rating you are going to have a mess on your hands n at. just really a shame how lazy some people are

Most managers don’t want to coach.

My assumption has always been that rating the employee as "meets expectations" moves the process forward with the least amount of effort. Rating good or bad has to be explained / justified.

The consulting world that I moved into, the feedback process is just embedded into everything, which is both good and annoying.

My last two managers were definitely coaches, and actively tried to help the one guy on our team who was struggling. He ended up leaving, which solved the problem, I guess. I agree with the above, though, an unwillingness to do that will only negatively impact the team overall, because everyone can see what's going on, and nobody wants somebody who isn't pulling their weight to be regarded as equals (IMO).

Video interview for a manager gig in 30 minutes. I've spent the last 2 days preparing, and will likely get curveballed at every question, because as of course is tradition.

Wafflestomp that interview mac

How'd it go, macdaddy...?

performance review season. it is really a tragedy how so many managers few this as a task and not an actual coaching opportunity. plus if you are trying to manage someone out and you always give them the highest rating you are going to have a mess on your hands n at. just really a shame how lazy some people are

In my experience, no one really wants to be coached. They want a paycheck for doing the absolute bare minimum. I've said it 1000 times and I'll say it again - management is for suckers. Not to mention I'm supposed to give actual good people rave reviews, but I'm given a cap for "merit". It's a joke. I think the majority of us (management and non) would just be happy if you gave a flat COL raise every year and saved us the trouble of the idiotic review process.

But I'm jaded.

performance review season. it is really a tragedy how so many managers few this as a task and not an actual coaching opportunity. plus if you are trying to manage someone out and you always give them the highest rating you are going to have a mess on your hands n at. just really a shame how lazy some people are

In my experience, no one really wants to be coached. They want a paycheck for doing the absolute bare minimum. I've said it 1000 times and I'll say it again - management is for suckers. Not to mention I'm supposed to give actual good people rave reviews, but I'm given a cap for "merit". It's a joke. I think the majority of us (management and non) would just be happy if you gave a flat COL raise every year and saved us the trouble of the idiotic review process.

But I'm jaded.

Eh, that's the system we are in basically. Doesn't matter what your review is, 2-3% raise flat across the board. It's been that way for the 9 years I've been at this job. I've asked for a promotion two times now, and both times my boss said it's warranted. But he's unable to justify it because for 2 years now they've been trying to change to a new promotion system for engineers and they won't allow new promotions until it's in place. Of course that doesn't apply to any other department or upper management.

All this does is lower morale. As I'm sure your situation does as well.

My company is very weird. It’s smaller and privately owned. Any change or something new is the end of the world and people like to push back on it. We found a new revenue stream but it has had bumps getting it up and running. Now the old guys here are thinking it might not be worth it because it’s new and didn’t go perfectly. They want to do what they have always done and what has been easy.

I like to be coached up, because I always want to be the best at things...I also think a little differently than the other kids, it's easy to see a lot of people who just want to put their head down and hope...that's their prerogative. I've actually taken a stand against our pres and CEO in the last couple years when we do reviews and I go, "some of these people don't want to try to come up with development needs, or training help, some people are just content showing up every day and producing a product...you can't afford to pay a roster of superstars anyhow, so just leave these people alone and let them do their thing..."

I think finally last year they got my message and backed off of the people that don't want to dimpa-size their meal, even if it's only 25 cents...

How'd it go, macdaddy...?

Not bad.
I'm a terrible interviewer but it's gotten me this far so I must be half decent.
I nailed 4 of the 6 behavioral questions with solid answers. 2 were curve balls.
I totally buzzword souped the motivational fit question. That's supposed to be the softball.

Ive known the hiring manager for about 8 years. And the other manager who sat in with him is a close friend.

Nice, sounds like you have a leg up with the relationship there...hope it works out...

Someone with our "sister" company sent a meeting invite to the entire organization...canceled it. Then did it again minutes later...

Score!

How does someone do that? There’s obviously an Everyone DL, but like...how do you do that?

Whoever setup an org-wide DL and didn't restrict it is a dummy. Unless the sender is an exec.

So I asked a former boss for a recommendation to the position I interviewed for last week... He replied that he already recommended someone and wished me luck. Seems odd.