05-25-2016, 10:58 PM
(05-25-2016, 02:19 AM)Bad Dog Wrote:Quote: Same newsletter:
Two supervisory positions listed.
I'd reckon nobody on the inside would go for those 2 positions. Those are toxic because you have unrealistic folks above and disgruntled ones below.
Quote:Two Lead engineering positions listed.
Assuming these 2 positions require some talent above the "regular" engineers below, any competent employees that would have sufficed have bailed out long ago.
Quote:Seven engineering positions listed.
Easy! Rearranging chairs on the Titanic!
Quote:Out of about 80, total. 12.5% casualties in a month...
Rats leaving the Titanic before it sinks.
Quote:Direct quote from newsletter:
"At this point we are holding off on the (staff) expansion, as we currently have plenty of open seats to fill for current staff, and all open positions.
What the hell does that mean?
A. The number of actual bodies remains equal.
B. For each bailout, one sucker is hired?
C. The number of open positions shall remain the same.
Quote: We are also focusing on what we can do to increase our efficiency within our team like new tools.
D. Technobling syndrome. Technology X will always increase efficiency. Translation. We're sure that technobling will make our current workforce more productive regardless of working conditions. In reality, that's usually false because clients' problems can't be shoehorned into some random technobling solution.
Quote: Efforts like this will allow us to provide world-class service to our customers going forward."
buzzword bingo anyone? If "this" references technobling and steady state staffing, somebodies blowing smoke up someone else's ass.
Quote:Policy #4) Working with your peers will be evaluated.
Yeah, but peer interaction has to fall because of increased interaction with technobling. This seems like a no can do item, thus resulting in the probability of negative reviews going to 1.
Quote:Policy #5) Punctuality and attendance will be evaluated.
Waste of words because.
1. Nobody wants to work at your company or if a new hired , the probability of bailing is quite high.
2. The result is what you get where I work. In exchange for no raises in 5 years and my salary is basically minimum wage and even lower than fast food, I have the explicit liberty of showing up whenever the hell I want to and I can wear the *shittiest clothes I want to and nobody can do anything about it.
*I wear shirts with holes because I choose to **opt out of unneeded purchases like descent shirts and I have a ready excuse of low pay to justify it.
**opt out: A deliberate decision to sabotage the economy by staying out of debt and consuming the least amount possible so as to deprive parasites money like sales taxes, Federal Reserve Ra-Ra about being a consumer. Hoarding $ is frowned upon the establishment, I know that, and it makes me want to do it more. There are also strategic purchases I've made which drive all subsequent demand down which really screws the system.
Someone is running your company like a fast-food chain, a bad model of management when one has educated professionals. Fast-food chains can get away with a high rate of employee turnover because employees are unspecialized and easily trained. It's not so easy to train an engineer. Do you want to think that anything is any better in accounting or marketing?
One does not get world-class service from people treated like dirt. One at best gets scared, servile staff... that is not consistent with engineers. Add to that, fear brings out the worst in people. It does not promote innovation.
As Galen puts it, and I rarely agree with him, your company is in a death spiral.
The best that can happen for someone there is that the Reign of Terror ends with the tyrannical boss fired, and those still there have jobs in which the highest order of business is to not step on any toes. That's one way to go into decline. If you are old enough, you might stick around until retirement -- if you can't get suitable work elsewhere and can't start a business.
---Value Added 