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Don't they hit a point where up or out starts to be relevant, though?If they continuously fail over and over, year after year?
In the military, no. To get released you either have to be injured or have god himself come down and sign the recommendation.Don't they hit a point where up or out starts to be relevant, though?
Hmm, I thought there was a point once you'd reached a certain rank you eventually had to get a promotion or be forced out, both for enlisted and officers.In the military, no. To get released you either have to be injured or have god himself come down and sign the recommendation.
Hmm, I thought there was a point once you'd reached a certain rank you eventually had to get a promotion or be forced out, both for enlisted and officers.
Ah, ok. Might not be the same, then.This is the Canadian military, I probably should have mentioned that.
There are people in at the second lowest rank their entire career .. 25 plus years.
This is the Canadian military, I probably should have mentioned that.
There are people in at the second lowest rank their entire career .. 25 plus years.
Thanks for the insight and its cool to chat with a military man. Thanks for what you do for our country
We have yearly evaluations and 1-5 performance scales and shit but it's different now. At my place I can clearly see people abusing the fact that they don't have a baby sitter. Pathetic and for me it's a reason to leave my Dept for something else. I welcome these metrics tbh
I think it depends on the company. I work at one of the big tech companies in silicon valley, in a product team that comprises many of our best and brightest, and it still took ~4 months to get to a WFH operating rhythm that works well and doesn't leave gaps that might cause otherwise strong employees to stumble. That was with the resources to develop whatever hardware or software tools we might need to be productive remotely, taken advantage of by a workforce among the most committed one could hope for. And even now we're still struggling with otherwise outstanding engineers shutdown for weeks at a moment's notice due to COVID shutting down a preschool unexpectedly and turning a productive engineer into a stay-home parent-teacher trying their level best to squeeze in work and meetings between crying toddlers and elementary school kids whose PCs are crashing in the middle of a Zoom class.The ones that are rising up, do they complain about those that have seemingly disappeared?
I ask because I bitch to my boss about the few that really haven't contributed anything since we've started full time from home. He doesn't do anything about it. He continues to give them tasks they can't deliver and eventually won't deliver, while the rest break their backs. I've told him straight up that these guys were getting to the point of being a hinderance to many other key players and he basically shrugged it off saying we need better communication, coordination blah blah
Is it too early to start letting people go that can't work from home responsibly or should we do like my boss and do nothing ?
Why on gods green earth are you working for free?I actually have logs (source control entries) that say I have worked 7 days a week for the last few months. I don't think the company will want to look at these. With that said each week I am forced to lie and say I only worked 37.5 hours on the other hand I have had the same job since May 19, 1997.
The dark cyberpunk future needs to have its megacorps some how, and we totally need moreThe line between government and corporations are pretty thin already.
Yes, as brought to us by the genius mind of Steve Jobs.Remember when devs got paid by the number of lines of code? We have an offshore team that still seems to abide by that principle.