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Unregistered 23-04-2021 07:22 PM

Quote:

Originally Posted by Unregistered (Post 166320)
MNCs are pools of competition. You can always exit and go back to ST if you think you cannot make it. There are plenty of others around the globe ready to replace you. You being unable to do it doesn't mean others cannot. Many others mitigated overloading and survived. Free market and no free lunch.

He did not say that he did not make it. He just saying that if he want it.

E.g in another company which give you 300 more, you have to work late and face nonsense customer. (More stress and more workload).
Whereby in ST, you get to go home on time.
Which one will you choose?

Unregistered 24-04-2021 01:35 AM

Quote:

Originally Posted by Unregistered (Post 166350)
He did not say that he did not make it. He just saying that if he want it.

E.g in another company which give you 300 more, you have to work late and face nonsense customer. (More stress and more workload).
Whereby in ST, you get to go home on time.
Which one will you choose?

I will choose to overcome the overload through communication, resourceful deployment of efforts and time. Then pursue my KPI and get my job done. The extra pay is bonus. I get better knowledge and gain more experience and make myself more competitive.

Unregistered 25-04-2021 07:30 AM

Thinking of leaving ST. Should I wait till after July AI first?

Unregistered 25-04-2021 12:45 PM

Quote:

Originally Posted by Unregistered (Post 166501)
Thinking of leaving ST. Should I wait till after July AI first?

how long you worked for? in which BU?

Unregistered 26-04-2021 08:18 AM

Quote:

Originally Posted by Unregistered (Post 166501)
Thinking of leaving ST. Should I wait till after July AI first?

What's the point? for that 2% 3% AI compare to a 5% -20% increment from next job?

Unregistered 26-04-2021 08:35 AM

Salary freeze this year.

Unregistered 26-04-2021 12:36 PM

Quote:

Originally Posted by Unregistered (Post 166586)
Salary freeze this year.

Where you heard this from?

Unregistered 26-04-2021 02:40 PM

Quote:

Originally Posted by Unregistered (Post 166609)
Where you heard this from?

It has been freezed since July 2020.
No news that it will be unfreezed yet this year or auto unfreeze July 2021.

So as of now its still salary freeze status

Unregistered 26-04-2021 04:19 PM

last know info is pay freeze in jul 2020 & pay cut effective nov2020 till dec 2021
dunno will they revert pay to normal, let not even say about pay increment will be back dated for jul2020 or not???

Unregistered 26-04-2021 04:28 PM

Quote:

Originally Posted by Unregistered (Post 166634)
last know info is pay freeze in jul 2020 & pay cut effective nov2020 till dec 2021
dunno will they revert pay to normal, let not even say about pay increment will be back dated for jul2020 or not???

What happened? What led to this?

Unregistered 26-04-2021 04:47 PM

What the common exit options for ST?

Unregistered 26-04-2021 05:07 PM

Quote:

Originally Posted by Unregistered (Post 166641)
What the common exit options for ST?

Depends on your position and your past experience. Sad to say, a lot of attitudes and experience in ST won't really benefit the private sector as much as you might initially believed. So taking a paycut while you are still young to restart your career in an SME is a plausible option. Otherwise, you might have to consider taking up an entry level role in an MNC where you can rebuild your experience while you are still 'marketably' young. Nonetheless it is going to be a challenging transition. Good luck.

Unregistered 26-04-2021 05:21 PM

Quote:

Originally Posted by Unregistered (Post 166635)
What happened? What led to this?

Covid-19 la.
The whole aerospace no business. Company still want profit. Ceo still want bonus of millions...

So sacrifice all the low pay engineers so the senior management can get their million dollars bonus lo.
Logic.

Unregistered 26-04-2021 07:00 PM

Quote:

Originally Posted by Unregistered (Post 166635)
What happened? What led to this?


u went to other planets last year ah?

Unregistered 27-04-2021 09:27 AM

Quote:

Originally Posted by Unregistered (Post 166645)
Depends on your position and your past experience. Sad to say, a lot of attitudes and experience in ST won't really benefit the private sector as much as you might initially believed. So taking a paycut while you are still young to restart your career in an SME is a plausible option. Otherwise, you might have to consider taking up an entry level role in an MNC where you can rebuild your experience while you are still 'marketably' young. Nonetheless it is going to be a challenging transition. Good luck.

Just curious, why do you think 'a lot of attitudes and experience in ST won't benefit the private sector'?
I thought ST is a big company that many companies will be rushing to hire?

Unregistered 27-04-2021 09:45 AM

Quote:

Originally Posted by Unregistered (Post 166725)
Just curious, why do you think 'a lot of attitudes and experience in ST won't benefit the private sector'?
I thought ST is a big company that many companies will be rushing to hire?

Attitude in private sector : if you bring no value, you have no skills, you doesn't help company earn money. Sorry you are out.
Attitude in ST : if u bring no value, I have no skills, I leech the company pay every month but does not contribute to the company in any form, other than taking up space and air... I play politics. Outlast take credit for work but don't do work.... I bet promoted.... After I get promoted I do even less.

Unregistered 27-04-2021 10:34 AM

Quote:

Originally Posted by Unregistered (Post 166726)
Attitude in private sector : if you bring no value, you have no skills, you doesn't help company earn money. Sorry you are out.
Attitude in ST : if u bring no value, I have no skills, I leech the company pay every month but does not contribute to the company in any form, other than taking up space and air... I play politics. Outlast take credit for work but don't do work.... I bet promoted.... After I get promoted I do even less.

I believe this applies to M1 and above employees but not necessarily to those E6 and below.

Unregistered 27-04-2021 11:11 AM

Quote:

Originally Posted by Unregistered (Post 166725)
Just curious, why do you think 'a lot of attitudes and experience in ST won't benefit the private sector'?
I thought ST is a big company that many companies will be rushing to hire?

Grossly incompetent, lack of critical thinking & disconnected from reality.
But not all are like that. Some of them are trying to break out of ST because they cannot fit into the toxic culture.

Unregistered 27-04-2021 12:11 PM

Quote:

Originally Posted by Unregistered (Post 166730)
Grossly incompetent, lack of critical thinking & disconnected from reality.
But not all are like that. Some of them are trying to break out of ST because they cannot fit into the toxic culture.

Let's see.
If I get paid 10k per month to do nothing...
Do I really need to connect to reality? Lol...

Manager paid 10k to bullshit. Engineer paid 4k.
Manager come late at 10 am excuse is just came back from meeting... Meeting who? Nobody knows.
Engineer in office since 8 am.

Engineer go lunch 12 pm
Manager already outside lunch come back around 2 pm.

Then manager afternoon meeting or what. 4pm leave to attend "meeting".

Right. Sure.
During covid-19 so many external meeting at dsta ah?
More like go home early cause nobody in office to micro manage lol.

So now no more WFH.
You can see them start attending lots and lots of meeting.

Maybe the title shouldt be manager la.
Should remane to "meeting attendee".

Then meeting nobody do anything. Just end up alot of taichi. Push here push there.
All manager no use one.

So management so useless....
You want engineer to be connected to reality and grounded and low pay and loyal and forward thinking??

Change all the managers first.
How can a division of 100 people. 80% are managers. 20% are engineers.
What a joke. The correct distribution is 80% are engineers. Only 10% is managers. And 10% extra.

Unregistered 27-04-2021 02:01 PM

Quote:

Originally Posted by Unregistered (Post 166739)
Let's see.
If I get paid 10k per month to do nothing...
Do I really need to connect to reality? Lol...

Manager paid 10k to bullshit. Engineer paid 4k.
Manager come late at 10 am excuse is just came back from meeting... Meeting who? Nobody knows.
Engineer in office since 8 am.

Engineer go lunch 12 pm
Manager already outside lunch come back around 2 pm.

Then manager afternoon meeting or what. 4pm leave to attend "meeting".

Right. Sure.
During covid-19 so many external meeting at dsta ah?
More like go home early cause nobody in office to micro manage lol.

So now no more WFH.
You can see them start attending lots and lots of meeting.

Maybe the title shouldt be manager la.
Should remane to "meeting attendee".

Then meeting nobody do anything. Just end up alot of taichi. Push here push there.
All manager no use one.

So management so useless....
You want engineer to be connected to reality and grounded and low pay and loyal and forward thinking??

Change all the managers first.
How can a division of 100 people. 80% are managers. 20% are engineers.
What a joke. The correct distribution is 80% are engineers. Only 10% is managers. And 10% extra.

Wah...very bad

Unregistered 27-04-2021 02:27 PM

Quote:

Originally Posted by Unregistered (Post 166739)
Let's see.
If I get paid 10k per month to do nothing...
Do I really need to connect to reality? Lol...

Manager paid 10k to bullshit. Engineer paid 4k.
Manager come late at 10 am excuse is just came back from meeting... Meeting who? Nobody knows.
Engineer in office since 8 am.

Engineer go lunch 12 pm
Manager already outside lunch come back around 2 pm.

Then manager afternoon meeting or what. 4pm leave to attend "meeting".

Right. Sure.
During covid-19 so many external meeting at dsta ah?
More like go home early cause nobody in office to micro manage lol.

So now no more WFH.
You can see them start attending lots and lots of meeting.

Maybe the title shouldt be manager la.
Should remane to "meeting attendee".

Then meeting nobody do anything. Just end up alot of taichi. Push here push there.
All manager no use one.

So management so useless....
You want engineer to be connected to reality and grounded and low pay and loyal and forward thinking??

Change all the managers first.
How can a division of 100 people. 80% are managers. 20% are engineers.
What a joke. The correct distribution is 80% are engineers. Only 10% is managers. And 10% extra.

You must be joking. Are they imbeciles? From your description, they won't last a month in a MNC.

Unregistered 27-04-2021 02:30 PM

Quote:

Originally Posted by Unregistered (Post 166739)
Let's see.
If I get paid 10k per month to do nothing...
Do I really need to connect to reality? Lol...

Manager paid 10k to bullshit. Engineer paid 4k.
Manager come late at 10 am excuse is just came back from meeting... Meeting who? Nobody knows.
Engineer in office since 8 am.

Engineer go lunch 12 pm
Manager already outside lunch come back around 2 pm.

Then manager afternoon meeting or what. 4pm leave to attend "meeting".

Right. Sure.
During covid-19 so many external meeting at dsta ah?
More like go home early cause nobody in office to micro manage lol.

So now no more WFH.
You can see them start attending lots and lots of meeting.

Maybe the title shouldt be manager la.
Should remane to "meeting attendee".

Then meeting nobody do anything. Just end up alot of taichi. Push here push there.
All manager no use one.

So management so useless....
You want engineer to be connected to reality and grounded and low pay and loyal and forward thinking??

Change all the managers first.
How can a division of 100 people. 80% are managers. 20% are engineers.
What a joke. The correct distribution is 80% are engineers. Only 10% is managers. And 10% extra.

Some divisions ratio not that bad, managers maybe around 20% to 30%. But the uneven proportion of M grades to E grades allow the playing of political and "rank" games. Even among E6s and E5s people are already pulling seniority over one another.

Like in a team of 10, 1x M3, 3x M2, 3x M1, 1x E6, 2x E5. Who got it worst? the 2x E5.

Unregistered 28-04-2021 01:00 PM

Quote:

Originally Posted by Unregistered (Post 166739)
Let's see.
If I get paid 10k per month to do nothing...
Do I really need to connect to reality? Lol...

Manager paid 10k to bullshit. Engineer paid 4k.
Manager come late at 10 am excuse is just came back from meeting... Meeting who? Nobody knows.
Engineer in office since 8 am.

Engineer go lunch 12 pm
Manager already outside lunch come back around 2 pm.

Then manager afternoon meeting or what. 4pm leave to attend "meeting".

Right. Sure.
During covid-19 so many external meeting at dsta ah?
More like go home early cause nobody in office to micro manage lol.

So now no more WFH.
You can see them start attending lots and lots of meeting.

Maybe the title shouldt be manager la.
Should remane to "meeting attendee".

Then meeting nobody do anything. Just end up alot of taichi. Push here push there.
All manager no use one.

So management so useless....
You want engineer to be connected to reality and grounded and low pay and loyal and forward thinking??

Change all the managers first.
How can a division of 100 people. 80% are managers. 20% are engineers.
What a joke. The correct distribution is 80% are engineers. Only 10% is managers. And 10% extra.

Some divisions ratio not that bad, but E5s still suffer because...

1x M3
3x M2
3x M1
1x E6
2x E5

Even in a team of 10, all the "unwanted jobs" just dump to the E5s.

Unregistered 28-04-2021 01:37 PM

Quote:

Originally Posted by Unregistered (Post 166879)
Some divisions ratio not that bad, but E5s still suffer because...

1x M3
3x M2
3x M1
1x E6
2x E5

Even in a team of 10, all the "unwanted jobs" just dump to the E5s.

My division... Lol
1 M4
3 M3
4 M2
15 M1
5 E6
13 E5

Whars funny is 1 project is "contributed by"
2 M3
2 M2
3 M1
1E6
2 E5.

The M3 and M2 are basically just to take credit for the project (their Kpi) but just say a few words here and there in meeting...
3 M1 is just to assign work and give update progress to M2 so they can report to M3...
E6 is the only senior doing the work even though the M1 is supposed to be the assistant principal engineer. But they play the role of "managers also lol"

E5 is just there to help the E6 but can't do much and will leave after 1 year and also management solution to "no resource" hire clueless fresh grad...

So yep alot of Ms lining up to take credit for a project. But actually only 1 or 2 engineers doing the work.

Then alot of "projects" some no money. Some never complete for year. Some must deliver or LD and some just work on 1 project for many many years...

Abit sad...

Imagine if this division is run by engineers. Every resource is a valuable teamemeber who is contributing directly.

NOPe.

So many managers contributing 5% etc of their wisdom. And guess what....
Only those manager who are perm staff keep getting promoted after a few years.

While engineers slave away as subcon...

Unregistered 28-04-2021 02:04 PM

And in my division the E5 is also...
Project manager.
Team lead.
Software lead.
Module lead.
Database lead.

Haha all the self invented job title.

And some E5 also clueless that those job title are given by their M3 or M4 to give them some self worth la. On paper. They are still just project engineer. Lowest paid engineers.

But some don't get the hint will put in their email title..
Team lead.
Or software lead...

If they change the perception that lead are the one who get paid the lowest but do the most.
Nobody want to be "lead" la

Everyone have this delusion that lead means = higher pay. Do less. Just tell people to do.
Hence you see alot of lead. Dunno anything one. Just know how forward email

Unregistered 28-04-2021 02:36 PM

Quote:

Originally Posted by Unregistered (Post 166881)
My division... Lol
1 M4
3 M3
4 M2
15 M1
5 E6
13 E5

Whars funny is 1 project is "contributed by"
2 M3
2 M2
3 M1
1E6
2 E5.

The M3 and M2 are basically just to take credit for the project (their Kpi) but just say a few words here and there in meeting...
3 M1 is just to assign work and give update progress to M2 so they can report to M3...
E6 is the only senior doing the work even though the M1 is supposed to be the assistant principal engineer. But they play the role of "managers also lol"

E5 is just there to help the E6 but can't do much and will leave after 1 year and also management solution to "no resource" hire clueless fresh grad...

So yep alot of Ms lining up to take credit for a project. But actually only 1 or 2 engineers doing the work.

Then alot of "projects" some no money. Some never complete for year. Some must deliver or LD and some just work on 1 project for many many years...

Abit sad...

Imagine if this division is run by engineers. Every resource is a valuable teamemeber who is contributing directly.

NOPe.

So many managers contributing 5% etc of their wisdom. And guess what....
Only those manager who are perm staff keep getting promoted after a few years.

While engineers slave away as subcon...

Unwillingness to promote contract staff and convert when credit is due will contribute to their succession in future.

One day they will be left with too much M graders who are unwilling to do engineer work when too many engineers leave.

Unregistered 28-04-2021 02:37 PM

Quote:

Originally Posted by Unregistered (Post 166753)
You must be joking. Are they imbeciles? From your description, they won't last a month in a MNC.

They won't last.
That's why they don't quit.
And since perm staff iron bowl... Just learn to taichi do nothing one.

I have a perm staff whose kpi is for a project that's been in research for 5 years.
Every year the kpi is say contribute to this project.

But now new management force this team to "handover" the work so a new team can innovate in existing work...

Guess what?
To the shock and disbelief of the new management. There was nothing.
LOL.

Yes a few slides of they envisioned the project to be way back in 2015.
No source code.
No prototype.
No demo.
Nothing shocking.

And guess their bullshit excuse?
They say the engineer they hire quit and didn't handover to them lol.
The new management ask why isn't there a version control.
Why there is no process.
Nobody answer anything.
Just happy to handover an imaginary research project...

The other excuse must often used is.... "not only working on this one project, so didn't focus on it. So may be 5 years but the actual work is just maybe collectively 2 months..."

Don't be surprised I see their staff one person can be working on one imaginary project for 2 years and still in analysis and design phase...

Joke sia.
Retirement village

Unregistered 28-04-2021 02:54 PM

Quote:

Originally Posted by Unregistered (Post 166891)
They won't last.
That's why they don't quit.
And since perm staff iron bowl... Just learn to taichi do nothing one.

I have a perm staff whose kpi is for a project that's been in research for 5 years.
Every year the kpi is say contribute to this project.

But now new management force this team to "handover" the work so a new team can innovate in existing work...

Guess what?
To the shock and disbelief of the new management. There was nothing.
LOL.

Yes a few slides of they envisioned the project to be way back in 2015.
No source code.
No prototype.
No demo.
Nothing shocking.

And guess their bullshit excuse?
They say the engineer they hire quit and didn't handover to them lol.
The new management ask why isn't there a version control.
Why there is no process.
Nobody answer anything.
Just happy to handover an imaginary research project...

The other excuse must often used is.... "not only working on this one project, so didn't focus on it. So may be 5 years but the actual work is just maybe collectively 2 months..."

Don't be surprised I see their staff one person can be working on one imaginary project for 2 years and still in analysis and design phase...

Joke sia.
Retirement village

Lack of documented processes was quite rampant. I went in as an E5 to implement processes for business continuity. Everything was done up, even pass an external audit but it was never treated as my KPI because it did not within my job scope. I was simply arrowed the task. Promotion was passed over to another engineer who just complaint all day and night.

Unregistered 28-04-2021 03:12 PM

Quote:

Originally Posted by Unregistered (Post 166890)
Unwillingness to promote contract staff and convert when credit is due will contribute to their succession in future.

One day they will be left with too much M graders who are unwilling to do engineer work when too many engineers leave.

Reading the reviews of the many JLB in STE is so shocking.

Unregistered 28-04-2021 03:20 PM

Quote:

Originally Posted by Unregistered (Post 166890)
Unwillingness to promote contract staff and convert when credit is due will contribute to their succession in future.

One day they will be left with too much M graders who are unwilling to do engineer work when too many engineers leave.

I mean contribute to their succession issues.

Unregistered 28-04-2021 04:11 PM

Management only care about bottom line la.
Which is to meet their KPI
That's it.

They don't care about your pay.
In fact, here they will actively suppress your pay and blame its HR who cut your pay.
When it's actually the division manager those VP who just want to make sure their division cost is low since no business no profit.

So to present profit and meet finance kpi is by suprressing pay lo.
And people who stayed here are one kind. Stayed for 20 years do nothing.
Pay cut also don't care cause they can't survive outside...

You come in work here. Your energy will be drained when you see all the JLB do nothing everyday
... And you wonder why you one person overworked

Unregistered 28-04-2021 05:47 PM

Quote:

Originally Posted by Unregistered (Post 166899)
Management only care about bottom line la.
Which is to meet their KPI
That's it.

They don't care about your pay.
In fact, here they will actively suppress your pay and blame its HR who cut your pay.
When it's actually the division manager those VP who just want to make sure their division cost is low since no business no profit.

So to present profit and meet finance kpi is by suprressing pay lo.
And people who stayed here are one kind. Stayed for 20 years do nothing.
Pay cut also don't care cause they can't survive outside...

You come in work here. Your energy will be drained when you see all the JLB do nothing everyday
... And you wonder why you one person overworked

Seriously? What kind of **** company is this?

Unregistered 28-04-2021 09:04 PM

The incompetent choose to promote those incompetent. Competent and smart people will choose to leave, leaving those incompetent people there. Vicious cycle.

Unregistered 29-04-2021 12:49 PM

Quote:

Originally Posted by Unregistered (Post 166922)
The incompetent choose to promote those incompetent. Competent and smart people will choose to leave, leaving those incompetent people there. Vicious cycle.

Incompetent choose to promote those they can control la.
Promote those new comer with record. Later everyone realised the new guy can take over the old guy.

So cannot la. Must plant the seed to sabotage any top performer.
Or take credit of the top performer as your kpi la...

Then play lots of politics to make the top performer leave la.
So you keep your power.

You won't undersrand the art of war until you work here and witness the passive aggressive backstabbing politics of the management here...

Unregistered 29-04-2021 01:18 PM

Quote:

Originally Posted by Unregistered (Post 166990)
Incompetent choose to promote those they can control la.
Promote those new comer with record. Later everyone realised the new guy can take over the old guy.

So cannot la. Must plant the seed to sabotage any top performer.
Or take credit of the top performer as your kpi la...

Then play lots of politics to make the top performer leave la.
So you keep your power.

You won't undersrand the art of war until you work here and witness the passive aggressive backstabbing politics of the management here...

Can confirm...
Manager A: eh engineer B, can you help me process this, I've spoken to your manager B about this...
Engineer B: OK right away...
Manager B: engineer B what is the update on this? Why is there no progress.
Engineer B: boss, I'm working on that portion for manager A.
Manager B: why you work on that? I got give you approval meh? Please don't anyhow do things without my approval.
Engineer B: but manager A said he has spoken to you about it? I'm confused.
Manager B: yes he have spoken to me but I never agree to do. I also never decline.
Engineer B: so do or not?
Manager B: don't do first, let me settle with manager A.

(never settle involved higher manager C)


Manager B: what's the update?
Engineer B: you said don't do first wait for your approval..
Manager B: omg then you been working on what? Manager C want urgent update cause manager A updated him...
Engineer B (approach manager A) : so this part how to do? I need some guidance.
Manager A: your manager B say I cannot ask you must go through him. So you better ask him.
Engineer B: boss, manager A ask me to get your approval on how to proceed on this...
Manager B: don't know la. Never ask you to do. You go do for people. Now escalated to big boss become our problem. You solve it.

Engineer B: quit

Unregistered 29-04-2021 01:25 PM

Quote:

Originally Posted by Unregistered (Post 166995)
Can confirm...
Manager A: eh engineer B, can you help me process this, I've spoken to your manager B about this...
Engineer B: OK right away...
Manager B: engineer B what is the update on this? Why is there no progress.
Engineer B: boss, I'm working on that portion for manager A.
Manager B: why you work on that? I got give you approval meh? Please don't anyhow do things without my approval.
Engineer B: but manager A said he has spoken to you about it? I'm confused.
Manager B: yes he have spoken to me but I never agree to do. I also never decline.
Engineer B: so do or not?
Manager B: don't do first, let me settle with manager A.

(never settle involved higher manager C)


Manager B: what's the update?
Engineer B: you said don't do first wait for your approval..
Manager B: omg then you been working on what? Manager C want urgent update cause manager A updated him...
Engineer B (approach manager A) : so this part how to do? I need some guidance.
Manager A: your manager B say I cannot ask you must go through him. So you better ask him.
Engineer B: boss, manager A ask me to get your approval on how to proceed on this...
Manager B: don't know la. Never ask you to do. You go do for people. Now escalated to big boss become our problem. You solve it.

Engineer B: quit

Truly typically ST. Hahaha...

Unregistered 29-04-2021 06:04 PM

Quote:

Originally Posted by Unregistered (Post 166995)
Can confirm...
Manager A: eh engineer B, can you help me process this, I've spoken to your manager B about this...
Engineer B: OK right away...
Manager B: engineer B what is the update on this? Why is there no progress.
Engineer B: boss, I'm working on that portion for manager A.
Manager B: why you work on that? I got give you approval meh? Please don't anyhow do things without my approval.
Engineer B: but manager A said he has spoken to you about it? I'm confused.
Manager B: yes he have spoken to me but I never agree to do. I also never decline.
Engineer B: so do or not?
Manager B: don't do first, let me settle with manager A.

(never settle involved higher manager C)


Manager B: what's the update?
Engineer B: you said don't do first wait for your approval..
Manager B: omg then you been working on what? Manager C want urgent update cause manager A updated him...
Engineer B (approach manager A) : so this part how to do? I need some guidance.
Manager A: your manager B say I cannot ask you must go through him. So you better ask him.
Engineer B: boss, manager A ask me to get your approval on how to proceed on this...
Manager B: don't know la. Never ask you to do. You go do for people. Now escalated to big boss become our problem. You solve it.

Engineer B: quit

Lol. All these via email or verbal?

Unregistered 30-04-2021 08:52 AM

Quote:

Originally Posted by Unregistered (Post 167018)
Lol. All these via email or verbal?

Crooks and thieves are smart enough to not leave paper trail.
You think manager here don't know how to evade email?

Typical excuse
1. Oh I never read the email... Too many email... I give verbal OK.
2 If you insist that you prefer email, he will say OK he will check his email when he return to office.
3 then many many dags he will say he haven't got the opportunity to log into office network so can't check. Give vernal OK.
4. You ask them for whatapps confirmation. They just type "OK"
5. Then anything... They say I only type "OK" but I never agree to xxx and yyy...

All sort of taichi skills one la.

You can say the manager here are borderline liars.
Outside manager try to be true to their words. They want to be accountable.

Here the managers are notorious with their lies.
And they do so knowingly.
Why? To protect their rice bowl by making it into someone else's problem...

Which is also funny cause alot of things is also outsourced out..
Then ST is do what? Other than house and pay all this overpaid managers with job security.. The real work also subcon out.

Really think about it.
We have perm staff who are just the project manager.
But the work is done by outsource and subcontractor..

So ST is a management company? Or an engineering company?
Why is there more managers than engineers?
And why all engineers all also wannabe managers.

Unregistered 30-04-2021 08:59 AM

My manager excuse is the best..
"I have too many project meeting I can't even keep track"

My response to him..
"then I one person have so many project to execute with details, I can keep track ah while your pay is 3x mine?"

If manager cannot keep track just meeting.
Why we need to keep the manager? Fire. Get a better manager right?

Unregistered 30-04-2021 09:01 AM

Quote:

Originally Posted by Unregistered (Post 167057)
My manager excuse is the best..
"I have too many project meeting I can't even keep track"

My response to him..
"then I one person have so many project to execute with details, I can keep track ah while your pay is 3x mine?"

If manager cannot keep track just meeting.
Why we need to keep the manager? Fire. Get a better manager right?

They cannot keep track because they purposely don't want to keep track.
Either that.. Or they lack the skills and technical experience to manage a project...

Example our project is cloud based. The manager don't know cloud how to deploy. Etc.
How is he going to manage?? His previous experience are those logistic. Excel file. Diagram. Server room..

Cloud is different beast. No experience. Hire that manager for what?


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