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Yet the management has blamed high turnover rates on young engineers reluctant to take on challenges. Why should the young engineers stay when they are not even given a fair chance to show themselves? |
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E5, E6 thinking they are leads and managers = can push job M2, M3 doing technical work thinking they are seniors why should they accept the job = reject End up the poor E5 with just engineer title will take all the workload. The biggest disparity I knew was the PM was E6, a team lead was M3 but the E6 manage to push all the work to the M3 simply because the bosses like the E6. |
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The PM I working with. Always say "I am not technical" He just schedule meeting. Type minutes of meeting and ask for your update. Reply email. Give progress update only. So easy. |
Restructuring is a good time to axe those people
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How long does it take to go from E5 - E6? Assuming good performance
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Minus a bit here and there for top performers |
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If your seniors all stay put want to retire. No chance for you. It's a waiting game. So E6 mostly just slack. Let all the E5 do the work. Cause work so hard also no promotion. Then E5 fresh work hard... Year by year no promotion and they see E6 and M1 like do nothing. Come late. Long lunch. Leave early or on time. Then the E5 also quit and the cycle of life repeats. If the top don't leave. Only the bottom can be recycled. Which is why fresh grad is important! They inject fresh blood into the org. But fresh grad now asking for 5k pay lol. So end up they just hire exp staff from outside for 4k range. You only see the top getting higher. You don't see the bottom rise to the top. |
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