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Work and Life

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Hi,

Have been a while since I posted here, having big problems at work and outside of it. I have been very angry about things at work, I don't know where to start. The biggest problems I have is complaints about my performance, I am consistently compared to 2 other members of our team (team of 4 in total). One of those I don't feel is fair because I don't feel he has the capability of doing the work I have done, the other one is literally this incredible person. I don't know how they work so fast, although I have been credited with the quality of my work in the past, recently not though. The meetings with my line manager are getting hostile and having a huge effect on me, which comes back in to my performance again. I have been through the changes at work, but I feel they have largely been igonred, the only thing that has improved is the reduction on the reliance of skype conversations.. One problem I have is that my skills are now outdated, so finding alternative employment is extremely dificult (or unlikely). We are moving to newer technologies imminently, so I am just trying to hang on to that. 

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  • I have these issues too. Logic doesn't apply to evaluations at work. You need to tell people you're doing a good job. I said once: 'Everybody can call me at home, anytime, I'll always answer work related phones, I know people won't abuse this...'  In my evaluation I got 'good team player, has the r'ight attitude'... and nobody ever called me for fear of abuse :) .. This also works with saying: I always make sure I compensate for personal calls. You then stay once or twice half an hour later than usual, and bingo: 'great work ethics...' 

    What doesn't seem to work is stating 'I'm doing a great job'... that's over the top... But saying: I'm happy the project worked out well, I put lots of time home thinking about it too... (what's lots?)  

  • in reply to MDC
    MDC said:
    Logic doesn't apply to evaluations at work

    Untrue. Apply game theory. You do need to proactively play the game for yourself though. It is very dangerous to expect a fair rating if you don't drive the system in your favour, because without definite action on your part you are essentially relying on nothing more than luck. 

  • in reply to DongFeng5

    I tried simple logic once. I wanted a function upgrade (hay 15 to hay 16) and my boss said my communication wasn't good enough, so I sent him a rulebook stating that the requested level of communication for a 15 and a 16 are the same. So I wasn't supposed to get better. If I was good enough for a 15, a 16 should not be blocked for that reason... 

    But indeed, I've had a boss (a woman) that liked me for being a hard worker. I got comments about other 'players' in this sense: 'how come you get all that work done, and he doesn't?'. Now my boss is more interested in the social interactions and the windowdressing to other departments,  and I'm still moving the same work, but not so nicely valued as before... windowdressing means that questions from other departments should be answered immediately, because here we make a good impression in the social web Slight smile

    The same boss spends much more of his time working on his own carreer than on his running the department.

  • in reply to MDC

    Don't wait for the appraisal cycle on their terms. Every time something goes well, ask your colleagues for a line or two of feedback. 

    Build up a folder of positive stuff, under the radar. 

    Include some superficial areas for improvement to make your record look more honest and balanced. 

    At appraisal time, your manager will probably be very glad to simply parrot the quotes you've amassed. 

    Building a record over the year combats the I-got-hammered-for-a-minor-slip-last-week-but-no-one-mentioned-I-saved-the-company-ten-months-ago dysfunction. 

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  • in reply to MDC

    Don't wait for the appraisal cycle on their terms. Every time something goes well, ask your colleagues for a line or two of feedback. 

    Build up a folder of positive stuff, under the radar. 

    Include some superficial areas for improvement to make your record look more honest and balanced. 

    At appraisal time, your manager will probably be very glad to simply parrot the quotes you've amassed. 

    Building a record over the year combats the I-got-hammered-for-a-minor-slip-last-week-but-no-one-mentioned-I-saved-the-company-ten-months-ago dysfunction. 

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