My manager wants me to talk about career progression in 1:1. While this seems good, it’s not. I am in a team where I am struggling to make ends meet. My team is understaffed with budget cuts and all penny saving scheme are in place. Also its full of production incidents, very heavy on-call, randomization and chaos. On top of that you are expected to deliver features on weekly sprint cadence. Despite long hours at work, I am finding it hard to manage. I am hardly sleeping and its taking a toll on my mental health. That being said I am not looking for promotion at all. Career progression talks is a way for my manager to give me more responsibility to set me up on so called promotion path but i see that as a trap to give more work. Any suggestions on how should I navigate the career conversation. Thanks! TC: 280k #microsoft
Manager wants to talk about his career progression and give you more work
If no real actions are provided, change team.
Not a lot of options right now to switch internally. Most of the teams are layoff prone
Then you can read more Dibert, like the traditional workers
Azure? What level?
yes, 62
It's a way to see who's got more in the tank to push them further in this layoff fueled market. If you say no, you're up for layoff next.
I think so too. I can’t handle any more work. I am already struggling. Looking for a way to avoid this conversation or turn it in some other direction if possible
Ask for team priorities and focus on that.
i would suggest to pretend to discuss the plan, but when you execute the plan, try to lower the expectation of your manager. in short, there is no way that you still stay in the team while with same amount of work, what you can do is to make the period longer
You need to gaslight your manager. Agree with him but then keep moving the goalposts in your favor. Take control of the convo before he does
Is manager so in-sensitive to your struggles?
Sounds like you're on my team. Did your manager recently change the standup cadence? DM me if so.
which team you are in?
Charlie Bell org.
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A good EM should solve the firefighting status. By deprioritizing feature work. You can tell your direct and indirect manager that firing fighting status should have a solution and ask them to take actions