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Hi Guyz,
Any one from IBM ?
I went through the entire recruitment process and got selected for IBM ISL. Now I am being told by the HR that they are unable to release offer as there is a hiring freeze.
Can any one please tell me if its correct or just an excuse not to give me offer. If its true, when will this freeze be removed?
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Is Visa a stingy company?
5% in the US. Putting in my notice tomorrow!
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I can relate.
🙋🏻♀️🙋🏻♀️ I like my team as people.. but as team members I just constantly get asked the same question over and over and they just want me to do the work for them and give them the answer. I’ve decided that they need to fail to learn 🤷🏻♀️ luckily my CFO agrees with me
That’s where I’m at. Unfortunately, it’s coming to a point where I don’t need them and they’re very close to the edge - no matter how many times I have a conversation with them that the performance is lacking. I’m incredibly overworked because they don’t want to take the time to understand/learn something and my boss is starting to realize as well. No one (from my experience) wants to do the work but wants all of the reward - they believe they should be going “higher level tasks” but can’t complete admin things necessary to take the next step.
I’m in leadership in my 30s and feel the same, I’m so sick of dealing with adult children.
Coach
I also manage a team of earlier talent, and I’ve seen a significant negative change in professionalism and common sense from people who spent several years of college in lockdowns. My friends who are college professors say the same about students who had lockdowns during high school. It seems they’ve missed key social development experiences.
That said, I also have some absolute superstars in their early/mid-twenties who are extremely professional, hardworking, and “politically” smart. So it isn’t everyone!
I was talking about this today with someone. It feels like lately work ethic and quality has gone down.
I’m there too. And it’s not just entry level or new to the work world. That I understand and can usually coach. I see it in people in their 40’s - 50’s who expect titles and salaries that are performing no where near that level. Asking and re-asking questions. Not following written and repeated verbal decisions and directions on major projects. Focusing on the unimportant details when major urgent matters are forgotten are deemed too hard to address so they are deprioritized and missed deadlines without telling anyone. I’ve had to go from a visionary / collaborative leader that helps them find the answer themselves by asking coaching questions, to a very hands on micromanager of another era checking in and writing down notes from our 1:1’s (with DRIECTORS) for them so they are clear.
(And yes I have asked them to take their own notes from a meeting or 1:1 with the CEO yet they never do and something slips or “you never said that…”.)
Their honest expectation is for me to literally do everything from schedule their meetings at conferences to write their web copy for them to edit me. It’s a completer reversal from the last few decades of my career building bottom up empowered teams that run autonomously needing high level strategic directions and bringing me projects/ideas, to today where they are asking for an old school top-down model “just tell us what to do” so I can check my box. It’s completely counter to the culture and leadership model we’ve been asked to develop as leaders the last few decades.
I’ve turned into a day to day manager of adults, checking in and checking in again and can’t actually lead in order to just keep basic efforts and the organization afloat.
And before the empathy police come after me to say “do better”, yes I coach, I give time to tech and learn, offer resources and examples, and guidance to teach/learn, they have unlimited PTO to take anytime and totally flex schedules to handle work life balance. Yes, I try to understand what will motivate them individually and craft roles and protects around their strengths..)
As a society we have forgotten that that basic element of employment is pay in exchange for skilled labor. Yes we all want to find meaningful work that is rewarding and impactful to us and we want our teams to feel valued and part of a bigger mission. All still true. But this pendulum has swung too far in the other direction of entitlement and our society and economy will come to regret this swing and suffer from low productivity and slowing innovation in years to come.
I am right there with you - I got burnt out several years ago on managing people, and have refused to do so ever since (I’m in my mid-40’s).
That being said - I would like to suggest that what we are seeing in the workplace post-pandemic may not be “nobody wants to work anymore” but results of the pandemic itself - in addition to the stress, anxiety, grief, and depression it caused - Covid also caused ongoing effects in up to 1 out of every 4 people that got Covid. These effects can be damage to their heart, lungs, brains, or other systems/organs. The result is people literally cannot think as well as they did pre-pandemic. And they aren’t functioning at their best - dealing with fatigue, pain, and other issues to the point they may not realize that they aren’t functioning well. I’ve started looking into accommodation work-arounds for those folks - like making sure multiple people are taking notes that can all be combined together; ensuring all instructions are presented in a written format; allowing time to review and process materials before a meeting so they are ready to discuss them during the meeting; etc.
Coach
Your reward will be the one jewel that you get out of 50.
I’ve mostly found my younger team members to be very sharp, hard working, willing to learn and extremely adaptable. When interviewing for lower level roles, the talent pool isn’t overwhelming this way, but we’ve been fortunate to attract really strong candidates.
So true!! I feel this myself!