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Got messaged by a C3 . ai recruiter. Read that wlb is bad and that the interview process is absurdly long, but the Glassdoor reviews are 4.2 and can't find actual hours worked posted by anyone. How's the culture really? I'd be aiming for DS consulting, something more functional but with DS/ML concepts as my differentiator.
C3.ai, Inc.
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Not really sure if it’s acceptable to provide unsolicited upwards feedback but curious to hear what others think.
Experiencing the same thing with my manager, zero coaching and support. Had another manager who invested probably too much time in coaching and supporting me so going to try to get back on his engagements.
I would love to hear what others think. I’m experiencing the same situation, but how can we express our thoughts without retaliation?
I think my manager need to do something because she is creating an uncomfortable climate in the department, no trust, no collaboration, no support and bad communication.
First option would be to directly talk to your manager like adults, you might have a great conversation. Don’t blame them, but word it in such a way as to tell them what you are looking for. My guess is that you have these expectations of your manager, but they don’t know what those expectations are. This was my experience and we had this conversation and our relationship was great for the remainder of my time with that company.
There are a couple other options:
You should be able to call HR department. Maybe it’s called the compliance or ethics hotline or something, but you should be able to find out relatively easy and go that route to anonymously report them for “investigation”. I assume all companies are structured differently on this.
You could also try to go to their manager if your company has an open door policy. Who knows maybe the manager has been doing this for a long time and has been reported already?
Hope that helps a bit.
there's no such thing as upward feedback in consulting. it's all down, so go to their boss and share. casually, of course.
You only do this if you have a 360 feedback culture. If you’re asking this question, 99% chance that your firm does not have such a culture.
Think about whether there is a blocker because the leader isn't providing critical feedback or if you are just reluctant to make decisions on your own and ask for forgiveness later if anything breaks.
It appears your boss is hands off and there are pros and cons to this, but many pros. I would approach in a casual manner at the end of the next conversation you have with them or put time on their calendar to discuss. If they are the kind to straight decline invites, then ping and let them know the quick question (because it is a quick one) - how they prefer you approach when you need support but they are not available to provide input - like what's the backup to ensure we stay on target for the project, as you've been noticing some times when you feel like you're jumping the gun a bit and want to make sure nothing breaks. Give 1 or 2 examples. I'd mention that if these examples are not a concern for him or her, then you're totally good to go, but that you just wanted to mention to ensure you're both on the same page.
I would ask about what decisions they are comfortable with you making vs. them in these situations. I would talk about your willingness to make decisions in a bind on general and what framework you use, his or he thoughts on that. That kind of thing. My leadership expects me to make more and more decisions on my own as my experience with them grows and I'm slowly but surely learning the benefits of trusting my own judgment, rather than making a name for myself as a worrywart lol. Hope this helps!