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I got a remote L6 SWE offer at Google but the RSUs are too low for that level ($625k over 4 years), could not negotiate it higher. I’ve accepted the offer but trying to be hopeful that I could make it more equitable in the future if I perform well. Are stock refreshers based on the initial RSU grant or solely based on performance? Google
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Since your company HR wrote you up I would ask them for training on how you should appropriately respond. They’re building a case to fire you so you need to be proactive
I had a report tell me that my criticism of her sloppy work “triggered” her. I asked it it triggered here to do better next time, because that was my goal. After that she started doing a better job. I could tell she thought about going above me for a second
Pro
No. Way. Omg. I would go through the roof. How about: Your sloppy work triggered me, and (fill in your version).
Take the child aside and tell him/her, “I understand that my feedback hurt your feelings. I’m sorry. But here’s a good GRE prep course recommendation, because you have absolutely no chance of making it in advertising. None. Even if our scared, enabling HR department continues to try to protect you, your pathetic upbringing has left you a feeble, entitled little brat who is far too fragile - and apparently inept - to work in this, an industry that rarely allows time for the hand-holding to which you are accustomed. You’ve probably already lost the respect of your team; staying longer will only further scar your delicate identity. You need a new, safer direction. I’m glad I can help you get started.”
I’d have my book in good shape before saying that, of course, but the company has clearly made their choice.
Yeah, no, I wouldn’t really say any of that because I’m 8 years max from retiring, and it’s not worth it. But I’d do everything possible to not work with that child again.
Pro
👆🏼👆🏼👆🏼Gorgeous!!!!
It's tougher when we're remote, bc you can't go into the office real early one day and spread eggshells with their name on them everywhere
Pro
👆🏼amazing!!!
You messed up by not wiping the tears away gently, talk up to them by how they are a big part of the team & most importantly hand them the participation trophy! 🤣🤣 Never, never let them make a mistake and have to be corrected & actually learn from it. You know what happens then...they tell on you & say way is that person being mean to me😢. I say let them f@ck up on there own & c.y.o.a.
Suggestions:
- take the generational part out of it
- you gave feedback that didn’t land. That’s on you.
- keep giving feedback. Work on delivery.
- read radical candor. Good book. Good ideas on how to give feedback. Don’t sugar coat. But also give it so that it’s heard.
- has nothing to do with generations
- work on your EQ
- keep doing great work and expecting great work from others
- ignore bad advice
Pro
@President1 Obviously you have never been a creative. Your advice might work for the account side, but... You were just trying to help. I get that. But "that's on you" um no, dude. No.
Hey. I'm a millennial and I'm turning 40 this year. The responses to this are alarming and this is an ageist manner of dealing with it: from your boss to the comments here. Start with the individual to understand their working style and how they respond to feedback. Have an actual conversation with them. As someone in a director role, that's on you.
Maybe you were right. Maybe you were wrong. But rather than rely on generational assumptions (which is incredibly lazy and incredibly wrong), remember we are working with other human beings, and treating them with dignity and respect whatever their level or age doesn't cost a damn thing and actually creates a positive relationship and atmosphere. After all, you're asking for the same thing, aren't you?
That would be “she,” my friend.
You need to tell both the co-worker AND the HR hack to each grow a pair of balls and then get back to work. Seone has got to rebel against this foolishness. Why not you?
What’s your relationship with them eg, do they report to you? It’s hard for me to
fathom getting my boss written up for giving me feedback as that’s part of what a boss does.
I guess the usual things would apply. Instead of criticizing them in front of everyone, pull them aside afterwords and have a conversation one on one about some of the things you observed. Make sure that the kind of language you’re using isn’t accusatory for example don’t say you, say us even if it is that person’s fault. instead of pointing out the strategic errors you could ask if they considered things instead of saying that they did it wrong.
I’ve worked for assholes (the worst) or people who are brilliant but not really good at bringing others along. It’s inexcusable to be the former and the latter is someone you want on your team but not managing people.
I have a reputation for being kind but having high standards when it comes to work. So if the work isn’t there I try to explain why and the types of things I would do to get it there, along with working it through with them.
The more experienced you are, the more I would expect you to get it quickly. But if I didn’t brief someone well, that is on me. If I give you the info I have, set out clear expectations and reasons why we need to get there and the work still isn’t there, I would tell you that things need to improve.
So I don’t agree with the poster who said ‘it‘s on the OP’ – I think it is on both parties. This person went to HR about comments about work. If a client makes comments are they going to go to HR? Hearing feedback is a part of growth, and it won’t always be pretty.
That being said, it sounds like OP might have handled it better.
This is why we can't have nice things.
Pro
@OP i am so sorry. And OMFG. This makes me want to barf. As a freelancer I often have to partner w Millennial ADs or (even worse) work for them. They "correct" my copy with sloppy suggestions, are know-it-all's, have zero idea about how to collaborate because as you said, any nudge that their thoughts are not genius as soon as they fall out of their mouth is met with a blank stare. Also, people get written up? And so that means the Millennial went to the HR cops? And now you have to work harder to deliver softer feedback? NEXT! Bring in someone new.
Pro
Maybe Director 1 would prefer we say "less experienced creatives" than tacking on a generation label? Whatever makes it easier for you to hear. 😉
The thing is, I’ve never considered myself a hard ass or a sick. I’m not one of those guys. I’ll never be the best but I can be the nicest. And that’s what I want to be. I’m trying to coach my younger creatives to not be order takers. I want them to question things and push back especially during briefings. This account person did not understand that. I don’t care if I got written up as long as my creatives are taught that they matter.
Pro
OP you sound great. Keep going. Also did not realize it was an AM who reported you. Can you schedule a Zoom meeting w her/his supervisor? Omg. It's almost worse than if it was a creative. I think you will be helping rather than anything else. I mean, will the next CD be as nice as you? Super doubt it.
I feel like it must have gone down something like this.
https://www.youtube.com/watch?v=Uo0KjdDJr1c
I’ve had this experience with people 10 years older than me as well as 10 years younger - them getting their feelings hurt because i pushed back on their work and escalating it - and I was born in 1977. Which I say not to slam on OP for the millennial thing but to point out these people are everywhere of all ages and it’s very exhausting. I’m not an asshole and I give feedback in private. I am a woman and I often wonder how much that figures into it. I have had the same work style for 15 years and I have run into this issue at two agencies out of the six I have worked at. Sometimes this shit is just an excuse to push you out.
It’s all about your management style. This 4-minute training video might help. https://youtu.be/Sz0o9clVQu8
My response is proving a point, certainly, but not the one you think.
Pro
Pfft. Good one. 🙄 "Certainly."
Yes. It's likely more representative of the challenge the OP is facing.
Repeat after me: Millennials are in their 30s and 40s. If you're gonna be grossly stereotypical, at least get the generation correct.
This bowl is about to get really interesting.
nobawdy hurts a snooflayke and gets away with it! you gonna get cwancelled and a call from mommie.