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1. Currently working as backend developer. Is it good to join Cisco Appdynamics for technical support role ?
2. How is the job security at Appdynamics specially for technical support role ?
3. Chances of moving internally to development role after one year ?
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CCTC - 17 LPA
Tech stack - Java, Spring Boot, Microservices Backend developer
Yoe - 4
Offered role in cisco - Software engineer G8
Offered package - 26.5 base + 1.85 variable + 5 lakhs jb
Cisco AppDynamics EPAM Systems
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McKinsey & Company Any advice to help prepare for data science analyst role at top consulting firms (McKinsey & Company EY Boston Consulting Group etc)? Any materials, open source platform recommended to take on freelance data science project? When should I start actively looking and applying? I am a new grad who is working in tech as a marketing analyst I’m looking to pivot to marketing& sales data science consulting next year. Would like someone with similar backgrounds offer some practical tips.
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Talk to HR asap. See if accommodations can be made for them. Giving them flexibility without fear of losing their job is the best thing you can give them.
yes, talk to HR asap - they will put him on the next "layoff candidates" list
Does your company offer therapy? I would point there. If your company offers short term disability leave you could suggest that too. They need to get better to be productive again
Thank you for caring about your people. I would share mental health resources from the company or leave options if you have them. I would also ask if there was anything I could do to support them. Maybe offer some guidance/grace on completing the milestone.
Your first instinct might be to lean in on the key milestone missed. I would recommend focusing on supporting them during this time. That employee will likely recover faster and be more productive.
I am a strong believer that if you can't take care of yourself, how on earth can you take care of family, yourself or work. Focus on what's going on, offer support and know that it's just a milestone. Depending on the project, nobody is going to die because of a missed milestone.
You are doing the right thing by asking us versus other managers (A LOT OF THEM) going about it the "wrong" way.
Twenty years from now you will not remember the milestone but you WILL remember the position you took and it being the right one.
Best is to help your colleague get professional help from a counsellor.
Thank you on behalf of this employee. I was dealing with the same but didn’t know how to navigate/ didn’t even bring it up with my boss. This shows care and they’ll be productive again once they get the right help.
I didn’t add (was hesitant to share) things got really bad, my performance was affected and manager kept questioning a lot. looked bad. Trying to be on the mend but still not saying anything because of stigma.
Just sharing for anyone that may be questioning an employee’s performance. They’re probably not telling you because you’ve shown you’ll retaliate in some way or treat them differently so they’re struggling to stay afloat but still dropping the ball because with depression, you can’t be 100% with everything. You’re not even close to 20% with yourself on most days.
I figure this has already been addressed, but hey why not. My opinion is that if the employee is actually showing symptoms of depression, a mental illness, Then, yes certainly show human compassion and direct the person (not suggest) to HR for what resources are available, such as professional help or FMLA or something. I would most definitely agree with "Twenty years from now you will not remember the milestone but you WILL remember the position you took and it being the right one." BUT that is really for a trusted person to say. I suggest this entire conversation is based in the trust and mutual respect between you. sadly, many could take advantage of your trust and use that as an excuse, but only you and the person would know this... people management can be quite a tango dance. put your employee first and re-access your project plan resources from a business perspective as well while addressing the person's issues....2 cents worth on the streets.
As a sufferer of mild depression myself, I thank you for your interest in your employee's well-being.
Quick offer: depending on how far north you are (I'm in Seattle, there's substantially less daylight in the winter here compared to San Francisco), and the typical weather (lots of cloud cover), I've found something as simple as Vitamin D supplements to be a surprising benefit. [I'm not a doctor, your mileage may vary, etc., etc., etc.]
Also, many depression (and other "non-critical" mental health issue) sufferers are hesitant to even mention it, between past stigma and fear of being put in some career box of "less capable". To the extent possible, be supportive without coming across as condescending. Something along the lines of "my role as your manager is to see you succeed as an engineer; anything I can do towards that end..." :)
If the company offers EAP Benefits, that will be a great start.
It's an Employee Assistance Program
Definitely refer them to an EAP if available if it's something they don't feel comfortable sharing what they are going through with you. Most companies have some deal with mental health services that could help them navigate through anything causing this depression. Hopefully that will be the first step to get back to feeling good about life so they can deliver great work.
Definitely make their schedule more flexible, point them in the direction of therapy if possible, most jobs should cover that anyway it doesn't matter what kind of company it is.
It's possible that your employee could be experiencing burn out as well, if they have vacation time, encourage them to use it.
Thank you for reaching out on ways to help your employee! Last year I was struggling with depression due to the passing of my husband, and it reflected poorly on my work. My manager knew I was struggling so offered me some flexibility in my schedule, checked in on me, and provided me with our mental health benefit information.
I’ve been doing a lot better since last November. In my review, he did call out me distancing myself and my bonus was lower but said he’s seen improvement and is here to support me. I will take ownership of the review and I’m thankful for his support!!!
Hopefully this will help u in your situation.
If you care about your people, it's straight forward but not easy...
What can we do to help?
I know you have to do the heavy lifting here, and we have some resources available...
But short term, what can we do to help?
Can agree to the fact where employee need counseling.
1st respond should be a heart to heart between employer and employee, if that doesn't do any good than it should be escalated to get some medical help.
After getting an evaluation from a doctor we should consider some off time for the employee.