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Hi Fishes
I would like to know about the client interviews (especially in data science or machine learning roles).
Are these interviews tough?
Are these interviews meant to assess technical knowledge? For example, what is binomial distribution, what are different data structures in python, ml algorithms etc.
I would request each of the nagarrians to share their thoughts irrespective of the technologies you are working.
I am thankful to you for taking time and helping me out.
Nagarro
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(CONTD) My intention in asking for a simple count was to be mindful of our current workload and to ensure that high-priority tasks—like moving “in progress” clients forward—receive the attention they need, especially while I'm working on multiple programs. Your attention to detail added value and increased visibility to the JotForm.
I want to encourage you to keep looking for ways to go above and beyond. At the same time, it’s also important to recognize when a brief overview/summary is what is needed in that moment.
Suggested tips are: Using your best judgment to match the depth of your work to the urgency and instructions given is essential, not just for your current role, but for our overall team effectiveness. Your ability to recognize and adapt to priorities will make you even more effective in your role and help us deliver better service as an organization."
WTF is she talking about?!! When she and I met last week and requested me to make all of the changes I made to the client form, she asked me to provide a "REPORT"--NOT A "QUICK REPORT OR SUMMARY."She's so full of BS--its crazy! If she wanted the report to be done a certain way, then she should have told me or given me an example!! Half of the time she's nowhere to be found & is always on vacation or requesting PTO to attend a family reunion, birthday party, family gathering, or graduation & my Director allows it!!
I truly wish there was a way to prove that my Director is being unfair in the way she shows favoritism towards my Supervisor and clearly gives her more grace, leniency, and passes than me. What a toxic place to work. I have done nothing but try to do my job to the best of my ability (EVEN THOUGH MY STUPID, INCOMPETENT, NARCISSISTIC SUPERVISOR NEVER ADEQUATELY TRAINED ME WHEN I FIRST STARTED WORKING IN THIS CRAPPY ROLE)!!
It's not fair for her to dump everything on me, & when I try my hardest to get work done to the best of my ability, she throws a bunch of criticisms at me. She's the definition of a narcissist and idiot. Good lord. How do you even respond to BS like this?!
This all comes down to recognition. People want to be valued and seen as the master of their respective field. Supporting one’s mastery. From what I read there is an underlying theme. You don’t feel seen, nor heard. This is a huge disconnect and a problem I see causing wedges between supervisor and employee thus causing a problem with the work. There are a few things this supervisor needs training in and one is recognize what each employee brings to the table. What are each person’s strengths, what are their challenfges? Then how can she lean on those people and their strengths to maximize the work completion and how can she build in vulnerability so that those employees build confidence and learn more about themselves in their journey or work goals. And lastly, love languages…. How do people like to be communicated with and how people feel loved by you and the coaching you provide. There is everything in how you say what you say. This supervisor based on what I’m reading here is not quite a supervisor of people, but a supervisor of the work. This is why I say, you can’t just be really good at the job and be a good supervisor. Supervising is about supervising people and the people supervise the work. Skipping that and having a supervisor who is about the work misses the opportunity to build efficacy, culture, and an open level of communication. The employees will likely view this supervisor as micromanaging, non-caring, and overall a person whom shows favoritism. She is not meaning to, necessarily but it’s the environment created when you have a leader who doesn’t know how to manage adults and is good at the work. Environment is created that includes these themes: no trust, less confident, favoritism, lack of ambition ,less creative. Ultimately will begin if not all ready to see higher turnover rates. This can be avoided by recognizing individual passion , strengths and challenges. Trusting the employees to do the work, building in reflection time with each employee and allowing for autonomy within their work to show their mastery and creativity. This supervisor needs training in all of that, but also training in “just because I said it, doesn’t mean it’s true” mentality. The work and goals for her are limitless. Her supervisor has so work to do to help her. She will need to be able to be humble and open to her own vulnerabilities so she can learn how to lead people.
Translation....you did her job and well and she ain't comfy with that.