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"post_content": "Senior manager wants everyone on the team to open a skype chat session and shares screen with him for the day so he can monitor what everybody is doing. Is it ok to ask him send this request in writing?\n",
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Look, I used to work for Deloitte for 7 years. You can ask for this in writing but it won’t matter to HR or the director. I would suggest a different strategy:
1. Figure out something super annoying that would be crazy for him to watch you do. Like do something like flip back and forth, back and forth, to different screens with different excel documents or something like that and just say “you’re referencing something” but do it so fast at times that it’s like a strobe light.
2. Ask if he wants to have the audio on as well to hear you ruminate on this stuff. Then proceed to take a very loud fart and/or shit and take your laptop with you. If he wants to complain, just say he himself wanted you all to be more efficient, so you’re killing 2 birds with one stone here and taking a poop while you work.
3. On the call while you share screens, make sure you loudly crunch or eat something. Eat celery, apple, drink water loudly.
Basically what you’re trying to achieve is to make it so annoying to watch you, that he stops. HR won’t do anything. The director/partner won’t do anything.
👆option 1 for sure!
Also, OP this just sucks, sorry. It reeks of low level small business micro-managing. If they have specific concerns about specific individuals, then they need to use their boss balls to call them out privately and work on it with the actual people they are concerned about. But trying to plug a couple holes with a blanket is going to inevitably sink the whole ship. This makes me think they are not confident in their managing abilities and so they think micro-observation will give them the answers they need, which it will not. And it will cause great resentment amongst the regular hard-working folks.
If your one of the regular hard-working folk, come on over to Publicis where this would never be tolerated.
Ok. So I’ve worked in the same room in video camera with another team on video. This was for 1-2 hours a day for collaboration time. It was nice to keep the teams engaged. What isn’t nice is an all day video Skype. Plus how is an all day Skype possible? What should you do. Assuming you haven’t rolled yourself off. You should politely ask. What do you think the all day Skype will achieve for the project? Candidly I’m concerned some team members are feeling this is a bit big brother like. Put it like other team members are concerned , not you. Then if he has a legit reason consider it and your end goal should be to learn this ask down to a 1 or 2 hr a week team meeting. If he confirms the big brother, roll off.
Note if his real concern is lack of work getting done, come prepared with an idea on how to boost productivity or the idea of productivity.
How do these nut-jobs ever get management responsibilities is beyond me.
I'm dealing with a SC who's up for promotion who is a bit like this SM and a back-stabber. I can see him getting promoted because of how much ass kissing he does to leadership
This seems like some pretty intense micro-managing... what prompted this?
Chief
DD2, some folks find hacks to get the immediate work done despite it being detrimental to the whole team
This is so obviously over the line it’s not even funny
EY1 has the absolute best response today
I once had a boss who wanted access to my calendar. I told her she could see when I was available. She wanted ability to see who I was meeting with. I said no and updated my resume that night. Left a few months later
K4 sounds like a typical gold child for big4s. Bet you are from the technology side, yes?
This is so Deloitte it hurts
Pro
Be right back I gotta go to the deloitte.
That’s so invasive.. Is he willing to share his screen with you all too?
Couch it something along the lines of, “I admire how you get things done - mind if I shadow you for the next two weeks?”
LMAO, I’d definitely try to get him to put it in writing.
Ask for it in writing. How many monitors does he have, how will his computer performance be impacted by this many screen sharing sessions active, what is he working on if his screen is full of other people’s live screens, what if there are emails/comms from other teams that he shouldn’t see, wtf? I’d talk to HR.
Which team is this? This sounds terrible! I had a manager do this to me once. I raised to director
No another big 4. I worked in D before too and witnessed weird things too but not this
Get this in an email.
Chief
Wow, thanks OP for sharing this! As a recruiter from uncle D reached out, I was giving it a thought. This is a stark reminder of what batshit I was getting into. 🙏
Bad behavior from management without any accountability from leadership is the worst. Seen so many terrible SMs still here at Deloitte torturing their teams because they bring in some sales numbers and are well connected.
Leadership knowingly lets it happen and then *inserts shocked pikachu face* when people leave.
Now I want you to share you phone screen too! Get back to work.
Chief
Good point D4, I was thinking of a running scan of OPs thoughts 😜
Chief
LOL, is this a Friday joke? I mean I get there are micro managers out there - but THIS is on a completely different level. Yes, pls get that in writing and ESCALATE!
Now I know why I can’t get promoted. I thought I needed sales and utilization.
Lol..WTF he will do all day, eat popcorn and watch your screens? So damn productive!!
Chief
I can stream a movie for him 🤣
Pro
OMG this makes me feel better about my manager 😳
1) Take a video of yourself working on your phone.
2) Put the video on loop
3) Attach the screen of your phone so it is a few inches in front of your webcam, but makes you look full size
4) Claim a technical problem with Skype if someone tries to contact you while you're away
It worked for Cartman it can work for you
Definitely sounds unreasonable, but doesn't sound "against policy". Maybe work with the SM to address the situation in another way. They seem unhappy with productivity levels, and they think screen share is the way to monitor or enforce productivity. Propose alternative standards/metrics/monitoring instead.
May need to bring in the Partner/MD rather than HR to handle what sounds like a team productivity issue.
I really doubt a partner supporting you over your manager. Also if you’re the only one taking it to the partner, I’ll look like you’re a whiner. So go with the entire team or talk to the HR.
Lmao how can this person have made it to senior manager? This is why upward feedback needs to be incorporated into reviews. Person like this shouldn’t be able to skip through the cracks