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Coach
I've been interviewing with some companies, and now I have to decide between JPMorgan Chase and Globant.
Globant is more innovative, and has remote work. I will enter to work with a Sillicon Valley startup based in San Francisco. The tech stack is React, Nextjs, AWS, and a serverless architecture.
JPM is semi remote, and less innovative. The tech stack Java, SpringBoot and AWS. But I'd do more migration tasks, like dockerize projects and pass them to kubernetes. What would you choose?
Hi guys,
Need help,I am joining VMware Banglore on 27th June. During interview I told them I need wfh. They said it wil be wfh this entire year. Only mistake I did was i didn't permanent wfh. I took for granted like once I join i can opt for it ( as my VMware friends had said we can opt for it)
Now the offices have started, I am scared if they call me to office , I have 14months son, not willing to leave him n go for office.
So if I ask manager to give me permanent wfh will they agree ?
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PwC 🐠, I interviewed with the firm about 6 months ago for a Senior Associate position on the forensics team. I wasn’t extended an offer because the position was given to an internal transfer, at least what I was told. I tried reaching out to the recruiter I worked with last time but the email bounced back and wouldn’t be delivered. I was hoping to see / reapply if the group still was looking for seniors.
In your opinion, would it be best to reapply as a cold application?
Taking Reg this Friday so wish me luck
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Coach
Ultimately, the employee needs to perform or leave. Personal factors like childcare shouldn't affect the expectation of doing your job, so if you think they need to be in the office to have any chance of performing, then tell them they have to come in. They always have the option of choosing to leave on their own.
Lead with empathy. Put them on a PIP and encourage to go into office to help with mindset/minimize distractions. But first ask and get an understanding of how wfh might be affecting them. It almost certainly won’t work out if you force, so encourage. A pip itself can be a kick in the ass but also hard to change some ppl so can easily end termination. I am always very frank with pips and tell them now is the time to ask for help, voice their barriers and let show that you believe in them and rooting for their success. Too many pips are confidence blow mindfucks for recipients but the right leader can guide them out.
For further context we also have 1:1s weekly, and it was mentioned that this was “an issue” stemming beyond the past week, however there was no 1:1 last week because our business had a huge production shoot. So in my eyes those concerns should have been addressed earlier as well on my boss’s end.
Thank you for the post
If the position was offered as WTH , revoking that is unacceptable. If it is a privilege, then starting them on a TRUE performance management plan will actually help identify their issue and work towards resolving their barriers or severing paths if it’s not a job fit. The phrasing of this question and many of the comments here are very telling that connection and engagement are severely missing.
This is the wrong question to ask
If you hired them as wfh, the pip definitely needs to happen first.
I would start with a conversation and let them know the severity of the situation and move to a PIP if necessary. A colleague had a report with similar issues. He started with a conversation and let the report know it was going to impact his rating and bonus, and that next step was a PIP. He found out in this conversation that the report was in charge of all childcare at home from 2-5pm. He didn’t have the organizational skills to do his job and parent during that time. These were two children under four. When the report discussed with his wife the impact of the arrangement on his status at work, it gave him the leverage to tell her they needed to arrange for more help.
Timeline wise…. I would say a quarter maximum to have the situation fully resolved. I’d hope to see a resolution in a month to six weeks.
Do y’all know how much child care costs now? If I had to put my kids in daycare it would not be worth it for me to work. I have been exclusively WFH for 7 years— my work has never once suffered because I have my kids home for me and I have excelled in every role I’ve ever had.
If performance is suffering for your employee, sit down and ask them why- what are they struggling with? Are clear expectations and SOPs in place? Start there, and work it out. If work doesn’t improve, then maybe they just aren’t the type of person who can mentally handle a WFH position. It does take a certain mindset to be successful fully remote, but for the love of all that’s good do *not* make a parent feel guilty for being a parent.