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Square Veeva @teletracking
Trying to decide between 3 offers remote/Columbus
Square is 84k salary 5k bonus and 80k stocks vesting over 4 years
Veeva is 100k salary 20k bonus and 25k Stocks each year forever
Teletracking is 125k cash 5k bonus
I know about Square the most and if they paid closer to Veeva and Teletracking I’d probably go there but it seems like they underpay.
The Veeva culture seems really good but it’s a sustaining engineer position for year 1 so debugging
Fishes, pls help with likes to enable DM. TIA.
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Hi!
How specific are you when giving feedback? Do you make sure to have all your facts straight?
For example, if you say “well done on your great performance” - do you elaborate on that? Do you get clear on what exactly has been so great?
Next time you go into your feedback session, you may want to take some time to prepare. Here’re 3 simple questions that will help you:
1. What’s working well and why?
2. What’s not working that well & why?
3. What can be done better/differently moving on?
You may also want to start your feedback session by asking your employees what do they think about their performance? What’s been working, whats not? What support might they need?...
It will give you a great overview of their thinking and identify potential gaps.
All the best! :)
If you’d like to chat further, feel free to message me/connect on LI.
Happy to learn more about your situation and offer additional insights.
Do you give clear, specific positive feedback without following with critical/negative feedback?
Do the critical feedback conversations outnumber the positive feedback conversations?
I had a boss that would rush through some poorly articulated positive feedback (e.g. good job in the workshop 🙄🙄) and always and immediately follow it up with detailed critical feedback. The net effect was that the positive feedback was bullshit, was not something they actually believed in, and was just a mechanism for delivering critical feedback.
For the record- I love feedback. Tell me how to improve so I can rise to the challenge. I am proactive about seeking it out and have had many managers who are masters of feedback. This manager was just terrible at it.
But the strategy used by my old manager just made me doubt myself, eroded my confidence and cultivated a culture of fear and distrust in leadership.
I don’t think they are wanting you to compliment them- they want positive feedback to be detailed, focused, and sincere. Try putting as much effort into the positive feedback as you do into the critical feedback. Try giving positive feedback independently of critical feedback. When someone knocks it out of the park, seize that moment and let them know you see them and their hard work. When someone is showing improvement toward a goal, let them know you see them. People work hard, burnout is real, and sincere positive feedback goes a LONG way. It’s not about fishing for compliments- it is about having someone see your efforts to know you are on the right track.
Are you saying that every time/most times when you give feedback, you try to cover both positives and negatives? If so, stop doing that for a while and give more on-the-spot feedback about single positive or negative things, and be as specific as possible. People tend to weigh negative things more heavily and not fully appreciate the positive if they're combined.
My director hasn’t been any help here in my annual reviews as far as feedback goes. She will recount things where she will use examples that didn’t even happen to me but imply it was me and try to suggest improvements I need to work on. I’m to the point where I don’t bother to waste my breath anymore. It’s beyond frustrating. So please, as a leader with direct reports, give feedback where feedback is due. If someone is doing well and you don’t have any concerns on where they need to improve, don’t try to suggest things for them to improve on. Don’t make stuff up as you go. Your direct reports may be just as fed up as me and no longer care to even respond anymore and lose respect for their leader. You don’t want to lose your best people when they have gone quiet.
Is it possible the last manager was a profuse complementer? More of a cheerleader than someone who provided actual feedback? They might not be used to hearing actual feedback.
That said, other comments should be helpful: provide feedback on the spot, and since you know they expect complements, provide them when warranted.
Coach
😂 No, I would remind them you are not there to compliment but tell them what is working/not working for their job. The best boss I had never gave "good" feedback and only focused on improvements because he felt the improvements got lost in the message. You dont need to tell them what they are doing right and just focus on improvements if the lines keep getting crossed.