Job honeymoon is over

[csrcsr]

20 minutes ago, Konebhar6 said:

• Understanding processes, data flows, integrations, Who does what (RACI) and end to end business. 
• Develop relationships with your peers and your managers. Also across teams. Very useful for jobs when you need.
• Stay humble and stay loyal to an org. People who have a lot of knowledge of the processes are not easy to let go. You always have more value at an org where you stayed longer. 
• Look for newer opportunities. Darwins theory - Survival of the fittest. Follow trends and see opportunities, learn and adapt.

If ppl follow these, you dont have to worry about jobs. 

gone Anna "LOYALITY" is the most comedy word in corporate world agree relationships will help definitely every avasaram epdu vast ado teliyadu

but more and more companies going with PIP model of performance review its gone , in the past manager was fighting for their  resources for top rating , there were rules only top rating should be only given to 1 to top 8% etc etc 

now you have to put one resource (bottom 6% ) on last rating and have to move them to PIP , you think team will work 

The performance system is not on what we know , how many PRs you did , how many PRs your build failed, how many review comments you got , Jira closure mapped with PRs they have every report , on top of this you have to show what you did more etc its not easy 

[enigmatic]

17 minutes ago, csrcsr said:

PIP

ee pip only amazon lo kada? is that pretty common in west coast tech companies?

[Konebhar6]

5 minutes ago, csrcsr said:

gone Anna "LOYALITY" is the most comedy word in corporate world agree relationships will help definitely every avasaram epdu vast ado teliyadu

but more and more companies going with PIP model of performance review its gone , in the past manager was fighting for their  resources for top rating , there were rules only top rating should be only given to 1 to top 8% etc etc 

now you have to put one resource (bottom 6% ) on last rating and have to move them to PIP , you think team will work 

The performance system is not on what we know , how many PRs you did , how many PRs your build failed, how many review comments you got , Jira closure mapped with PRs they have every report , on top of this you have to show what you did more etc its not easy 

Loyalty works in IT org in non-IT companies. Knowledge is divine. Its very true. There are not many ppl with knowledge or understanding of the end to end processes. And when someone is good (not just IT but SME) and has been an old timer, there is respect. I am not saying everyone who works long time is respected. Knowledge + Loyalty in Non-IT companies have good demand. 

Performance review and projecting resources is an art. You have to quantify this to a language that management understands. In performance reviews, people write, I worked on this, that etc. A lot of ppl also think that writing more points mean they wrote their performance review well. Some ppl write 4-5 pages. Who has time to read all this? I mentor my resources to write effective reviews to write about impact. 

For e.g. I worked on the salesOrder module and improved the system performance to handle 5000 requests/hour compared to 1000/hr. This also resovles the problems handling volume during holiday (NOv-Dec) period. 

I implemented a critical fix that reduces the overall execution of data loads into other ssytems. Year end pricing updates only take 2 hrs now compared to 10 hrs. It saves plenty of ppl's time on 31Dec and 1st Jan. 

What you mentioned for PIP is also true. There is usually a % allocated for a department. Managers should use 1:1s with upper management to talk about the people in their teams and how well they are doing. Give specific examples of the good work they have done and also use departments meetings to highlight them and their work. When you do this, during PIP's Managers dont have to convince upper management about their resources. Upper mgt will look elsewhere. Of course there are always other managers who give in their resources easily.

[Konebhar6]

3 minutes ago, enigmatic said:

ee pip only amazon lo kada? is that pretty common in west coast tech companies?

Its pretty much every company has it. PIP is a standard term most companies use. 

[Konebhar6]

28 minutes ago, enigmatic said:

loyalty is overrated. loyalty does not get your promoted nor will guarantee your job safety.

 

don't be complacent. keep learning constantly.

the one skill everyone needs to master is cracking interviews. 

Look for my comment where I replied to csrcsr.

[csrcsr]

11 minutes ago, Konebhar6 said:

Loyalty works in IT org in non-IT companies. Knowledge is divine. Its very true. There are not many ppl with knowledge or understanding of the end to end processes. And when someone is good (not just IT but SME) and has been an old timer, there is respect. I am not saying everyone who works long time is respected. Knowledge + Loyalty in Non-IT companies have good demand. 

Performance review and projecting resources is an art. You have to quantify this to a language that management understands. In performance reviews, people write, I worked on this, that etc. A lot of ppl also think that writing more points mean they wrote their performance review well. Some ppl write 4-5 pages. Who has time to read all this? I mentor my resources to write effective reviews to write about impact. 

For e.g. I worked on the salesOrder module and improved the system performance to handle 5000 requests/hour compared to 1000/hr. This also resovles the problems handling volume during holiday (NOv-Dec) period. 

I implemented a critical fix that reduces the overall execution of data loads into other ssytems. Year end pricing updates only take 2 hrs now compared to 10 hrs. It saves plenty of ppl's time on 31Dec and 1st Jan. 

What you mentioned for PIP is also true. There is usually a % allocated for a department. Managers should use 1:1s with upper management to talk about the people in their teams and how well they are doing. Give specific examples of the good work they have done and also use departments meetings to highlight them and their work. When you do this, during PIP's Managers dont have to convince upper management about their resources. Upper mgt will look elsewhere. Of course there are always other managers who give in their resources easily.

6% is mandate 

[csrcsr]

15 minutes ago, enigmatic said:

ee pip only amazon lo kada? is that pretty common in west coast tech companies?

Now getting common anna forget about West coast , capital one in East coast tooo started

[Konebhar6]

1 minute ago, csrcsr said:

6% is mandate 

There is always scrap in every department. Managers usually ignore them for time and situations like this. Atleast 50% of the times some undeserving ppl have to go coz of politics and their personal nature (A lot of desis have personality problems. Do not know how to handle conflicts). 

most companies mandate them during recession. It usually comes from the top.

[csrcsr]

1 minute ago, Konebhar6 said:

There is always scrap in every department. Managers usually ignore them for time and situations like this. Atleast 50% of the times some undeserving ppl have to go coz of politics and their personal nature (A lot of desis have personality problems. Do not know how to handle conflicts). 

most companies mandate them during recession. It usually comes from the top.

Anna I am telling the same thing performance review is PIP based its not managers choice , you have to put bottom 6% which is not good case for managers its not desi or any one and its 360 degree feedback

[VakeelSab]

29 minutes ago, Konebhar6 said:

Its pretty much every company has it. PIP is a standard term most companies use. 

 pip ante bro

[Tellugodu]

1 hour ago, Konebhar6 said:

• Understanding processes, data flows, integrations, Who does what (RACI) and end to end business. 
• Develop relationships with your peers and your managers. Also across teams. Very useful for jobs when you need.
• Stay humble and stay loyal to an org. People who have a lot of knowledge of the processes are not easy to let go. You always have more value at an org where you stayed longer. 
• Look for newer opportunities. Darwins theory - Survival of the fittest. Follow trends and see opportunities, learn and adapt.

If ppl follow these, you dont have to worry about jobs. 

Aa jamana poindi anna. Evadu cheap ga dorikithe vadni tiskuntunaru who can get the work done with least pay demands. Abundance of labor (either immigrant or local) just will bring the pay further down and increase the competition . Every year thousands of new H1’s and millions of students on OPT/CPT, will all add up to the job seekers pool not to mention locals and the kids of first generation Indian immigrants entering IT world. All of this will give lots of barging power to companies for skilled worker force in IT industry.

[csrcsr]

1 minute ago, Tellugodu said:

Aa jamana poindi anna. Evadu cheap ga dorikithe vadni tiskuntunaru who can get the work done with least pay demands. Abundance of labor (either immigrant or local) just will bring the pay future down and increase the competition . Every year thousands of new H1’s and millions of students on OPT/CPT, will all add up to the job seekers pool not to mention locals and the kids of first generation Indian immigrants entering IT world. All of this will give lots of barging power to companies for skilled worker force in IT industry.

On top of it some muthyalu taking kick backs from vendors , companies pays the competitive rate some danger muthyalu take kick back from their associate consultancies ,

[ARYA]

2 hours ago, csrcsr said:

Supply is high,  expectations  is high no demand 

Mana paristiti ila undi

 

2 hours ago, csrcsr said:

Global ga jobs ki demand taggutunfi 

Quiet quitting, great resignation phenomenon ani kothha kothha jargon tho natakalau 10engodu , job change ayina set your expectations low ani aunty telling there is some fact to it 

 

2 hours ago, pandugadu999 said:

Wat the matter uncle

 

[Konebhar6]

16 minutes ago, Tellugodu said:

Aa jamana poindi anna. Evadu cheap ga dorikithe vadni tiskuntunaru who can get the work done with least pay demands. Abundance of labor (either immigrant or local) just will bring the pay further down and increase the competition . Every year thousands of new H1’s and millions of students on OPT/CPT, will all add up to the job seekers pool not to mention locals and the kids of first generation Indian immigrants entering IT world. All of this will give lots of barging power to companies for skilled worker force in IT industry.

Its true that orgs are trying to find ways to go cheaper. WFH has opened other avenues for them. In near term a lot of companies are trying out hiring directly in india and Europe (Hungary, Romania hot destinations for cheaper resources and ability to speak multiple languages). However in my experience (atleast in lifeSciences companies) there is a premium for ppl with knowledge on processes and end to end systems knowledge. 

I have been with same org for 15 yrs. Got plenty of growth. Time to stay or move on ?

 

[perugu_vada]

Uncle endhi e cinema stories ?? Matter in 2-3lines plz short film laga