When you're interviewing, when should you talk about salary? And how?Some events for your consideration: Download this episode Discarded titles: Talking Tenners, Discussing Dollars, Discussing Dead Presidents, Chatting About Cash, Chatting Cheddar, Jabbering About Jacksons, Questioning Quid, Wondering About Your Wad (eww), Speaking Sawbucks, Speaking Shekels, Speaking About Stacks...and so many more. See what we do for you?
I've been fired from my last 5 jobs, 3 of which have been in the last 9 months. Now I'm getting to the last point in interviews (3rd and at the end they really want to give me an offer letter) and not heard anything from potential offers since. Including silence when I've tried contacting them via email. The reasons for my firings were as follows:Fun facts from this episode:
None of these companies will tell me what's going on or give me anything to work on and improve upon. Do you have any advice? Please.....I don't know what to do or how to improve.
- In the role of a Software Engineer: I got fired after 3 months for not learning fast enough.
- In my next role as a Software Engineer at a small business: I got fired after my 30 day review in which my manager gave me glowing praise
- In my next role as a Software Engineer: I got fired after working there close to 3 years. When asked why I was told, verbatim, "We are exercising our right as an at-will employer not to tell you"
- In my next role, as a Lead Software Engineer and Project Manager at another small business: I got fired . This one I know why, I didn't get along with the CEO's micromanagement and working remote. I was set up for failure too many times
- In my most recent role as a Scrum Master at a medium sized company: I got fired close to my 3 months. I was again given glowing praise and minor feedback on my 30 day review.
I have a person working with me that is a friend. She's a great friend but a terrible employee that is hurting my business. My question is this: how do you fire a friend while maintaining the friendship?And boy do we have a treat for you...Dawn's daughter in a turkey hat! Love you, T! :)
My current position has a manager title, but I have no direct reports. However, I am expected to lead others who do not report to me. What's the best way to lead people that you don't have direct authority over?This seemed appropriate!
At a previous job, I had an employee transfer from another group to mine. In chatting with her it became clear that the reason that she moved groups was because she'd been sexually harassed by her previous manager. She'd reported it to HR and their solution was a warning to the manager and moving the engineer to another group (mine). I'm really bothered by this, both by my peer and the company's reaction. How do I continue to work and collaborate with a peer that I've not only lost respect for, but that has done something I'm pretty disgusted by and angry with (and gotten away with it)?With special guest Mike Eaton helping us answer questions and talking about Kalamazoo X (Saturday, April 21 in Kalamazoo, MI. Be there!)
At what point is it appropriate to interrupt a manager's meeting and inform him that he's wasting everybody's time? Right now, I am sitting with 18 people gathered in a big conference room and the manager is going through his spreadsheet of projects to get updates from each person. He's spending about 10-15 min per person. First, we are NOT going to get through this list today. Second, this is a colossal waste of everybody's time. How do you go about giving that sort of feedback to your manager and how do you deal with time-waste meetings?As promised...Zoey...
I'm a leader and my manager isn't helping us get better. He keeps having leaders under him stop being leader because they can't learn how. I'm new. I want to learn. How do I learn if my leader can't teach?Also mentioned during this podcast: Kalamazoo X conference on April 21st, 2018...go to there! Download this episode