More likely, I wasn’t paying attention and needed a minute to get it together.
Or “I was keeping my options open in case I didn’t feel like talking to someone in particular”
Or “Those beans I had for lunch are really doing a number on me”
Frank, you’re on mute = your lips are moving, so turn off your camera if you’re swearing at us, or unmute and say something meaningful
“Can we make this a quick win?” = “we need something to justify having spent tens of thousands of dollars on consultants to tell us how to do something efficiently, which we should have been doing already and have been told a number of times about in the past, but we’ve decided it would be better to continue wasting time and productivity doing as inefficiently as possible.”
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https://openai.com/blog/openai-announces-leadership-transition
which concluded that he was not consistently candid in his communications with the board
That’s a lot of words when you can just call someone a liar instead
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“Compensation has decreased and we are looking to keep employees engaged in other ways” = Not giving out large raises but we still need you to work hard
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We’re a family!!!
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So if you get 110% of whatever you’re getting you work hard, but if you get 103% of what you’re getting, you don’t? My “working hard” is typically more than just a 7% difference from my “coasting”. My “coasting” is worth about 75% of “working hard”.
So if someone who reported to me went from “working hard” to “coasting” because of a 7% difference in salary, I probably would have some thoughts about whether they are a useful employee to begin with. Unless of course you’re a super-high-performer and your coasting is equivalent to someone else working hard. Then … go ahead. Coast.
Perhaps you meant that you would just work 7% less hard in the above scenario.
I’d like to get 100% of what I’ve earned, and if I work hard enough to earn more I’d like to get recognized for that.
If someone I reported to told me, after I’d accomplished a couple things and done work that other departments lauded and said had great value to them, “yeah, you’re not getting an extra 7% for your accomplishment or anything else you’ve done this year” and followed that with "“you’re not getting promoted for your accomplishment, you’re already over the top of your pay band in this role and we need to keep expenses down, if anything I’d cut your salary down to under the top of the band but HR has told me I can’t do that” and concluded it with “you’re not getting a bonus this year, you don’t deserve it,” … I don’t think there’s any question as to whether the person I report to considers me a useful employee to begin with, and I’m sure I’ll be working at least 7% less hard in that scenario while I look for another position elsewhere knowing even if I stay and work hard, it’s not going to be recognized in any way.
Hypothetically speaking, of course.
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I can relate to that. Hypothetically, of course.
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That “employee” would vote with his feet.
And then you’re down one body with twice the workload.
Bickering over 7% is beyond silly. It costs 20-25% of the persons salary just to recruit a new person.
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If we’re talking you reduced my salary by 7% or a raise of 7% was seriously dangled in front of me, I performed well, and got 0%… yeah, I’d coast while I job hunt. I’d work, at least 7% less hard.
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Is that business speak for 50% less?
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Here’s one, based on a recent email from the dept AVP.
Employee X has “decided to return to the world of consulting”
In other words, Employee X wants to make more money.
“Level set”
I am asking BTW - WTF does this mean?
I told someone today that what they had done with some assumptions was ‘not appropriate.’ Which I hope was a polite but firm way of saying they need to pull their finger out of their ass.