My boss says I need to work on things with more visibility rather than the stuff I am because its to operations like and not enough high profile dev project wise. Will it get more visibility if I just let stuff die before working on know timebombs???
Comment on Forget ‘quiet quitting’ — ‘loud laborers’ are killing workplace morale. Here’s how to spot them
Echo71Niner@kbin.social 10 months ago
Seeking recognition through self-promotion rather than productivity is a North American standard at this point.
HubertManne@kbin.social 10 months ago
Skyler@kbin.social 10 months ago
Will it get more visibility if I just let stuff die before working on know timebombs???
Frankly, yes. Solving an artificial crisis will get you way further in your career than preventing the crisis from having happened in the first place.
jubilationtcornpone@sh.itjust.works 10 months ago
We all know people like this. The ones who are all talk and no action and will throw anyone under the bus in a heartbeat if they think it will help them climb the corporate ladder. On the other hand though, the general state of corporate governance is so poor and leadership skills so often lacking that you almost have to pat yourself on the back a little if you want to get anywhere.
Of all the bosses I’ve had, I can think of exactly two who were actually good at their jobs because they actually knew what they were doing and valued their employees. And neither of those people got the recognition they deserved.
My little window into the life of corporate America has witnessed an overwhelming amount of mediocrity and glaring failures simply because the guy who talks big often gets the promotion when in reality they don’t know shit about fuck and the cycle of incompetence is self-perpetuating.
Captain_Shakespeare@reddthat.com 10 months ago
The only way I get the equipment or maintenence time that I need to do my job efficiently is if I make my immediate superiors strategically miserable on occasion. If I did what the article insists is the ideal, I’d be doomed to silently perform the same temporary, time-wasting fixes every week forever.
You can’t count on your work to ‘speak for itself’ if the company isn’t specifically examining your contributions in the first place. They will happily presume that your work is exactly interchangeable with everyone else’s because most middle managers aren’t experts at data collection and analysis and don’t spend 8 hours a day seeing what floor workers do.
It’s even worse if they’re an outside hire, with potentially no relevant experience to compare it to. I swear companies do this on purpose to avoid elevating people with institutional knowledge and any sense of ownership in their area of expertise: they might end up accidentally paying someone what they’re worth.