@suuuoppp: To stop the speculation and DM's I am receiving. I chose to quit my role at LTT because it, and the working environment I was facing, were ruining my mental health. The number of daily items...…
If you are in a similar situation… remember that you don’t have to say “yes” to everything at work! It’s the professional thing to say “no” when it’s appropriate instead of overworking yourself and lowering the quality of your work.
If my workload means I consistently have to put in more than 8 hours a day, it’s my responsibility to report that. I have a contract for 40 hours a week, I’m not a slave.
Maybe this is the socialist European in me, but I can’t believe that. Without a contract, the employer isn’t obligated to pay you at all and you’re not obligated to work.
Even if it’s just sealed with a handshake, there is a legal framework for both parties. If you just treat it all like an EULA and say whatever, just let me work for you and it’ll work out, then that’s your problem.
Employment contracts in the US are quite rare. 49 out of 50 state are at-will employment (Montana being the exception), so they can fire you for any or no reason, excluding a small list of illegal reasons.
Then I’ll start looking for another job… What kind of absolute dead end jobs are you guys working, that you have to be completely spineless? No wonder that conditions are getting worse and worse.
It is your duty to at least state how much work you already have and let the boss decide what to do.
I had a boss who acknowledged it and told me that it’s fine if i’m not too accurate for couple of things.
Not saying anything, burning out and just delivering shit work non-stop isn’t going to help either you or the employee,
your job is to do your best and your boss has to figure out the rest.
Although i have to say i quit that job, because doing half-assed work is nothing which fulfills me.
I didn’t say she didn’t do any of that, considering her story, it wasn’t just the workload, nothing to gain from an environment this toxic.
If you have any legal grounds to stand on, use it.
I think it’s kinda weird there is not one proof of it happening yet, not a recording or anyone talking for or against it, we’ll see how things turn out.
Idk, that’s a very core part of our company’s culture.
I’m a SWE at a manufacturing company, so I’m certainly in a privileged group. However, the whole company has been pushing the narrative of empowering individuals to say no (i.e. the andon cord at Toyota). And given how frequently it’s brought up in company emails (esp. in incident analysis communications), I have reason to believe it’s actually being done at the plants. Our company’s #1 stated priority is safety (due to the nature of the products we produce), and saying “no” is a huge part of that. We as SWEs have complete power to say “no” (we make our own estimations for work), and I believe our manufacturing workers have a similar ability to manage their workload.
If I’m understanding the concern (and this is me doing my own interpretation, so please tell me if I’m wrong here) is that she did not have the support needed to do so. At a normal company, a social media manager would be backed by a team that prepares professional videos / images / maybe even copy for use in marketing. Stuff like press releases and whatnot would be orchestrated and well planned to ensure the message comes across as needed.
From what I read, her language implies to me that she was expected to be a one-woman production line with all of the added responsibilities of a team. At least if you want to have the production quality that I think LMG would expect for their socials.
If you are in a similar situation… remember that you don’t have to say “yes” to everything at work! It’s the professional thing to say “no” when it’s appropriate instead of overworking yourself and lowering the quality of your work.
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If my workload means I consistently have to put in more than 8 hours a day, it’s my responsibility to report that. I have a contract for 40 hours a week, I’m not a slave.
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I mean… Yes there is? The law?
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So do you believe contracts in the US are unenforceable, or…?
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Maybe this is the socialist European in me, but I can’t believe that. Without a contract, the employer isn’t obligated to pay you at all and you’re not obligated to work. Even if it’s just sealed with a handshake, there is a legal framework for both parties. If you just treat it all like an EULA and say whatever, just let me work for you and it’ll work out, then that’s your problem.
Employment contracts in the US are quite rare. 49 out of 50 state are at-will employment (Montana being the exception), so they can fire you for any or no reason, excluding a small list of illegal reasons.
Then I’ll start looking for another job… What kind of absolute dead end jobs are you guys working, that you have to be completely spineless? No wonder that conditions are getting worse and worse.
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A lot of folks here haven’t actually entered the real world yet.
A lot of folks are also missing a backbone.
It is your duty to at least state how much work you already have and let the boss decide what to do.
I had a boss who acknowledged it and told me that it’s fine if i’m not too accurate for couple of things.
Not saying anything, burning out and just delivering shit work non-stop isn’t going to help either you or the employee, your job is to do your best and your boss has to figure out the rest.
Although i have to say i quit that job, because doing half-assed work is nothing which fulfills me.
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I didn’t say she didn’t do any of that, considering her story, it wasn’t just the workload, nothing to gain from an environment this toxic. If you have any legal grounds to stand on, use it.
I think it’s kinda weird there is not one proof of it happening yet, not a recording or anyone talking for or against it, we’ll see how things turn out.
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Idk, that’s a very core part of our company’s culture.
I’m a SWE at a manufacturing company, so I’m certainly in a privileged group. However, the whole company has been pushing the narrative of empowering individuals to say no (i.e. the andon cord at Toyota). And given how frequently it’s brought up in company emails (esp. in incident analysis communications), I have reason to believe it’s actually being done at the plants. Our company’s #1 stated priority is safety (due to the nature of the products we produce), and saying “no” is a huge part of that. We as SWEs have complete power to say “no” (we make our own estimations for work), and I believe our manufacturing workers have a similar ability to manage their workload.
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If I’m understanding the concern (and this is me doing my own interpretation, so please tell me if I’m wrong here) is that she did not have the support needed to do so. At a normal company, a social media manager would be backed by a team that prepares professional videos / images / maybe even copy for use in marketing. Stuff like press releases and whatnot would be orchestrated and well planned to ensure the message comes across as needed.
From what I read, her language implies to me that she was expected to be a one-woman production line with all of the added responsibilities of a team. At least if you want to have the production quality that I think LMG would expect for their socials.
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They have a team now for the same work she was doing alone…