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They are fucking, aren’t they?
Marcus gives the best bjs
Feels like the scene from The Other Guys about how you’re valuable for doing the work we don’t want to
From https://www.wikihow.com/Quiet-Quit#How-to-Quiet-Quit-Your-Job-.28Without-Getting-Fired.29)
How to Quiet Quit Your Job (Without Getting Fired)
- Step 1 Stop doing any tasks that aren’t in your job description.
- Step 2 Stop showing up early to work and only arrive on time.
- Step 3 Stop staying late in the office and leave on time.
- Step 4 Refuse office communications outside of working hours.
- Step 5 Don’t take work home with you.
- Step 6 Don’t attend non-mandatory meetings or social work functions.
My opinion, only quit if you a) can do those things and b) want to extract value aside from money during the time you spend working.
I already do all of those. I’m not looking to quit, I’m just not going to do work I’m not being compensated for.
If I quit, and the boss man is like “you can’t quit, you’re fired!” I’d be like “woohoo! unemployment!” which I wasnt gonna get by quitting.
Edit: I missed the quiet part. Still gonna leave this here tho.
This feels fake. I could be wrong and hope I am.
No manager competent enough to write that well is going to put anything like that down in writing. Totally fake.
I worked for an IT manager who fired me after I pointed out that he was scammed for buying a 6 pack 1TB flash drives from Amazon for $40.
He wrote an email saying I was a jerk for delegitimizing his authority which I took to HR and was fired the next day “for not being a good culture fit” and was paid to be under a nondisclosure for half a year.
I am like Mulder, I believe the morons are out there.
Good reminder not to trust HR.
It actually sounds like ChatGPT, so…
Yep. This would never ever be an email. It’ll be a in-person meeting.
Why? It leaves a paper trial, and it’s written too “smart”.
I have broken some HR policies before - real stupid ones (like using the bathroom too much or something ridiculous) and had “the meeting”.
But when I ask them to give me a written version of the issues after the meeting, it’s always vague and points to line items in the handbook.
There’s people at Amazon that thought an AI only phone is a good idea
That was one of my first thoughts too, but I’m not sure that’s a sign of it being fake.
The whole thing is curious but I’d need more detail to make a confident statement.
There ARE a lot of incompetent managers out there though …
It’s an AI written justification.
Could still be fake, but there are absolutely people that are this stupid and use chatgpt.
It doesn’t read like it’s generated, but I’m not really that savvy on these things
Find another job, get a start date, call out first day of new job, if you like new job quit old next morning. They don’t deserve any notice. Simple.
Do the minimum and go around the office socializing. If they complain, show them the email and tell them you’re working on the metrics they care about the most.
“You’re a mule and we will work you as hard as you let us. Quit if you don’t like how we run things.”
It’s been my experience and advice that you should never negotiate your pay by arguing that others get paid more, or equal, or whatever. Same for external factors like inflation, cost of living ect. You can think that internally, and base your target on that, just don’t bring it up in negotiations because it’s a weak argument and signals that you’re chasing parity relative to some external factor.
IMO you should pick a target that genuinely makes you feel is fair to you, and pursue that in your negotiation, arguing that that’s what you feel is fair for your experience and time.
Quit
“What is it you’d say you do here?”
“I’m a vibes person! I deal with vibes!”
That sounds like a bit of a jump to conclusions
that reply is all you need, time to start looking for something else
I don’t understand the stance in this thread.
I hear so many workplace horror stories about new management coming in and firing low output people without understanding that they contribute positively to morale and increasing everyone else’s output. But when that role is acknowledged, it’s suddenly time for a lawsuit and finding a new job?
Both situations if incorrectly handled are a problem.
Being good for morale is definitely a good thing. However if that is the main thing someone brings to the table and their work performance is otherwise noticeably lower, then it’s on management to manage the person. The other side of it that I have personally seen is that while their work output may be lower, they produce better quality/detailed work as well (but not always, just playing devils advocate).
Being the hard worker producing a lot of output is also generally a good thing, but only if the quality of your work does not suffer and they are not achieving it by overloading/burning out. OK you’ve done 4x as much work as Bob. But only because half of that was you then having to re-do the work due to errors, missed requirements, etc. Once again, just an example/playing devils advocate as to why more output is not always better.
I’m in the Netherlands, work culture may differ.
So poorly worded. This company should have a better answer to this question, or not engage with the question at all. Comparing compensation is difficult. It isn’t just about how much you do.
Not everybody is a factory line worker where you can simply measure the daily widget output. I’ve been a manager in high tech companies, and people often wildly misjudge their own ability and how they contribute to a broader structural problem in the company. The work is more than daily widget output and doing what you’re told. I also need creativity, pushing back on colleagues, human care, commercial insight, among many aspects of your job. Don’t reduce yourself to your output.
This can’t be real. Who would write this down? This sounds like an easy lawsuit.
Obviously. No corporation would openly justify one employees compensation over another’s, or even consider writing it in an email. They would just say that how another employees compensation is calculated is private, and will not be discussed.
And if they did, saying “We let Marcus get away with everything because he’s a righteous dude, but you better get back to work” is never going to fly at any level - morale, management, legal, etc.
