I'm disappointed I never got to do a full deep dive into the last thread. I'll make sure to remember to save the new thread every 15 minutes this go around. Soup to nuts, I think this could be the best thread on TMB.
Listen, I think you've got some good stuff going here. Let's circle back and reengage tomorrow after some independent brainstorming.
Well, it was my idea, so you're probably right. Nevertheless, I'd say we're all aligned here and there's no need to run it up the flagpole. We're dialed in.
I'd have given you props and put the aces in their places, but it was a firedrill trying to find that old thread.
It's not necessarily PC or work-appropriate, but the first time I heard someone say "We need time to get our poop in a group," I almost died laughing.
My favorite work acronym is P.T.P which stands for Paid To Poop. Its the time after lunch when i use the restroom and TMB.
We need to run the traps and engage the C-Suite, but our methodologies seem to be properly aligned with the pragmatic ideologies of future state processes.
Thanks for bringing this thread back. Best, Wayne (Anyone that finishes emails with Best, I wanna punch in the face!)
I'll be happy to get the right guys teed up, in case someone feels this thread need more support. Pinning threads is above my paygrade, however. Irregardless, I see some solid brain trust being employed thus far. Proceed! Thanks!
I have heard "operating rhythm" about a thousand times the last few weeks and still have no idea wtf that's even supposed to mean. It's our forecast, because our forecast is different from our plan which is different from what we budget. I put together a separate forecast from operating rhythm that's much closer to actuals, yet they keep tellling me to use "operating rhythm" for some reason and still don't full understand why really -- I think it's because we've already showed it to others so we want to keep it less accurate? How fucking corporate is that? I can't stand it, it's infuriating.
Please just make sure you're staying in your swim lane. The last thing we need with this project is to cross workstreams.
All, We really need to coordinate this meeting to perfection Bill - I need the PowerPoint uploaded to box by 3 Terry - Be prepared to speak on the items we discussed yesterday Jim - Make sure the the conference rooms are IT ready Let's all put forth high quality individual efforts to execute this meeting perfectly. Thanks! Faggot President
I just got bitched out by my boss Because I notified the secretary and my co-worker that I had a dentist appointment -- but I didn't notify her. Apparently that is against THE RULES and I will be punished for it. What she doesn't know is that I'm giving my notice today that I've taken a new job.
Full disclosure on this, team, I'm going to need us to scope the metrics to ensure we are in line with the corporate vision.
You should wait until after she punishes you to relay that info to her and sit there with a huge smug grin.
the really amusing part is that i built this complex intra-organizational utility billing system in Python, which brings in 100% of my organization's $8 million / year in revenue i've been running the system by myself for so long (8 years) that they just assume i'll never leave, and keep bypassing me for promotions in favor of older, non-technical "people managers." now that system is the responsibility of 2 women who have been exaggerating their technical skills, and are about to find out how little they know about programming and information systems design. my smugness is off the charts right now.
We literally have a work plan called WorkSmart that is supposed to make our engagements run more efficiently. This is my third year with the firm. I still have no idea what the fuck it involves nor do I care.
i can help you get started. are you looking to do scripting? web app development? desktop software development? statistical analysis?
Wayne, Please find attached for your review [the final figures for the MHA account]. If you have any questions or concerns, please do not hesitate to contact me. Thank you. Best, CP 99% of the work emails I send, the only thing that changes is the content of the brackets
like data cleaning/analysis/stat analysis its used in healthcare IT here. I am currently reading 'Learn Python The Hard Way' and doing the lessons in the book. I think I am getting the hang of it. It's a really powerful programming language
in that case you probably want to be using NumPy http://www.numpy.org/ https://en.wikipedia.org/wiki/NumPy "Learning Python the Hard Way" is popular for new programmers learning python, but it's kind of... boring. I personally prefer to dive in head-first with a practical task.
We don't want to get too into the weeds with our concept guys. Let's keep it high level and present with broad strokes. We want this to be something that they will be excited about as they leave. Kind Regards, Some Jerk
you may also want to check out google's python offerings. they have google app engine, which i use extensively, and is excellent for designing data-driven web apps. https://cloud.google.com/appengine/docs/python/gettingstartedpython27/introduction and google compute engine, which i've never used, and looks pretty intimidating, but is supposed to be cutting-edge in terms of analyzing large datasets. https://cloud.google.com/compute/docs/overview https://cloud.google.com/compute/docs/ https://cloud.google.com/compute/docs/tutorials/python-guide
Yeah... Wow. People are clueless. This seems either baby boomer, micro manager, and/or guardians (from Keirsey test). I hate to work with all 3. Triple whammy. for quitting... Morons that are old school in the way they manage need to be fucked with, because having people quit who are under you is never good.
This type of stuff just blows my mind. Does her boss make her do the same thing? Is she just socially clueless? Do the people above her condone it? Maybe I'm just naive to how many people are terrible managers. In no way is my company perfect, but I'm happy they don't treat us like we're 12.
the part where she has to notify her direct supervisor if she's taking sick or vacation time -- yes. all the other stuff, no. no she's just engaging in excessive levels of ass-covering at my expense they don't really care. they seem to think that it isn't their problem. which, honestly, is a long-running complaint i've had. they're reasonable people but they simply will not stand up for their employees under any circumstances. Or, as they say in our organization (and in the spirit of the thread) they refuse to "go to bat for us"
Oh, I just got this GREAT email Over the last few years the organization has been trying to align our work efforts with those leadership attributes that are considered to be high performing. As a part of this process, the Future City Team identified key characteristics of high performing organizations. The characteristics they identified were grouped according to common themes and then defined as value statements. The value statements were defined and the result of this work became our <City Name> Leadership Creed. A few months ago you were asked to complete a survey designed to measure the organization against the proposed value statements. Thanks to all those employees who took time to provide their feedback. The results of this survey are available here. Over the next few weeks, I would ask that each of you read the leadership creed and review the survey results. If you are a supervisor, I encourage you to discuss these results with your staff and identify examples of how these value statements are demonstrated, or ideas for improvement. As always, thank you for the work you do for our community. City of <City Name> Leadership Creed: In keeping with a high performance philosophy we recognize that leadership in our organization takes place at all levels and across all departments. Notwithstanding this belief employees in positions of formal leadership should in all situations foster a work environment that encourages individual greatness and establishes a benchmark for continuous improvement.
At the end of the day Back to the drawing board Hit the ground running Get the ball rolling Low-hanging fruit Throw under the bus Think outside the box Let's touch base Get my manager's blessing It's on my radar Ping me I don't have the bandwidth No brainer Par for the course Bang for your buck Synergy Move the goal post Apples to apples Win-win Circle back around All hands on deck Take this offline Drill-down Elephant in the room On my plate
Welp... Got an email at 230 from one of our directors at 230AM this morning asking for a PPT deck asap.
Perfectly ok to also formally complain to HR about that bullshit. Pretty sure none of that crap would have been in your job description or employee handbook and could've been a fun talk with a labor lawyer, what with it creating a hostile work environment and harassment, etc.
I considered that... but HR won't do anything about it. I actually had a supervisor a few years back, who everyone hated. Me and a colleague complained up the line about some of his behavior, and the result? WE were sent to personnel training on "How to deal with difficult people." He got upset that we "ratted" on him. The whole thing backfired on us. Eventually he was fired for unrelated problems. (Coming in to work drunk.) We actually had an employee in my department quit last month, because her supervisor was out of control. The list of egregious behavior was long, but in particular, her supervisor would go through her desk, snooping through her belongings, whenever the employee was out. HR was notified about this during the exit interview, allegedly "horrified" at the supervisors behavior, but there were zero consequences for the supervisor. In fact that same supervisor is being given expanded supervisory roles now. As a general practice, the HR department and department heads each have their own rulebook that is about 20 pages long. Some of the city-wide rules even contradict the department-level rules. But the end result is that everyone is breaking some kind of rule on a daily basis. The effect is that the upper-level management gets to selectively enforce the rules based on who they like, and who they don't like. Also: One of the "big wigs", who has about 300-400 employees underneath him, and writes one of those 20-page rulebooks governing every aspect of employee conduct, keeps a bottle of Jack Daniels under his desk. But he'll write you up for the smallest violation. That gives you an idea of the environment around here.