My advice, do what you like and stick with it. The fear of being fired is real. It keeps me awake a lot. But is firing really the end of the world when I did not want the job in the first place? And if my bosses do not respect MY wishes, do I really want to work for them? Not having a job is scary but is this fear really worth trudjing to a job every day that you absolutely hate? When you could have taken a chance and obviated the problem?
There should be a compromise in your situation between you and the management. It will probably depend on how you present your side. Stay factual and level headed. Refrain from emotional statements. Spell out the plan: "Mr. Boss, I will assist you with the transition as an interim manager including searching for a new manager." Agree on an effective date for the interim manager transition -- the transition period is planned for three months. Have the boss announce the arrangement. This gives you leverage in the event that the boss does not live up to his end of the commitment. Be firm but not demanding. Never say, "I'll give you three months, or I am outta here." Remember, finding that new manager will be tough in this market. From what you describe, you have a recognized talent, maturity, and managerial capabilities. Use these skills to help you see both sides and tread that happy middle. In the absolute worst case, you find another job. I doubt you will get to the worst case. But the worst can happen, and you need to be prepared for it -- but don't make it a self-fulfilling prophecy.
Even though it may not seem like it, you are in the driver's seat. You can either give up the seat and go where management steers you, or you can start driving.
I understand your predicament. I was hired as a lead developer at a company where "development" was unknown (although they did not know that they did not know what development was) -- my fault for not being more diligent in my pre-job interview.
My objective in taking a job (I had owned my own company for five years) was to slow down, enjoy activities outside work, and to focus on new technologies. Within three months, I was CIO. How can this happen?
1) There is a person at the company that desperately wants to be the manager of the "programmers." Unfortunately, he has no business skills, poor communications (his writing is atrocious), and poor technical skills (although he does not know it). It was a choice between him or me for the position. None of the developers wanted the other person as a "boss." Therefore, I reluctantly stepped in.
2) The company was failing to deliver on projects. As arrogant as it sounds, two people at the company had the skills to turn-around the company. One, a very experienced developer and Unix guru, simply did not want the job and left the company. If I wanted to keep the company open, I was the alternate. The company needed someone who could install the methods needed to develop web applications, and I was the only one remaining with those skills (out of almost 20 developers -- kinda' scary).
In each case I made the following mistakes:
1) I was always an alternate. I did not seek or accept the promotion willingly.
2) I strayed from my original objective by allowing group commitment and company allegiance (actually feeling sorry for the owners) to cloud my judgement. It is not my company, and I need to focus on that fact.
3) I did not want to work for an idiot as my boss (this seems common in the industry so I will accept working-for-an-idiot as a possibility).
3) I needed to stand firm.
In summary, I am miserable. The management position is all that I do. Bickering, moronic project managers, sales staff with little or no technical knowledge (they know the buzz words, however), endless paperwork, endless meetings, sign-off-syndrome (where no one wants to take responsibility for an action so they pass the action up the chain to get sign-off to CYA), ever expanding and changing duties (do this; no do that; why wasn't this done), and a dwindling development staff face me every day.
My advice, do what you like and stick with it. The fear of being fired is real. It keeps me awake a lot. But is firing really the end of the world when I did not want the job in the first place? And if my bosses do not respect MY wishes, do I really want to work for them? Not having a job is scary but is this fear really worth trudjing to a job every day that you absolutely hate? When you could have taken a chance and obviated the problem?
There should be a compromise in your situation between you and the management. It will probably depend on how you present your side. Stay factual and level headed. Refrain from emotional statements. Spell out the plan: "Mr. Boss, I will assist you with the transition as an interim manager including searching for a new manager." Agree on an effective date for the interim manager transition -- the transition period is planned for three months. Have the boss announce the arrangement. This gives you leverage in the event that the boss does not live up to his end of the commitment. Be firm but not demanding. Never say, "I'll give you three months, or I am outta here." Remember, finding that new manager will be tough in this market. From what you describe, you have a recognized talent, maturity, and managerial capabilities. Use these skills to help you see both sides and tread that happy middle. In the absolute worst case, you find another job. I doubt you will get to the worst case. But the worst can happen, and you need to be prepared for it -- but don't make it a self-fulfilling prophecy.
Even though it may not seem like it, you are in the driver's seat. You can either give up the seat and go where the management steers you, or you can start driving. As hypocritical as it is for me to say it (considering I gave up the seat), I would vote for driving.
The shortage is not of programmers but of intelligent, skilled developers.
Frankly, the H1-B worker is acutely aware of what an H1-B visa means -- ***temporary*** employment and residence in the US. H1-B is not, and is not meant to be, a call for immigants. On the contrary, an H1-B worker is a misnomer. The worker does not own the visa. The employer does. As crass and unfeeling as it sounds, the nature of H1-B is made very clear to the alleged "immigrants." If the worker decides to move his or her family to the US, he or she is taking an extreme risk and must be responsible for his or her actions. It is not the responsibility of employers or real employees to accommodate the H1-B workers. H1-B workers are paid excellent wages (compare them to wages in their native countries) for the work completed. That is the only valid expectation for the worker under H1-B.
In the cases I have seen, H1-B Visa worker simply are not adequate to fulfill the real need for skilled workers -- often generating more work for already overworked real employees due to lack of skills and (frequent) language issues on the part of H1-B Visa worker. H1-B Visa workers have a vested interest in grossly inflating resumes due to the alleged ability to "immigate" to the US. Both employer and the hard working employees suffer from the importation of "knowledge" workers.
A NDA presented during the interview is a clear sign that:
1) The company has little future because the "model" they are attempting to protect is tenuous at best. It is so obvious that they must "legally" protect themselves from intelligent people.
2) The company does not trust prospective employees and probably does not trust employees in general.
3) If you need an NDA for an interview, just imagine what you will be required to sign upon an offer of employment.
4) You are seriously shortchanging your career if you sign such an agreement. No repectable employer would require such a document in an interview. Look for years of possible litigation.
I have been CEO of a technology company for five years and CIO of a current company for almost a year. I would never think of asking a prospective employee to sign an NDA. Employees are intelligent and must be trusted. NDAs are simply excuses for poor business models -- and believe me, there are plenty of poor models out there. I would seriously consider NOT interviewing if the company produces an NDA. If you must interview, tell the emplkoyer that you will have your attorney review the NDA. ALSO, HAVE YOUR ATTORNEY DRAFT YOUR OWN AGREEMENT PROTECTING YOU FROM EMPLOPYERS RIPPING OFF YOUR PRIOR EXPERIENCE. This is becoming more of a problem as employers attempt to lock employees into virtual servitiude.
Slashdot Mirror
My advice, do what you like and stick with it. The fear of being fired is real. It keeps me awake a lot. But is firing really the end of the world when I did not want the job in the first place? And if my bosses do not respect MY wishes, do I really want to work for them? Not having a job is scary but is this fear really worth trudjing to a job every day that you absolutely hate? When you could have taken a chance and obviated the problem?
There should be a compromise in your situation between you and the management. It will probably depend on how you present your side. Stay factual and level headed. Refrain from emotional statements. Spell out the plan: "Mr. Boss, I will assist you with the transition as an interim manager including searching for a new manager." Agree on an effective date for the interim manager transition -- the transition period is planned for three months. Have the boss announce the arrangement. This gives you leverage in the event that the boss does not live up to his end of the commitment. Be firm but not demanding. Never say, "I'll give you three months, or I am outta here." Remember, finding that new manager will be tough in this market. From what you describe, you have a recognized talent, maturity, and managerial capabilities. Use these skills to help you see both sides and tread that happy middle. In the absolute worst case, you find another job. I doubt you will get to the worst case. But the worst can happen, and you need to be prepared for it -- but don't make it a self-fulfilling prophecy.
Even though it may not seem like it, you are in the driver's seat. You can either give up the seat and go where management steers you, or you can start driving.
I understand your predicament. I was hired as a lead developer at a company where "development" was unknown (although they did not know that they did not know what development was) -- my fault for not being more diligent in my pre-job interview.
My objective in taking a job (I had owned my own company for five years) was to slow down, enjoy activities outside work, and to focus on new technologies. Within three months, I was CIO. How can this happen?
1) There is a person at the company that desperately wants to be the manager of the "programmers." Unfortunately, he has no business skills, poor communications (his writing is atrocious), and poor technical skills (although he does not know it). It was a choice between him or me for the position. None of the developers wanted the other person as a "boss." Therefore, I reluctantly stepped in.
2) The company was failing to deliver on projects. As arrogant as it sounds, two people at the company had the skills to turn-around the company. One, a very experienced developer and Unix guru, simply did not want the job and left the company. If I wanted to keep the company open, I was the alternate. The company needed someone who could install the methods needed to develop web applications, and I was the only one remaining with those skills (out of almost 20 developers -- kinda' scary).
In each case I made the following mistakes:
1) I was always an alternate. I did not seek or accept the promotion willingly.
2) I strayed from my original objective by allowing group commitment and company allegiance (actually feeling sorry for the owners) to cloud my judgement. It is not my company, and I need to focus on that fact.
3) I did not want to work for an idiot as my boss (this seems common in the industry so I will accept working-for-an-idiot as a possibility).
3) I needed to stand firm.
In summary, I am miserable. The management position is all that I do. Bickering, moronic project managers, sales staff with little or no technical knowledge (they know the buzz words, however), endless paperwork, endless meetings, sign-off-syndrome (where no one wants to take responsibility for an action so they pass the action up the chain to get sign-off to CYA), ever expanding and changing duties (do this; no do that; why wasn't this done), and a dwindling development staff face me every day.
My advice, do what you like and stick with it. The fear of being fired is real. It keeps me awake a lot. But is firing really the end of the world when I did not want the job in the first place? And if my bosses do not respect MY wishes, do I really want to work for them? Not having a job is scary but is this fear really worth trudjing to a job every day that you absolutely hate? When you could have taken a chance and obviated the problem?
There should be a compromise in your situation between you and the management. It will probably depend on how you present your side. Stay factual and level headed. Refrain from emotional statements. Spell out the plan: "Mr. Boss, I will assist you with the transition as an interim manager including searching for a new manager." Agree on an effective date for the interim manager transition -- the transition period is planned for three months. Have the boss announce the arrangement. This gives you leverage in the event that the boss does not live up to his end of the commitment. Be firm but not demanding. Never say, "I'll give you three months, or I am outta here." Remember, finding that new manager will be tough in this market. From what you describe, you have a recognized talent, maturity, and managerial capabilities. Use these skills to help you see both sides and tread that happy middle. In the absolute worst case, you find another job. I doubt you will get to the worst case. But the worst can happen, and you need to be prepared for it -- but don't make it a self-fulfilling prophecy.
Even though it may not seem like it, you are in the driver's seat. You can either give up the seat and go where the management steers you, or you can start driving. As hypocritical as it is for me to say it (considering I gave up the seat), I would vote for driving.
Just some thoughts.
The shortage is not of programmers but of intelligent, skilled developers. Frankly, the H1-B worker is acutely aware of what an H1-B visa means -- ***temporary*** employment and residence in the US. H1-B is not, and is not meant to be, a call for immigants. On the contrary, an H1-B worker is a misnomer. The worker does not own the visa. The employer does. As crass and unfeeling as it sounds, the nature of H1-B is made very clear to the alleged "immigrants." If the worker decides to move his or her family to the US, he or she is taking an extreme risk and must be responsible for his or her actions. It is not the responsibility of employers or real employees to accommodate the H1-B workers. H1-B workers are paid excellent wages (compare them to wages in their native countries) for the work completed. That is the only valid expectation for the worker under H1-B. In the cases I have seen, H1-B Visa worker simply are not adequate to fulfill the real need for skilled workers -- often generating more work for already overworked real employees due to lack of skills and (frequent) language issues on the part of H1-B Visa worker. H1-B Visa workers have a vested interest in grossly inflating resumes due to the alleged ability to "immigate" to the US. Both employer and the hard working employees suffer from the importation of "knowledge" workers.
A NDA presented during the interview is a clear sign that:
1) The company has little future because the "model" they are attempting to protect is tenuous at best. It is so obvious that they must "legally" protect themselves from intelligent people.
2) The company does not trust prospective employees and probably does not trust employees in general.
3) If you need an NDA for an interview, just imagine what you will be required to sign upon an offer of employment.
4) You are seriously shortchanging your career if you sign such an agreement. No repectable employer would require such a document in an interview. Look for years of possible litigation.
I have been CEO of a technology company for five years and CIO of a current company for almost a year. I would never think of asking a prospective employee to sign an NDA. Employees are intelligent and must be trusted. NDAs are simply excuses for poor business models -- and believe me, there are plenty of poor models out there. I would seriously consider NOT interviewing if the company produces an NDA. If you must interview, tell the emplkoyer that you will have your attorney review the NDA. ALSO, HAVE YOUR ATTORNEY DRAFT YOUR OWN AGREEMENT PROTECTING YOU FROM EMPLOPYERS RIPPING OFF YOUR PRIOR EXPERIENCE. This is becoming more of a problem as employers attempt to lock employees into virtual servitiude.