![]() Interviewed the 4 teammates and 2 supervisors familiar with the situation.Ĥ. Read through every piece of Slack and Github communication between you and the teammate.ģ. I called you immediately after hearing about the situation to get a better understanding of your perspective.Ģ. If you're interviewing with them, ask managers about their conflict resolution strategies and how they've handled interpersonal conflict in the past.Īs CEO, I see it as my utmost responsibility to make sure everyone on my team is treated with respect, kindness, and fairness.īelow are the steps I personally took upon learning of your concern and subsequent departure:ġ. That's not necessarily bad depending on what you're looking for. There's little room for career growth here. If you're a developer, get ready to lay down and let someone steamroll you, without incident if you're lucky. There are a lot of people who are very happy working here. This company could be a lot more agile (lowercase a) than they are. Every other company I've worked for has been grateful when I come in and increase code coverage for them. I got berated for writing unit tests for this before we could spend weeks deciding how to write unit tests (unit tests!). They went to production on a new product with no unit tests beyond a few snapshot tests. The other half is analysis paralysis- spending weeks deciding on the simplest of paths or paradigms based on developer whims, then spending hours documenting everything. Half of it is due to someone who had no business architecting it doing so in the past. My one-on-ones with my manager were not places to give and receive constructive feedback- they were simply an hour to spend vaguely talking about what I was working on. For a company allegedly built on "doing what's right," it's pretty disappointing to hear they'd rather do what's right financially for the company. I became aware after I had resigned that the CEO said she was "going to do what's right for the company since he's gone now"- which means keeping this person employed with basically no reprimand or consequence. So, I took the other opportunity and quit. I knew at that point that there would be no room for a healthy working relationship with this person. My manager was basically just awkward about it and tried to tiptoe around any meaningful action. There is no neutral third party to handle interpersonal conflict. I even tried reaching out to this person over the weeks to calmly resolve the situation, an olive branch which was explained to everyone as "harassment." ![]() ![]() There was even no expression that openly berating your colleagues on a call isn't acceptable. It became pretty clear that my manager had zero conflict resolution training. One person on the call described it as a "meltdown like a five year old"- all boiling down basically to me having plain technical disagreements with this person. By the third week I had been openly berated by this colleague for imagined infractions that never actually happened, on a call with all of my teammates AND my manager. ![]() ![]() Until they happen every week, multiple times. Being new, I didn't want to make a big stink about it- and bad days happen. Within the first week of employment I was being aggressively argued with and berated by a colleague (in full view of my manager). To say that I was let down is an understatement. In fact, I turned down a dueling opportunity that was a safe bet (and paid more!) in order to take this gig because of this. I was extremely excited to work at this company because of their values and mission. ![]()
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