This Business and Moment...

rypt said:
Another week, still no news / updates
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Today was finally the day! more than a month after the panel interview.

I was formally offered and accepted the internal role - but with a twist...
I am going to do the new Team Lead role from London, with the option to move to the US.
I was strongly encouraged that it would be good for my career to move to the US, but that is not a pre-requisite for me accepting the new role.

The new role is a decent salary increase, so it feels like a win-win for me currently.


Have to say - I'm not entirely sure what to make of being able to do it from London. I was fully prepared to need to move to US.

I have a feeling this is due to some other recent headcount and org structure developments - as this never came up during other discussions, and in fact I was asked in the interviews to confirm that I understood this was a US based role, and that I was willing to relocate.

Interestingly what hasn't been worked out as yet ... is the new org structure, changes to my reporting line, will the team report to me, etc.

I would still like to push to move, but happier that this can now be done on my own timeframes. I'm thinking that ideally I'd move in March of next year...
It also gives me an opportunity to further discuss the salary when we £->$ conversation occurs for the move.
 
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So my archnemisis has decided to leave and join one of our customer senior teams.

So basically he’s running before some difficult questions get asked as part of deployment. In reflection it is beneficial but given attitudes/politics it will end up finger pointing.


Happy for him but he’s being promoted to early - he’s explicity stated he’a not interested in people or money as part of his role.. yet he’s headed to a head of role…

He will also be our customer, so I’m expecting him to simply escalate repeatedly. Should be fun.
 
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rypt said:
Today was finally the day! more than a month after the panel interview.

I was formally offered and accepted the internal role - but with a twist...
I am going to do the new Team Lead role from London, with the option to move to the US.
I was strongly encouraged that it would be good for my career to move to the US, but that is not a pre-requisite for me accepting the new role.

The new role is a decent salary increase, so it feels like a win-win for me currently.


Have to say - I'm not entirely sure what to make of being able to do it from London. I was fully prepared to need to move to US.

I have a feeling this is due to some other recent headcount and org structure developments - as this never came up during other discussions, and in fact I was asked in the interviews to confirm that I understood this was a US based role, and that I was willing to relocate.

Interestingly what hasn't been worked out as yet ... is the new org structure, changes to my reporting line, will the team report to me, etc.

I would still like to push to move, but happier that this can now be done on my own timeframes. I'm thinking that ideally I'd move in March of next year...
It also gives me an opportunity to further discuss the salary when we £->$ conversation occurs for the move.
Click to expand...

They may be finding a MAGA greencard issue. Lots of changes and with trump inbound that’s going to get worse quickly.
 
I'm having a bit of a 'career crisis', having generally just coasted by on what has felt like luck into decent IT roles I'm just having the realisation that I'm not 100% what I want to be doing longer term. I'm very aware that I'm hitting the upper end of salaries for the roles I have been doing in the past (Systems Engineer/Tech Lead) and realistically I want to start moving into a slightly different space outside of being as hands on as I have been previously.

In the past my career moves have always been reactionary - being disgruntled/unhappy, redundancies, moving across the country and so have ended up taking one of the first things that crops up and that I get an offer for. I had planned to start looking for something new recently that I actually want to do longer term and that offers progression into a Product Ownership space, in what feels like a very bizarre set of circumstances I have found out this week my current employer is making my role redundant. It's only a small company so there's no possibility to move onto something internally. I'm trying to be so careful about not just taking the first thing that appears but at the same time knowing I need to provide for my family certainly makes that tricky. I haven't agreed a redundancy package just yet but I hope I will have some amount of cushion to find a role that I genuinely feel excited about at a company that as decent progression available.
 
Product space is about knowing the market, and the customer’s better than they so. Think of it as sales where you have to actually answer for the sales you’ve made :D

You sound like me.

Dev through leading, architecting and project managing.
Switched as a product specialist on the product I built. The role in international business development. Then moved back into technical product management of parts of the portfolio. Got made redundant due to acquisition merger office politics.
Larger technical product management roles, then into blue sky commercial product management.
Even larger technical product management (multiple products with teams 70+). Got made redundant (50,0000 of 380,000 people) - but not before I built out the group board’s quantum computing response as a side of desk.
More presales with the likes of gov, US gov, defence, space, etc.
CTPO parachuted to solve problems on the CEO naughty step, and now a “product owner” (which is a laughable title - it’s own and sort the mess out for multiple operating companies and I have fun with C level)
Boring but the company is in flux so if I leave it, there will be 2 FTE left and there’s plenty of mess to straighten out.
 
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rypt said:
Today was finally the day! more than a month after the panel interview.

I was formally offered and accepted the internal role - but with a twist...
I am going to do the new Team Lead role from London, with the option to move to the US.
I was strongly encouraged that it would be good for my career to move to the US, but that is not a pre-requisite for me accepting the new role.

The new role is a decent salary increase, so it feels like a win-win for me currently.


Have to say - I'm not entirely sure what to make of being able to do it from London. I was fully prepared to need to move to US.

I have a feeling this is due to some other recent headcount and org structure developments - as this never came up during other discussions, and in fact I was asked in the interviews to confirm that I understood this was a US based role, and that I was willing to relocate.

Interestingly what hasn't been worked out as yet ... is the new org structure, changes to my reporting line, will the team report to me, etc.

I would still like to push to move, but happier that this can now be done on my own timeframes. I'm thinking that ideally I'd move in March of next year...
It also gives me an opportunity to further discuss the salary when we £->$ conversation occurs for the move.
Click to expand...
One thing to be wary of is what this may mean for any relocation package, e.g. if you were taking the role in US day 1 would this carry any benefit (or disadvantage) in terms of when it comes to moving instead of you being a London based employee that has decided to move. This is assuming when you say the move is on your own timeframes it basically means that you are the one driving the move rather than them stumping up a relocation allowance because they want you to be based in US.
 
After 20 years in at my current company, I finally quit...opportunity came up at a start up with an old colleague whilst I was disillusioned and bored so figured why not....the role is much tighter to what I want to do though pay/benefits are mostly balancing each other out but future growth feels possible again.

I feel free, scared, elated, terrified and excited in equal proportions.
 
HangTime said:
One thing to be wary of is what this may mean for any relocation package, e.g. if you were taking the role in US day 1 would this carry any benefit (or disadvantage) in terms of when it comes to moving instead of you being a London based employee that has decided to move. This is assuming when you say the move is on your own timeframes it basically means that you are the one driving the move rather than them stumping up a relocation allowance because they want you to be based in US.
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There was never going to be a relocation allowance in relation to this - the role was posted as being in US, and it was my choice to apply for it. So the company would sponsor visa, etc - but not have to cover any relocation under our policies.

I'm okay with that - I never expected the company to pay for any sort of relocation as I'm the one making the choice that I want to move.


I do want to move - as running a team based in US, while I'm in London will be a pita in itself. My afternoon is already nothing but meetings from 1-6pm everyday. Now I need to find time to have a 1:1 catch up every week with all 4 people on the team; have time for the weekly management meetings; find time for the meetings coming from the other asks in the new role.
Plus, US is our head-office and being there in person is the best way to be effect change, but also to continue to progress career wise.

The good thing is that... ultimately even if I decide to not move ... I just got a 30% pay increase and a more senior role on my CV. That's worth it in itself - and the salary is equal to what I was looking at with some of the recent external opportunities I had.
 
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This place is not just like the civil service.. more precisely it's Yes Minister.

You get told, that something isn't part of your role, that someone else will look after it, then a little later the issue is burning it's too late and now I've had to tell my boss that I'm so f* off with it that I will drive it. Not only do we have TOM changes shafting procurement activities, we have waves of Crowd Strike noise still reverberating, and I'm now covering 4 roles and was awake at 3am.

There is a point when the organisation is degraded to the point of collapse and it feels that's what is happening. Should know Friday from the GCTO what is going down with the TOM changes.. this ITOM has been going for 4 years now, it's not a programme and it's even got people moved from one company to another then back again.. there's legal and HR noise everywhere.

Anyways.. another day another dollar ... for the third party vendors.
 
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NickK said:
This place is not just like the civil service.. more precisely it's Yes Minister.

You get told, that something isn't part of your role, that someone else will look after it, then a little later the issue is burning it's too late and now I've had to tell my boss that I'm so f* off with it that I will drive it. Not only do we have TOM changes shafting procurement activities, we have waves of Crowd Strike noise still reverberating, and I'm now covering 4 roles and was awake at 3am.

There is a point when the organisation is degraded to the point of collapse and it feels that's what is happening. Should know Friday from the GCTO what is going down with the TOM changes.. this ITOM has been going for 4 years now, it's not a programme and it's even got people moved from one company to another then back again.. there's legal and HR noise everywhere.

Anyways.. another day another dollar ... for the third party vendors.
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What's your total comp?
 
NickK said:
You get told, that something isn't part of your role, that someone else will look after it.

Then a little later the issue is burning it's too late and now I've had to tell my boss that I'm so f* off with it that I will drive it.
Click to expand...

I know that feeling well. I'm always told that I need to delegate these kinds of things better, and not always just so it myself - but every time I delegate to someone who doesn't report to me, nothing gets done ... so then it becomes a burning fire that I ultimately have to fix.
 
OspreyO said:
Our place gets less appealing ever day. They've let the numbers in IT degrade to the point there's going to be support crisis for at least year. They are dragging us off our projects to cover systems we have no knowledge of. Knowledge it will take months to acquire.

Instead of promoting the most experienced people into vacant roles, they hire new people with even less experience, and sometimes without required technical skills. Meaning people with experience spend their time covering more of other peoples roles.

I think I'm covering at least part of 3 managers roles, and part of a 4th dev role. This is across DevOps, Infrastructure and now Application Development. This is addition to my own existing main role which is 50:50 between two different areas. I've been given new support work across at least 4 different systems, 3 of which I have no experience of.

Feels like time to move on either out of IT to another dept or out the place entirely. Nearly left last year but withdrew at the 2nd round of interviews as I felt I wasn't ready to take the leap.
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Well this situation degenerated for me. I've basically been moved without being informed officially, (but I can read between the lines) to a nightmare project, and business area. The reason for this is that business area has been decimated with the main business, technical and management of that business area has either left or gone on long term leave. Its lost 65% of its people all its managers, tech leads, business knowledge, technical skill sets. I'm going to spend the rest of the summer firefighting all this. Well unless I find an exit route.
 
rypt said:
I know that feeling well. I'm always told that I need to delegate these kinds of things better, and not always just so it myself - but every time I delegate to someone who doesn't report to me, nothing gets done ... so then it becomes a burning fire that I ultimately have to fix.
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I don’t have a problem delegating but no ability to adjust to challenge. Board is a JFDI style organisation.
 
I had a long discussion with some of the other folks whilst in the office and it seems many have come to the same conclusion - the organisation culture is that the board micro manages and issues orders and everything below that simply follows. Hence there's no engagement and no ownership. The promote from within has two dire effects - propagating the toxic culture, and not being able to tolerate an open/fresh mind.

I also heard that there's a lot of noise with recent IT issues (not us, we're on the stabilising influence effect) that may lead to some senior management changes. Supposedly HR is being wheeled out to field the questions on Friday.. that's always a good sign when HR in the organisation is as silo'd and remote as something from the 1980s. The best HR director I have seen walked the floors and talked to people on a constant and regular basis. No idea.. there's so little information that everyone is a robot and fights for their own little space not knowing how that fits..

Got one of two main issues sorted with procurement. Second is on someone else's plate but I think there's some confusion on who's budget... it was clear at the time.. but now it seems to have changed to being on my business case that I was told to take it out of.. I closed my laptop last night when I saw that -- that's today's problem and right behind P1 incidents and crowd strike network freezes that are causing all sorts of mess. I've even got people attempting to get my team to 'help' (this is code for suddenly become responsible for) someone else's networking architectural shortcomings that were already pointed out..

The boss walked past with an expression of frustration going "Grr", the CTO said hello and the CEO had a quizzical look of "I don't know you but I have a feeling I should know you?". It was one of those days of waves of incompetence founded by years of neglect.

Still, I'll wait with popcorn for Friday's meeting..
 
NickK said:
I had a long discussion with some of the other folks whilst in the office and it seems many have come to the same conclusion - the organisation culture is that the board micro manages and issues orders and everything below that simply follows. Hence there's no engagement and no ownership. The promote from within has two dire effects - propagating the toxic culture, and not being able to tolerate an open/fresh mind.

I also heard that there's a lot of noise with recent IT issues (not us, we're on the stabilising influence effect) that may lead to some senior management changes. Supposedly HR is being wheeled out to field the questions on Friday.. that's always a good sign when HR in the organisation is as silo'd and remote as something from the 1980s. The best HR director I have seen walked the floors and talked to people on a constant and regular basis. No idea.. there's so little information that everyone is a robot and fights for their own little space not knowing how that fits..

Got one of two main issues sorted with procurement. Second is on someone else's plate but I think there's some confusion on who's budget... it was clear at the time.. but now it seems to have changed to being on my business case that I was told to take it out of.. I closed my laptop last night when I saw that -- that's today's problem and right behind P1 incidents and crowd strike network freezes that are causing all sorts of mess. I've even got people attempting to get my team to 'help' (this is code for suddenly become responsible for) someone else's networking architectural shortcomings that were already pointed out..

The boss walked past with an expression of frustration going "Grr", the CTO said hello and the CEO had a quizzical look of "I don't know you but I have a feeling I should know you?". It was one of those days of waves of incompetence founded by years of neglect.

Still, I'll wait with popcorn for Friday's meeting..
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It feels like you are behaving like a £300k employee but only valued (opinions, contribution) as a £100k employee. It's never going to work.
 
NickK said:
I had a long discussion with some of the other folks whilst in the office and it seems many have come to the same conclusion - the organisation culture is that the board micro manages and issues orders and everything below that simply follows. Hence there's no engagement and no ownership. The promote from within has two dire effects - propagating the toxic culture, and not being able to tolerate an open/fresh mind.
Click to expand...

Sadly that company culture is not an uncommon occurrence, I've seen this at the company my wife used to work for A bunch of long termers promoted to SLT roles that they would never get anywhere else. Then proceed to make business decisions akin to rearranging deck chairs on the Titanic. Then when that doesn't change direction they fire (sorry restructure) the people that did the work and then do it all again.
 
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