Trending @Accenture; What is your you've got to be kidding me moment with Gen Z coworker
Yesterday I had told my junior that we will be having a quick code review at 5 . This guy pinged me half an hour earlier but I reiterated that we will be having it at 5 . I was in the middle of something . When we did connect at 5 , the guy was keen on getting it done within the next half hour . I saw his approach required some major rework and I was not very happy about it but let it slide . I get that it's Friday and you are looking forward to an early start to your weekend . Then comes the moment which had me amazed , amused and maybe a bit irritated . This kid suggests that we do the review on Monday around 10 . For context , this kid logs in an hour earlier than me and then wants me to wrap up his code review within his 8 hour workday . I am all for flexible timings but after sitting in 3 hour calls , I have never seen this kid put in some extra hours to complete his tasks on time . He happily says in the next day status call that he is still working on it ( not to mention the fact that I need to have these mandatory code reviews as the stack he is working on is not his primary skill ) . He is picking up things but not ready to put in some extra hours . With all the calls I won't be surprised if he is looking at the IDE for half a work day . We are having a scheduled release next month and frankly I need some inputs on how to get this guy adhere to a high level schedule . You guys can also share your experience working with Gen Z . While I have learnt how to put some boundaries on your time from this guy , I feel that he is taking this to the next level
Companies like Accenture with their current leadership are best handled by GEN Z. You get what u pay for. Happy to see that Indian Slavery Mindset is slowly fading away with current generations. With current situation I strongly feel if a company is not ready to go a extra meter for an deserving employee why the employees should go an extra mile for the company.
Agree, with Gen z even I feel my life relaxed, its best thing which happened to the corporate world. Accenture is still struggling to bring everyone to the office one day a week.
When I started my career, we used to get hard locked by a project in Chennai/Bangalore and had to relocate overnight.
I think thats not what he meant. Yes any employee unless he is getting some bucks or incentive for the extra hrs, should not clock beyond his time. The point is if a task is being assigned to you and you promise an ETA, you should deliver in that ETA because thats what you are getting paid for. If he is not able to complete those task being assigned to him, that means either he is not efficient and lacks skill or he is deliberately doing it and not honest with his work. Also if the argument is that he is not getting enough pay, then he should move where he gets that and not waste anyones time. If he is unable move to another company who can promise a better pay, then he should work honestly at least as per his pay and not goof around in his 4-6 working hrs.
Why did he sit after his working hours. As lead it's your responsibility to take care of his time also..and schedule code review meeting which suits both of you.not only you.
I am not talking about him sitting " after office hours " . I am scheduling his review well within his work hours . The primary concern here is that while I am ready to have a proper code review ( which means a little extra time ) , this guy is only keen on wrapping up the call ASAP . Sometimes I have provided the partial code for his features which is not sustainable in the long run as I have my own deliverables and POC demos .
If it takes more time to review his code.! Plan it a little bit earlier. He/she also have different priorities after work. Or else you can give all the defects in his code and tell him to rectify it by tomorrow. What is the meaning of sitting him/her after the work hours on the basis of code review call
Okay here is how I am approaching anyone in this situation -
Whenever I ask for work for my colleagues or juniors, I clearly let them know the expectations and consequences. Talking from the salary stand point of view, especially after Covid, job migration is happening alot and everyone is switching jobs and receiving 40% hike in every 2-3 years. This has now become the culture and ironically they don't realise what will be the consequences of working in such salaries at very less experience.
Coming back to your answer, the reward system is the quickest way to get things done but it won't work for longer. What Gen-Z need to understand the accountability and ownership of the role they are doing.
And in Accenture, it's simple, if you work hard among others and are able to prove it within leadership and yes if luck is in your favour, you will be compensated well else it will be a tough company for anyone.
Thanks for the tip 🙂
Oh really 🤣🤣🤣, reward system 🤣🤣🤣 what pennies???, u guys needs to understand we don't give shit about your appraisals and that stupid VP we don't have hopes for that. U have the same slavery mindset, where u will do work and hope leadership will recognise this TIME and if LUCKY will get rewarded. WTF u mean by lucky?? It's the reason ppl r switching it's ur responsibility to highlight ur subordinates work, if u r not highlighting then what r u for just for asking status where u don't even understand how print Hello world works?? And talking abt accountability u should take it as well it's ur responsibility to talk to management and get the required infra but u don't do that and ask to complete the task which is not possible. And trust me days r gone whr u got blackmailed in your career earlier that's not happening now, we've a much bigger market here.
I get now y companies are removing old folks, they're reluctant to change, they have wasted their life in G Hujuri and for the new generation work is just a part of life not life.
U get what u pay, share the profits like start-up people will go extra mile.
Okay so I'm a GenZ too and here's what I think, that's usually a bunch of people doing these days and I feel it should be like that too in the initial stages at least. We're already providing 9hrs of our day to these companies, and even in some cases up to 10hrs is the requirement. If we calculate 7-8hrs is needed for sleep and full recovery of body (yeah ik every body is different and this changes accordingly, just taken an avg. no of hours) so by this math we would hardly get around 6hrs of personal time to do like literally too many things (online education, freelance, upskilling, small/family business, partying, 'ME' time etc etc)
As I've said MAYBE people earlier used to have clarity or they would have lesser options what they would want to pursue so they are devoting extra hours too but today we have multiple options and we're in the start of our career only, if we will not set boundaries and devote extra hours to this work only how we would also be able to figure out whether we want to pursue this only or anything else ?
Coming to your ques too, you can discuss with your co worker to get his code thingy work done within his working hours and to review it by you or any other available senior resource bcux make him understand that this is not his/her primary skillset and as much as our personal things are important this is ofc important too.
You should not push him for extra hours, you should rather ask for an time of completion, well in advance. Generally the problem is skill, which needs to be enhanced, working hrs don’t matter. This takes months to monitor and you cannot scrutinise someone for one offs. Repeated offenders need to be PIPed because they will bring the project down, as simple as that.
