Amanda Lam_Official_Audio

Kõnelejad

• Speaker 1 0:33
• Speaker 2 0:00
• Speaker 3 4:59
• Speaker 4 5:48
• Speaker 5 5:40
• Speaker 6 7:06

1. 0:00

   Peatükk 1: me i'll be asking you some questions on distrust in the workplace and okay you know i'll just start okay so which countr… 299s · Speaker 2

   me i'll be asking you some questions on distrust in the workplace and okay you know i'll just start okay so which country and state are you from it's america and uh seattle right seattle in washington state seattle in washington oh washingt…

2. 4:59

   Peatükk 2: you Usually those level that is low enough that two teams under the same skip will try to work together pretty well to maintain working harmony. 124s · Speaker 3

   you Usually those level that is low enough that two teams under the same skip will try to work together pretty well to maintain working harmony. There can be some distrust there, like a bit of contention in discussions and whether or not pe…

3. 7:06

   Peatükk 3: Yeah. Is it, well, what kind of culture do you say your company is like? 85s · Speaker 6

   Yeah. Is it, well, what kind of culture do you say your company is like? So, in my direct team, the culture is not like this. So, it's, this is kind of a general feeling that I have, and especially as someone who transferred from a differen…

4. 8:31

   Peatükk 4: Okay. Understood. 300s · Speaker 1

   Okay. Understood. Right. I guess this is kind of like a follow-up to what you mentioned, but do you typically trust people until they betray you, or are you more cautious with people until they earn your trust? I think, generally, I am more…

5. 13:31

   Peatükk 5: um my team and the partner team had a sort of handshake like agreement on some way we were going to communicate um the p… 87s · Speaker 2

   um my team and the partner team had a sort of handshake like agreement on some way we were going to communicate um the product that we were writing and what it expected from them as our customers um we had agreed on you were going they shou…

6. 14:59

   Peatükk 6: so and we agreed you you But as it turned out, in other designs that that team had set up, they had already written out in a few locations that they wanted to put these files in the location that they wanted them in, even though I expected them in a different location. 110s · Speaker 1

   so and we agreed you you But as it turned out, in other designs that that team had set up, they had already written out in a few locations that they wanted to put these files in the location that they wanted them in, even though I expected …

7. 16:51

   Peatükk 7: Actually, this group of people, you said they have the same job title, but like you guys were just in charge of different parts of the same project, like even though the tech, the expertise or like the technical expertise is like, are you both groups, the same kind of expertise or different? 306s · Speaker 2

   Actually, this group of people, you said they have the same job title, but like you guys were just in charge of different parts of the same project, like even though the tech, the expertise or like the technical expertise is like, are you b…

8. 21:58

   Peatükk 8: least like my there there's they did not see me as someone that was maybe worth trying to become um uh develop like uh a… 309s · Speaker 2

   least like my there there's they did not see me as someone that was maybe worth trying to become um uh develop like uh a working a prop like a closer working relationship with i see so they had a different perception basically yeah kind of …

9. 27:07

   Peatükk 9: developed a kind of um separation i guess a little bit of space to keep myself from personally being impacted as much so… 301s · Speaker 1

   developed a kind of um separation i guess a little bit of space to keep myself from personally being impacted as much so i've kind of come to expect that some people will just say things that are kind of crass and blunt and i don't need to …

10. 32:09

    Peatükk 10: full expertise to say what they what they're saying and even though they're saying something that might be kind of negative it doesn't mean that that's true um or it might be you know there is some valid concern behind the the criticism but it's about the work that we do and if it does feel like it's attacking us then talk to the managers we talk to co-workers thank you for sharing about this incident i have one more incident to ask of you okay so so before the first incident was about um someone uh distrusting you an incident that made someone distrust you but now this incident will be an event or a detail incident that led you to distrust someone else highly so do you have anything like that in the workplace where you felt like yep yep yeah okay so we talked a little uh i told you a bit before about um before my current team i was on a different team and the other team uh because my current team is a training team it's internal so the stakes are a bit lower this other team has to do with transportation so yeah the scale of the work that they do is a lot bigger um there's a lot more time pressure there's um there's pressure from costs because there's a there's a whole actual like profit that people are tracking so the tension in that org is a lot higher so at the time i was an entry-level engineer and i had joined under some other managers um for the first year we were fine for the most part um yeah the managers and the team were okay so after that we had some new management step in this manager brought in um a senior engineer and some other engineers from their other team and at first when i uh i joined or when they became my manager um i had made the decision you know i don't want to work on this um phone app for the the stuff for my team i want to work on like back-end stuff i want to work on this and so with that decision and so with that decision and so with that decision and so with that decision and so with that decision I'm going to show you what I'm going to do. 301s · Speaker 1

    full expertise to say what they what they're saying and even though they're saying something that might be kind of negative it doesn't mean that that's true um or it might be you know there is some valid concern behind the the criticism but…

11. 37:11

    Peatükk 11: So I think that was a major red flag. 175s · Speaker 1

    So I think that was a major red flag. Yeah. And then separately from that, over the months that I worked with this project and this team, I was starting to get first, like my tasks that were with this other team started to become lost, I gu…

12. 40:08

    Peatükk 12: Yeah. Just to clarify, right? 85s · Speaker 5

    Yeah. Just to clarify, right? So you have your own team and then the Canada team, which has that project that you were supposed to work on, right? So were you answerable in terms of your manager? Was it you answering to the guy on your team…

13. 41:34

    Peatükk 13: I think, has dissolved since then. 130s · Speaker 3

    I think, has dissolved since then. Yeah. Yeah. Okay. Okay. So, all right. So, this guy is, the manager on your side is a male as well, right? Yeah. Yeah. Okay. And you knew him only when he came into the team, which was after you. Yeah. Rig…

14. 43:47

    Peatükk 14: Honestly, apart from like pressure, right, what was the emotion you were really feeling when you realized that he was just, you know, saying things, but never really delivering on them? 68s · Speaker 6

    Honestly, apart from like pressure, right, what was the emotion you were really feeling when you realized that he was just, you know, saying things, but never really delivering on them? Yeah. So thankfully when that started happening, the C…

15. 44:56

    Peatükk 15: at the time, if it was just me, I, I, I, I was very unhappy. 97s · Speaker 2

    at the time, if it was just me, I, I, I, I was very unhappy. Confidence was pretty low. I think I had felt very trapped because I didn't know what I was going to do with this project that even the senior didn't want. And now a junior engine…

16. 46:34

    Peatükk 16: Yeah. The same person claimed that I was on a focus to prevent me from transferring. 306s · Speaker 5

    Yeah. The same person claimed that I was on a focus to prevent me from transferring. But that's not what was in HR at all. Yeah. It was blatantly lied to you to stop you from transferring. Yeah. So, yeah, it was very stressing. It was a ver…

17. 51:41

    Peatükk 17: it even if there's like a big issue they just allow the internal transfer that's like yeah yeah okay i would say it's ve… 133s · Speaker 1

    it even if there's like a big issue they just allow the internal transfer that's like yeah yeah okay i would say it's very hard for the like for hr to become involved to block a transfer it's kind of hard especially when people are higher t…