> [My manager] went back to the issue of my lack of empathy in communications and collaboration. I brought up the fact that we had been actively working on improving that over the past several months and that I had been tracking well against the goals we agreed to, but she said that the review period was only through January so that progress didn't count. She went on to say that I was not fulfilling my responsibilities as an engineer because for the first month after a new developer was added to our team, I had not done any code reviews for her. I told my manager that I only participated in code reviews to which I was invited, in large part because of my experience at the beginning with drive-by reviews, and that the new developer hadn't started requesting reviews from me until February. Again, the facts didn't seem to matter.
> My overall review was a "Does Not Meet Expectations." I was shocked and upset. A bad review out of the blue was not something that I had experienced before. I thought I had good rapport with my manager, and that if there was a problem that we would have been addressing it at our weekly meetings. In my mind this was a serious management failure, but there was apparently nothing I could do about it.
Emphasis on "addressing it at our weekly meetings".
This seems to be far more of a management failure than Coraline's failure.
As I pointed out earlier, her boss addressed the weekly meeting thing directly, and Coraline mentions it:
> I brought up the fact that we had been actively working on improving that over the past several months and that I had been tracking well against the goals we agreed to, but she said that the review period was only through January so that progress didn't count.
So, the "tracking well" was in a 4 month span not in the review period.
Re-reading it again, I'm not convinced that this is a management failure either. The section titled Empathy starts with:
> Starting in December, in my weekly one-on-one meetings with my manager, we would review all of my written communication (issues, pull requests, code reviews, and Slack messages) to talk about how I could improve. It felt ridiculous but I went along with it, and did my best to address my manager's feedback and concerns.
One way to read that is that her manager was trying to address these problems, but Coraline didn't understand how serious they were, because she dismissed them as "ridiculous."
On the face of it your point seems to be entirely reasonable. The problem is that we only have one side of the story here, and it's extremely unlikely we'll ever hear or read the other side. Clearly there have been some pretty serious problems but I don't feel comfortable root-causing them based off an account from a single individual.
> My overall review was a "Does Not Meet Expectations." I was shocked and upset. A bad review out of the blue was not something that I had experienced before. I thought I had good rapport with my manager, and that if there was a problem that we would have been addressing it at our weekly meetings. In my mind this was a serious management failure, but there was apparently nothing I could do about it.
Emphasis on "addressing it at our weekly meetings".
This seems to be far more of a management failure than Coraline's failure.