If you and your manager have different ideas about how you can be most effective, that can cause tension. You can end up with a case of the local maximum issues I mentioned earlier, where your manager wants you to work on the most important concern of the team, when there are far bigger problems inside the organization that need you more. It’s harder for a technical or prioritization debate to happen on a truly level playing field when one person is responsible for the other’s performance rating and compensation. If you find that these arguments are happening a lot, you might want to advocate
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