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Opening for Change Management _ Bangalore (Perm with Netconect Global)
Experience required for the Job: 4 - 6 years
Annual Salary of the Job: 0.00 - 6.00 Lacs
Job Location: Bangalore/Bengaluru
Skill - Change Management
Band – B5
Location – Bangalore
NP: Immediate to 30 days
arya.m@netconnectglobal.com
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Different perspective here. So you moved to industry, which is naturally supposed to be a more enjoyable wlb and perhaps a lesser comp. Did you basically import consulting wlb to this team that didn’t work in consulting like you? Are you pushing your team harder than needed?
Fair point, but no - I check in every week to help reprioritize in order to assure the team does not work overtime when not needed. Also to be noted, entire team is x-consultants (BCG, Accenture and EY)
If they’re downgraded, but the expectations and workload are the same, how are they better off? If you’re their leader, what can you do to help them succeed in the role? Or if they’re really in over their head, to find a different role that’s a better fit for their skills and talents? I’ve tried making a square peg employee fit in a round hole. We were both much happier when we aligned here work and strengths.
If a downgrade can happen in a “No harm, no foul” way, where there’s no resentment on either side, it beats the hell out of being fired in a bad job market.
Expectations would be different, they would be tasked with conducting the work led by a senior colleague where they would have the chance to learn how to properly perform analysis, think outside of the box, grow their network and overall feel more confident in the role. My analysis is that they oversold their experience in the field and are now having a hard time living up to their own and company expectations. On top of it all, they have a 18month old baby at home - and no, working hours and expectations are not the same as in consulting.
I haven’t but my advice would be to show that person the reasons and how this decision will improve their career. I think it’s important (especially in the current climate) to make them feel like you’re not edging them out the business but actually looking after their well-being and also their future career prospects. Build that trust and you will get it back. The other alternative is, can you do anything to help them prepare for the role now ? For example 2 months of truly invested support now could pay you dividends in the long term.
OP, many times people fake it to make it. If they are unable to cope and you have the budget to downgrade them to invest in them, go for it. The market is coming back to normal after the great resignation, so hiring again may be an option but forming life long bonds and grooming some one is possible only if they are willing.
What is the root cause for them being overwhelmed and not being able to deliver? Is it their skillset, expertise etc or is it the workload, the organisation, unrealistic expectations etc. If they are al new hires and the feel the same then the root cause is quite often a common factor amongst all ... So it maybe the organisation or expectations... Or even worse. Maybe your recruiter undersold /underdelivered.
Cause is lack of experience in the field (new business models). Person in question oversold knowledge and network within the industry. They now have a hard time “seeing the bigger picture”, cannot deliver alternative iterations/concepts/ scenarios than what they are being tasked with, finding it hard to perform sufficient market analysis and conclusions and on personality lacking the “social” aspect of working out loud and networking within the organization.
Rising Star
I wish my direct has such awareness. It’s the opposite, subpar quality but thinking perfect and wanted promo 🤣
I wouldn’t downgrade just yet, would probe more and gather more intel and let them know I’ll help them get there since it’s part of my job to develop the team
Yes, I’ve suggested to put a 2 month development plan in place to see if we can get them up to speed, but I also sense that the level of confidence is very low - they are afraid to “claim the space” and take full ownership of their work - something I expect from someone on SM level.. especially knowing what they make 🤑