Related Posts
Hi All, How many days HR will take to release the offer...after collecting the previous salary documents. And what is the next step... please anyone help One more thing...if my ctc expectations is not in their range...so what they do.. they come back to negotiate or just leave??? anyone plz
Eli Lilly and Company
Last minute request...
Rising Star
Ritz or JW in Cancun?
Yay! Someone joined my group!
Bowl Leader
How do you measure bench strength?
Additional Posts in Account Management
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
You should clarify your role on each project, if the expectation is that they're "managing" you and you are supporting them then it's ok, just a luxurious position to be in as an AS.
I'd try to push more to lead your own projects and report into an AD if you can, but all depends on team structure/dynamics. I personally think the limitless layers of account management dumb.
Sounds like delegation to me.
In truth this is what delegation looks like. If she is YOUR supervisor, then it’s SOP.
However if you’re both sups, it may be time to have a side bar with your AD (particularly if it’s impacting your ability to meet your deliverables)
Heavily in my experience. There are a lot of companies that put more emphasis on pedigree (school attended) than time in the field, experience, or actual knowledge of the job.
And the reality is that the interview process for admin roles (PM, DM, AM) is a joke.
What was your greatest success and why? What’s your biggest weakness etc etc
I could care less about those things. Tell me what you would do if you come into a project that’s already red.
How do you determine if processes are effective
How much information should be included in a slide deck
If you had a choice between running 10% over budget or 30% over project deadline which would you choose and why.
Title inflation is a real issue, and typically benefits two parties. Long term employees whom they need to promote to retain, and pedigree based hiring.
I had to walk away from a similar role where my “equal” refused to do any of the grunt work, even the part that was specifically given to them.
Instead I was constantly doing it for them or delivering late waiting for them to do it and taking all the heat because it’s unprofessional to call out to a client someone else’s failures and my leadership could have cared less about who as long as it was done
This resulted in so many 16-18 hour days so I could do the work of two people and eventually I said “I’m out!”
Depends how much work you’re doing for them. Is it work you’re doing together or are you truly doing their work and they’re putting their name on it?
Take a look at your job description and theirs to make sure you’re not doing their job, because that isn’t right (it’s normal but not right). Be clear to your manager or theirs (if this sup is your boss) what work you’ve done. Even by just sending an email with the brief and budget, cc’ing your manager/theirs saying “hey, here’s the xyz you had me work on, let me know if you have any changes!” It’s a passive way of putting your name on things
This is ~literally~ the job description of an AE. You pull together materials. The AS reviews them and manages the team.
If they are new to the agency/team and you have prior history and knowledge of the account, they may be leaning more on you for that context and messaging until they’re up to speed. I would give the person a break for now unless it’s been multiple months with no change.
Very normal.
Update, he has found a new position outside the agency