Any advice for handling managers or partners who don’t appreciate how much work the team does and show lack of empathy?

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No idea, in the same boat. There’s always unseen pressure from a level above.

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I tend to call out people who have put in extra work or hours, or did something really well on team calls. Typically it triggers the LT to take a second look at what’s happening on the ground and appreciating the team more, plus it makes you look good for keeping team morale high.

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This. I also make a point of celebrating birthdays and team achievements over snacks or food or something during the day!

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Create an excel of everything everyone does and set up time to walk through it with them. They probably just don’t know.

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If OP’s already overworked, doubt they have time to create a list of things everyone does. And pretty sure they know but can’t care because commitments have been made to someone high up somewhere

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Another perspective of Elf on the Shelf, fortunately it came out when my kids were too old for it…

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And with that mouse click, the 6 figure student loans are paid off. F you Fedloan, and all of your BS over the past 3 years. Freedom!

likeupliftinghelpfulfunnysmart

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61% utilization as a first year associate. RIP

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Background : working as front end consultant in India. Daily routine is opening laptop at 9AM and doing work till 10ish PM, if the project is tight (which it is in majority cases) closing laptop by 1 or 2 am. Travel depends on project. Sr Managers have no sense of personal space in most companies. Money is goood.

How are things in US as I wish to join consulting in US for a few years for int’l exposure

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How does this fare for the firm’s commercial and Intl ambitions?

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Chicago’s mayor keeping us all in line event with our diet 😂

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