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Hello friends
We are hiring.....
Anonymous User
Is IQVIA a product based company ?
Planing to join IQVIA. How is the work life balance and yearly hike in IQVIA Bangalore ?
And are they allowing to work from home ?
I have another offer that is of Airbus but there a huge difference in the fixed part (4L).
So not going with airbus and airbus is not ready to negotiate .
5.5 YOE MERN stack technology (full stack role )IQVIA
Any help will be highly appreciated as my joint date is coming closer .
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Can anyone answer this.
Chief
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Odds T2/Big 4 will follow MBB pay bumps?
Rising Star
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Sarcastic response coming... the leaders you know are born at age 40+ and automatically inserted in leadership roles?
Serious response - every leader has walked in their employees shoes, but the shoes have changed - the economic and socio-political environment is probably drastically different, as are the expectations of leaders. Also - I think there’s an aspect of “I’ll never be like my parents” and then when people grow up and have kids they are like “oh shit I’m just like my parents”. There is a lot which employees don’t have visibility too which leaders are responsible for.
Doesn’t mean we shouldn’t continue to expect more from our leaders on how they recognize and care for employees.
I would love to read it, can you provide a link? In my experience over 25 years consulting across IBM, Accenture and others...nobody was born into an exec role. We’ve all spent time in the trenches, but it maybe so long ago they forgot, or the culture and job market were different then, so their experience may not translate to today’s realities.
Https://hbr.org/2018/07/do-your-employees-feel-respected
I think hbr let’s you read an article before it requires a subscription.
In summary, it basically talks about employees respond well to respect, there are two types of respect - owed and earned, and you need the right balance of both, and steps to get there.
@IBM 1 Not all leaders take feedback well, no matter how well it is phrased. Basically you’re asking too much of the more junior staff member in this scenario. They already don’t feel valued and want to walk because they’re not feeling heard/valued, and you want them to take it upon themselves to solve the firm’s problems by providing unsolicited critical feedback. In reality, this would just burn bridges. Maybe, leadership, as leadership, should take it upon themselves to listen better! As in REALLY listen to what is being communicated already.
Even without the HBR article, the point about employees feeling respected is valid for any company trying to retain employees and especially consulting companies, where their assets ARE their people. If they don’t feel valued and respected, they leave. More to the point, if YOU don’t feel valued and respected, you should summarize why, and present that to your leadership in a timely and tasteful way, and be prepared to become part of the solution...don’t ever just bitch and run. All companies struggle with culture, retention, providing opportunity and low business cycles which dramatically effect morale. Good companies work hard to improve it. Good employees work with leadership to recognize and change the morale. I’ve been a part of several “culture clubs” as a task force assigned to improve morale and it’s never easy but it’s always been worth it...just my 2 cents.
A1 - Its a journal, not a manual for life. It’s one data/anecdotal point to use in order to inform your perspective. It’s not meant to be a guide for you to mindlessly implement.
The problem with HBR articles are that they are usually small scale or look at something from one point of view.
The real world is much more complicated than an HBR article or business case could ever write about. Without an actionable plan, these sort of article are a bunch of fluff and feel good articles for the day versus something that can actually be used
C1 has a great point. Typically if a consultant or a junior staff doesnt feel valued, and is being heard with the day to day work, what grounds has hr or she to assume their complaints (no matter how tasteful) will be considered appropriately? Do leaders aka partners, sm's, mgrs ever take time to speak to any junior staff? Once the project is over, typically everyone is on their own.
We do read it. We are actively seeking to create an atmosphere of engagement. Just some people are better at it then others
Sorry I don’t have a link, I have a hard copy, but your point is valid
Anyone wanna share a link?
There is an aspect of respect that all leaders need to understand.
A leader has to be honest and brave enough to address all manner of deficiencies, and challenges, and even triumphs of employees with equal levels of professional and interpersonal courtesy and caring.
Disrespect is grounded in a leader’s character flaw, but only if the employee’s expectations are reasonable.