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Advice needed - boyfriend has almost 3.5 years of finance experience at a bank. Interviewed for PwC valuation senior associate and now recruiter says they want to hire him at “experienced associate” because he has no valuation experience. Is this too big of a step backwards in career? Should he push back and see if it gets him anywhere? If he does accept Associate, is it reasonable to ask for written, definitive timeline (1 year?) for promo to Senior upon meeting standards? Help!
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Then you’d be complaining about understaffing. Just do your job, which is to review
EY3 I don’t think compensation was a worse compared to the cost of everything else 5-10 years ago. The cost of everything has gone up so much… some firms did a really good job and keeping pay consistent with inflation based on the salaries I see on this app. But my firm is still paying 2018 salaries ($120K for manager, 7 YOE in freaking SoCal).
Usually the best managers are the ones that take the time to show them their mistakes and have them fix it a few times themselves until they stop doing it. You definitly have to be nice about it and show them though.
I tend to mess up a lot with this one manager that doesn’t really give me the best feedback.
I like to do good work for managers that treat me well. I learn from them.
The ones that don’t, I don’t care cuz they they don’t show me and they just fix it themselves anyway.
Identify which manager/supervisor you are. A good one or a bad one.
Im a good one for the first two rounds of review. If by the 3rd time half of it is still not fixed, I become a bad one. Unfortunately, the majority of our staff and seniors this year are severely underperforming like this. I’ve never seen anything like it. The good ones all quit and the replacements are truly, astoundingly awful.
How do you provide feedback or coaching? The issue could be you.
I bet you’re terrible at coaching or doing live reviews to help this person grow. Complaining online instead of doing your job. If they’re not coachable then they need to be on a PIP. Either way it’s your fault for not handling the situation like a leader.
I was thinking the same thing after reading your post.
The quality of your team's work is the quality of your leadership. A manager complaining his own staff only exhibits his lack of leadership. Be responsible for your team members and your team's result.
If you don't, you may not survive in the industry.
While I mostly agree with this, there are cases where some people are just so beyond help and are almost brain dead. No amount of coaching / help / guidance will get you a different outcome.
If some evil person had a secret plan to ruin the profession they could not have come up with a better plan than this:
1. Enron
2. PCAOB
3. 120 hr / 5 year requirement
4. Barry Melancon AICPA
5. Offshore outsourcing
6. Covid
7. Remote new staff
The outcome is not the causation.
I assume you’re a manager/senior manager (as it seems you’re reviewing their work)? If they are that bad, why haven’t you and other managers put them on a PIP?
Do what I do. Tell them they’re worse than delivery centers. A little public shame and humiliation goes a long way. Bonus: they may quit which gives you more to do and gives you room for that precious headcount you want.
PwC 5
I was on a new client with a new senior and she was beyond herself that she wouldn’t even take the time to give me a walk through as a first year. She would say I can just copy from other engagements and just do it. I did what she asked me to do but then when I sent it up for
Review she would go “what did you do this and make these selections” lol. Then she would
Gaslight me into saying she never said that and never wanted it ole this and hang up after saying “I can just do it myself and redo everything” lol. Beyond her. Told my SM and his response was “thats how she is because of the cutie difference, she’s from Africa”. The problem is no one really takes the time to coach someone and teach them something new and expects staff to know everything and expected staff to do everything like managers want as if we can read their minds.
this is what the formal feedback and PIP systems are for
My belief is if the manager does not do a good job of coaching…it’s the managers fault. Butttt if the manager does do a good job of coaching and there are still issues…it’s not the manager. My other personal belief is that coaching staff and seniors remotely one on one was more effective than live, although more time consuming.
Im guessing you sent the senior manager/partner a bad workpaper and they pointed out mistakes you should have caught?
@OP, it’s our job to train, develop and mentor those making the mistakes. Some care, learn and get better while others get weeded out.
Amen to that. There’s a bunch of incompetent Seniors who are simply collecting a paycheck.
You just made a terrible mistake. Learn to listen to what you think before you voice it. Those seniors have bills to pay too. You've probably signed your pink slip and don't know it yet :) :)
Huh?
This is so aggressive and specific. You must be an absolute pleasure to work with. I am sure that you're as good as your job as you seem to think you are, too. 🙄 Why don't you go be ungrateful somewhere else?
I guess that's why they don't like to hire someone older thinking they will make mistakes too. Like those seniors you are working with. But if you talk to them about their mistakes how would they know you are fixing their mistakes. Or a PIP would do.
I agree FOR ME that my attitude shouldn't change no matter my parents, family, teachers, managers, CEO etc...I've been telling myself, my daughter's & grandkids as long as each of us has been able to comprehend especially well if you don't like your teacher read the chapter in class, I'll tutor you or do extra fun work, whatever no excuses BUT we cannot control other ppl, correct ⁉️ So I think it best to just work on our managerial skills.
Example, anecdotal on my part, I had a small staff of 2-5 ppl depending on quit/fired/back to regular job to work on payroll job fte account reconciliations. Well it was a very busy time I was working 12-14 hours straight with like only 3 - 10-15 minute break. So I was just all business when everyone turned in their packages I had to check them then I would send them to the Directors of Payroll & finally Accounting Department to post, which they were throwing fits for obvious reasons but I knew I was right ✅️ so Tim, the Assistant Controller came down & spent 1/2 a day with me so he could tell them to STFU for me as I had no time, (no time, no time I got, got, got; got no time; a little Guess Who for the fans out there) so it was funny he said OMG I HATE THIS SO MUCH❗️Then he said the process was good so he just talked while I worked 😆 then when he left he said NO ONE WANTS YOUR JOB YOU'RE SAFE HERE LMFAO ❗️
So back to my staff, now based on what I just said it's a really hard job Tim went on to be the Treasurer for The City of Detroit. But I used a red pen 🖊 to mark problems for them to fix & then resubmit, no big deal to me, a LOT of work went into it & even doing the corrections myself was easier than spending an entire day or two on one prof. I found out later how upset they used to get when I would come out of the conference room with my red pen & stacks of BU for JE. That's 😫❗️ So I had no idea that's why we gotta be careful those 3 especially were very good employees.
If you’re not catching errors you’re not doing your job. Isn’t that the process design?