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HI.. I am Naga Srinu ..I have experience of 11 yrs in Accounting & Finance..Still my CTC is 6.70 lacs as Sr.Execuitve (Branch Reviewer)
My query ..I want to Increase my salary package and shift to software MNC companies. What are the channels to get into big 4.
I am feed up with salary increments frm past 11yrs.
Kindly any one advice n share ur experience.so i can get awareness.
Note: Software i worked on GAC Dolphin ,SAP ,Oracle ERP, Tally ERP.
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I have my last working day at IBM GBS in the month of july. Wanted to ask what documents should I carry to the office for asset return, what documents I will receive on my last working day and which ones I will receive after my lwd? Any action item to be done before my lwd apart from returning id badge and laptop ? IBM
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I'm wanting to know what people think is better. Kaiser or ucla health for working as an admin staff. Ucla seems to have good pay from what I see on the job descriptions but kaiser only shows pay grade. Ucla has pension and a raise it seems every year. But I was alao told kaiser offers a dollar each year as a raise. I want a place I can grown and stsy Long term. Any one have any insight on kaiser and what they offered.UCLA Health Kaiser Permanente
F*ck it’s Monday morning again
Finally left TCS last week and feel the most happiest person ever.TCS was my 4th organisation and I had joined TCS to settle for long term but after 1 year I realised this is the worst organisation one can be with.No first year hike for laterals, no support provided to hard working dedicated employees, only support and leaves are gifted to employees who do nothing and know nothing except dodging work and getting escalations from clients.Forced wfo, forced completion of useless trainings etc.
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- Be a step ahead of what your boss wants from you: don’t let them ask you for things, offer them before they think about it
- Bring solutions, not problems (!!!): big difference between juniors and people you want to promote.
- Build bridges with other teams: make sure you make a lasting impact on them to get them to talk about you when you’re not around in a positive way. “Omg. You know who’s amazing here?! It’s ______. She went above and beyond and did this XYZ and I didn’t even ask for it.”
In summary: make your boss’s life easy, make your boss look good. They’re the enabler to your promotions and career growth!
All of CD1s above! Would also add:
~be geuine in your approach so it’s not a check list until you get xyz title, and
~learn to also build relationships with the junior staff / peers so you’re not viewed as “kiss a**”
Agree with PO1, prior to becoming a manager I sought manager/leadership training. You can find some on Udemy and YouTube. Incorporate what you learn into your work. Take initiative, improve processes, identify a problem and find a solution, improve communication channels. Anything that shows that you’re thinking outside of the box will help.
Ask your boss to identify areas of improvement and actually work on them.
Lastly, manage up! I cannot stress this enough. It’s not enough to say you’re interested, but you must do and demonstrate it to your boss. Keep them in the loop of your ideas, get their buy in, and update them on the progress. So when the opportunity presents itself, they’ll automatically think of you.
Express your desire
Leadership is a state of mind, not a title. Make the decision to think, speak and act like one and you are. Seek out resources - books, blogs, podcasts etc. - that’ll help shape your thinking. Ultimately though, it’s who you know. So don’t be afraid to recruit others that’ll help identify opportunities to flex your leadership muscles. Most people I’ve reached out to for support were more than happy to be mentors, advocates/champions, sounding boards. You’ll need to connect with people that will be willing to speak your name in rooms full of opportunity.
Your career is a marathon not a sprint and women statistically only get one chance to lead. Don’t rush your development and end up in a situation where you will fail. Moving recklessly is for men.
I’m not saying don’t take risks. But keep an honest evaluation of your readiness and don’t stretch so far you fall over.
Lots of great advice above. I’d also add:
- be curious, ask questions to understand they why behind initiatives and requests. What is the ultimate end goal? Understand the big picture
- learn and know how your company makes money. That should be the ultimate big picture
- raise your hand and volunteer for initiatives
- relationships are key. Ask leaders if you can buy them a coffee to hear about their career path and if they have advice for you
I love the advice above about getting to know the other teams. Learn how the teams work together. Know more than just your team’s function. Learn out how to connect the dots.
Good luck!
In addition to the strategic advice others have shared, you should also give some thought to the kind of people leader you will be. Excellent people managers should be servant leaders who help to challenge, inspire and professionally develop their direct reports. Find ways to build those muscles at the individual contributor level where possible and find a mentor who embodies the kind of leader you want to be.