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Anyone from Boston Consulting Group Boston Consulting Group (BCG) working in non-consulting - Technology/Engineering/Global Services?
How's the work life balance? Glassdoor reviews are full of "long working hours" and hence wanted to know if it's the same with non-consulting folks as well?
How far is it true across the organisation?
Please help me shed some light to decide.
Thanks.
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Anyone on target or better (performing the basic tasks) should be eligible. And if years pass before they get one, they aren’t on target and you should manage them out. It’s not fair to leave them in limbo for years.
But you also might need leadership and unconscious bias training.
Another thing to consider is , are they super nice to cover for their flaws? I she also found this in people not sure if people do this consciously or unconsciously but have seen it a lot. Also consider how much time YOU are investing to make this person succeed even at base level. Where would your team be if you put this much effort into your middle performers.. would they now be top performers ?
If they left this afternoon and never came back would there be a gap? I had this one guy in my team who had heart but was slower, not as serious or motivated, but he always tried and failed but, more importantly, he learned from his errors quickly - he was no rising star but he was present, brave, and resilient to negativity - I could rely on him and so could the team. Managing a team of rockstars is a nightmare - you need balance and not everyone is Einstein but this person may have untapped skills you are not seeing…may be worth exploring.
Are you sure you do actually like them? Because you say you like them and they’re doing a “good” job and then describe them essentially as a complete idiot. Changes in compensation shouldn’t be the method of communication for someone’s performance. You need to have the conversation with them about performance and if you decide they’re doing a good enough job to keep the position, then compensate them the way you would if you had to go out and replace them.
Are they adding more value? If so, yes. If not yet, work with them on a plan to get there.
Based on your description, it doesn’t sound like they’re doing the full scope of what you need. Are they doing everything that is outlined in the job description for their role?
Also, what was their reasoning for asking for a raise?
I've had this challenge with three employees in my career - agree it's very difficult. And good luck working with HR on issues like this where it's really hard to come up with an objective way to measure it. :-) I relate.
Coach
Critical thinking skills are teachable and when doing so I like to focus on the "why" especially when two things look the same but aren't. I also think everyone should be getting cost of living adjustments but raises like merit should be on addition and based on performance. If this individual offers value through other skills then find a way to reclass them into a role they will be successful in and hire someone to do their existing job. If that's not possible think about having an honest and frank conversation about how their performance should be x and where they are not meeting. Ask if they enjoy their work and if yes layout a plan with deadlines like a PIP for improvement and invest in them. If they don't, ask them what they would enjoy and help them move to another department if they'd be successful or be a reference for external roles.
This is great advice, thank you.
This line of thinking is bad for companies. I have often takes roles where people do not perform well or are mediocre compared to their peers. This is bad for the entire team. Then when I am planning on moving them out and I talk to their previous supervisors (usually more than one) I discover they have all passed the buck and could not do the right thing by coaching them out. Some people have skirted by for 10 years! Then a sympathy raise or promotion really raises eyebrows with other workers and hurts morale. I want my team to be high performing and dead weight holds everyone back. Sometimes people have been super nice and sometimes people work under the wire but both types need to move on.
On target and “just good” employees are the spine of any large corporation. Some people don’t want to climb the ladder. Some do enough and some do the things others can’t or don’t want to. And then there are some that contribute enough to their jobs and the organization in other ways. They deserve raises. Maybe not promotions, but something if the rest of the org is getting it. If they really can’t do the job at their level, then they aren’t on target. But don’t compare them to the super stars or the ones ready to be promoted.
If they have the intelligence to understand and learn, they can be taught critical thinking and can develop the skill.
Have you told them they need to improve their critical thinking skills, established expectations, and coaches them when they required guidance?
Lol, @seniormanager1 would not hire someone who speaks about others like this in a million years. I’d much rather have someone who needs a few years of coaching than someone who is always going to have a bad attitude. Attitude is the thing that isn’t fixable—critical thinking usually is with practice and investment.
They’re fine but they’re not amazing. Mostly skills that can’t be acquired (critical thinking). If they quit I’d be happy, but I don’t have the heart to fire them because I do like them (a lot! Personally) and they’re doing a “good” (just good) job. I’ve had countless convos, even put them on a PIP, and they stepped up, but it comes down to them not having the critical thinking and me giving them straightforward tasks just to avoid face palming myself.
This is truly a unique situation and have never worked with someone like this. I just feel like they’re not bad enough to be fired and not good enough to be promoted. They’ve been here a couple of years and they asked for a raise but I don’t know how to explain in a constructive way that I think their intellectual capacities are a bit limited? I also feel bad saying this out loud. Like me explaining basic work things as if they were a 12 year old doesn’t warrant a raise. I think its also because I come from top tier competitive places and I hired someone who would thrive more in a low tier company.
But maybe they do a raise it, because they’re trying. I don’t want them to think I’m “Very happy” with them by giving them a raise.
I feel so torn about them. 😣
Would be curious to hear your perspective.
If it’s not your money or coming out of your pocket, give them a raise!! Everyone should make more money because inflation. Companies that give just 3% should be banned especially when cost of living is 2-3x times higher than adjusted pay
Put them in a social role their skills are fitting for. Hire someone else for their current position. Give them the raise. OR refer her to another firm that has a role she’s fitting for.