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Hello Fishes,
I left capegemini on 4th of Feb and I still haven't got my relieving letter as well as experience letter. I'm trying to access my capegemini portal from webvpn.capgemini.com but I'm not able to access that either. Please suggest me what should be done, my next employer is asking for relieving letter.
Who’s buying the dip today?!
Bowl Leader
Can someone please tell me what “suitussy” means
Can someone guide on this?
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OP I can understand how you feel but don’t stop giving your best because of a few bad apples out there. Don’t let those running the India pilot believe they’re right. There’s a lot of amazing admins in our firm and I believe we’ll be around for a long time. Those doing the bear minimum will be found out sooner or later and be asked to leave.
I don’t know a lot of the people who did the bare minimum got promoted so this isn’t necessarily true.
As much as ZS isn’t doing well right now and people are pulling a lot, ask yourself though, do you think your stakeholders will back you up? As in will they support you? If yes and you have good relationships with them, do the extra mile for them and they’ll fight for you as much as they can. DM me if you want to talk out further. Happy to help give some perspective
Thank you. I needed to hear this.
At the end of the day, everyone needs to be able to feel good about themselves and what effort they’re making. I understand that sometimes it’s tough to see lower levels of effort from others. But at times like that, I try to think of my own situation. I’m the one in charge of my effort, happiness, and job satisfaction. And if I put more effort into contributing at work, I can only increase my happiness and job satisfaction. We’re the people that make it fun to work at ZS, so the more of us that do, the more enjoyable our jobs will be. 🙂
I’m sorry to hear that it seems like that’s the direction you need to go. I hope you do what’s best for you, though. Best wishes!
Not an admin so I can’t speak to the bonus or raise but I’m generally of the mindset that one can only fly under the radar for so long.
Also if I was an admin, went on vacation, and then found out that someone didn’t do their job of being a team player, I would be pretty grouchy. Both as a stakeholder or a teammate.
With that said, I’m sympathetic that they’re testing a pilot in India and likely that’s making everyone try to fly under the radar like the OMs who should be curtailing this behavior and expecting more.
I would encourage you to be careful believing someone who you know isn’t doing the right thing and question his or her motivation for wanting others to do the same. Is it because they are being called out and want to point to others as doing the same? Do you believe they aren’t getting any feedback? Most people aren’t sharing negative feedback with the class.
As for earnings, unless people are comparing pay stubs, my understanding is that only the OMP’s know the actual numbers so your original question may be better directed to them rather than asking for biased opinions here. In my office I’ve seen many stand out L2’s make L3.
Don’t give 150%. At this moment it isn’t earning promotions (which isn’t even worth it imo) and raises are earned on reviews which really just have input from your stakeholders. Giving more to ZS isn’t really worth the effort honestly and that senior has figured things out.
I 100% agree with everything you said lol Another reason to back up my claim. For a long time I was a 150% admin and then realized it got me nothing.
What office is this? It definitely would not fly in a smaller office. We all are chipping in to do the “extra.”
You’re right. It definitely would not fly in a small office. We’re a big office, and our manager has no clue what’s happening. She never leaves her office and relies completely on who runs to tell her what.
So her info depends on who heard it, either how butt-hurt they are or how creepy and tattle-telling they are. It’s the lowest form of knowledge possible, and the most biased information possible.
My former HRBP told me that I shouldn’t get involved in initiatives as they were meant for consultant so they could built trust and leadership. When telling that to my PD Coach I got a confusion face and told me the HRBP was wrong. When told to the OMP he was also surprised. 2 months later the HRBP was fired.
It’s clear you never said so. I am telling you my HRBP told me that to ME.
Yes, it’s clear enough what you think. I am sharing my experience. And I agree, at the end it feels doing extra work doesn’t mean extra points at the reviews or better networking.