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I have following offers in hand and my last working day is 14th June. I am 3 years experienced in Automation Testing. 1. Accenture - 9 LPA (7.5 fixed) 2. Mindtree - 9.5 LPA(fixed) 3. Mindfire Solutions - 10.16 (Fixed) 4. TIAA - 12 Fixed 5. EPAM Systems - 13 Fixed + 1.5 Joining bonus How should I plan to decline to companies and how should I try to ask them to raise my salary? Infosys Newco Tata Consultancy Wipro Mindtree EPAM Systems
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Aaaaand we're working the weekend
Tasted some great Whiskies on Thursday.
Ibm job security?
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How do you ask for points?
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Reminds me of:
Unclear question. Go create more manual excel dashboards for me.
SC1, rotating PDFs isn't really a skill and I don't think someone should be called incompetent for not knowing how to do it (if they don't know to ask someone or Google it, that's another problem). It reminds me of an arrogant associate on my project who called the attorneys stupid because they didn't know how to do a pivot table. I'm pretty sure they could figure it out, but attorneys have more important things to do than make pivot tables in Excel. That's what associates are for.
Anyway, back to the original post, I think one problem we have is the fact that so many staff (junior AND senior staff) are still randomly staffed on engagements just for the sake of being billable. As a manager, I have to work extremely hard to be competent on engagements, as many of them are completely different from my last 5 engagements, and it often seems like I'm starting a new job. Not to mention the fact that I have to build up a new team of people who also might not have great experience in the subject matter, and we are all essentially building the plane as we fly it. It is one of the most stressful aspects of our job. I don't think people are necessarily incompetent; rather, they are constantly put in situations that are so far out of their comfort zone, and it sometimes sets them up for failure. Stretch roles are good, but there is a balance, and it's borderline unethical for us to staff "experts" on a project where they don't actually have that much experience.
Pwc2 - the fact that you work hard to be competent and understand the strength and weaknesses of your team indicates a good leader. I can’t tell how many times it feels like a manager just has no idea what they are doing, and instead drown in “busy work”, making up tasks that don’t get us closer to the bottom line.
I think we need to realize that everyone isn't managed by the same stick on competence and we should not be so judgmental. My field has evolved rapidly since my career began. I no longer know nuances of certain technologies or latest skills in tools like Excel/Word/.ppt because my job is managing client expectations and sales. I rely on my team for deep subject matter expertise and certain hands-on capabilities. That doesn't make me incompetent; it makes me a leader.
Yes, but they don’t stay around too long unnoticed
Yes. You’ll be in that position some day too though. We all have or will
“Don’t want to sound condescending, but” - always a great way to start off a comment/question
Do you think Donald trump knows how to do pivot tables? Know your place minions!
This ^^^
Exactly 😑
I think they understand the simple things, they just don’t give a shit
Yes.
You got to be kidding me.
OP, do you think there is a way to suggest this to your manager? As a manager myself, I welcome everyone's perspectives regarding how to help execute the project in a smart and efficient way. I'd raise your hand.
SM1 - did you also start out with a small loan from your father?
Minions do think very highly of themselves. Get back to the grind 🙇♂️
SM2 - that’s what a leader should be doing! I was not saying incompetent = can’t use excel, I was saying incompetent in terms of paying attention to detail and understanding how they fit into a bigger picture