Bowl Leader
Bowl Leader
Hello folks,
Looking for some honest advice. Considering an offer with SocGen B’lore for Specialist Software Engineer position with 5.5 years exp and into Tech service management. Could you please tell me a bit about following points?
- 25% of the compensation(5Lakhs) is Variable. Does company even pay 60% of it at the end of the year if you perform say 4/5 rating?
- What is an average annual hike that the firm gives?
- How is the work culture and LGBTQ inclusionpolicy? Société Générale
Bowl Leader
Hello RSM coworkers! I am thrilled to be moving to RSM into a Scheduler roll. I just found out yesterday and want to be as prepared as possible in the next steps.
So here are my questions.
How long does the background study take? I'm guessing admin staff have a study that is faster and less complicated than someone in Tax ect.
When training at home what did you need that wasn't supplied by RSM? My home office is well stocked but I want to be as prepared as possible.
Thanks in advance!
Bowl Leader
Bowl Leader
Bowl Leader
Bowl Leader
Bowl Leader
Bowl Leader
Bowl Leader
Bowl Leader
Bowl Leader
“Reflecting on and adopting the use of micro-affirmations would be a positive strategy to prevent microaggressions. Micro-affirmations are small acts that foster inclusion, listening, comfort and support for people who may feel isolated or invisible in their environment. Focus on action, not avoidance – create new good behaviours.”
Bowl Leader
Bowl Leader
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After the heart of the pandemic, I believe we all learned valuable lessons regarding home-work balance. We learned that for most jobs, working from home is doable. Removing travel and set hours gave people some leisure time to work on providing themselves peace they haven’t experienced before COVID. The return to “normal” work life is simply not the norm anymore, people are choosing themselves, so “quiet quitting” is becoming more noticeable in the work place, even for us people of color. We are using the extra time and energy to build side businesses, invest in stocks, take additional trainings for self development and to manage our home lives—- I personally have set my alarm for a 12 pm lunch hour daily, so I don’t ever give away my time ever again. I also leave work exactly at the time I should leave. I’m punctual and dedicated during my hours being paid. I have zero apologies for me and mines coming first in my own life- A proud professional black woman
Bowl Leader
Love this!! And couldn’t agree more. The pandemic has refocused our priorities. With newer work practices such as remote and 4 day work weeks, many of us are starting to find our peace and power. It’s also made it hard to ignore many of the disparities that exist in the work place (racism, sexism, pay gaps, work life balance etc). We now know there are better options and what it feels like. We will never go back to the “norm”.
I found out the two male managers in my department were making 25-30% more than me , female manager, and were contributing less than me. My boss constantly had excuses, stating it was where I lived or my job description but it didn’t change the fact that I was busting my ass putting in more and more work that was on their job descriptions and still not getting what I deserved. I am at the point where I think I have done too good a job and they have purposely held me back for their own selfish reasons. Because, who would do their work if they let another department steal me? So, I am scaling way back. Doing the bare min of work. In this organization, you hit a ceiling when you are too good at what you do and I have just hit it.
Bowl Leader
So sorry to hear this. What you are experiencing appears to be the norm. So the question is how do we reset the norm? Sounds like you have started to figure out an approach which works for you. Setting boundaries looks different for each individual.
This is exactly what I’ve been doing! I didn’t know there was a word for it.
I see this quiet quitting phenomenon as a really valuable alternative to ‘hustle culture’. It puts an emphasis back on a ‘pay for performance’ system, while also challenges employers to embrace & engage their employees as the whole person (professional AND personal) instead of focusing only on their ambition and outputs.