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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
I am deputed at the client office. I use PSL laptop only to check mails. But in my last appraisal my manager told me that I need to get 60 credit points for promotion. But due to client work load, i won't be able to do that. So, I have resigned from PSL mentioning the same that promotion will not happen.
But my manager told me that he will try to give me a promotion in next cycle (ignoring the credit points clause). He is asking me to withdraw resign
Shall I withdraw my resign? Persistent
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Hey 🐟. Any SaaS or infrastructure Sales companies hiring AE’s right now? Please LMK whose hiring, I’m ready for a change and looking to explore new opportunities and increase TC. Have my eyes on Microsoft, Amazon, and some smaller companies. Open to a wide variety of companies large or small.
8 YOE, selling to pub sector w/active security clearance. Located in Texas.
Current OTE is $290, no stock, no bonus.
Dear God please give me the strength
Hi Fishes...am very much confused , need some insights.I’m now confused between these two. I work for Product based company and have offers with the below orgs 1. Common wealth bank as Senior Business analyst , 2. EY GDS as Principal Consultant ... YOE is 9 years and CTC is 29 fixed for both. Commonwealth Bank or EY for Good learning and better work life balance
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Learn to delegate. As a lead your job is now to think about your brand at a higher level. Get yourself out of the weeds so that you can proactively think about the brand and find the opportunities before they become assignments .
It's time to pass along your abilities of excecution and precision to the next generation. It's fine to get in the weeds once in a while to keep those skills fresh, but you now have the chance to muliptly your abilities by building a team that is capable of doing such.
Agree with CD1. However, if you are now overseeing people you worked alongside before, accept that it’s a delicate balancing act to delegate work effectively, without seeming like you’re simply dumping work on others. Sit with people and really talk about the assignments so they know you’re there to help, not just approve or kill their work.
This is a great point! And something I am hyper aware of since this is exactly the case and something I want to be a positive for me and the whole team.
Also, take the heat from above. It’s the time tested idea that great leaders share the glory, and take all the blame. And congrats!
Love this advice! My manager (who is moving onto another team in part to make room for my growth) does this and it made all the difference. I could reach out to him at midnight when a project went off the rails and he would make sure I felt heard, offered insight to get through it, and did a lot behind the scenes to mitigate the issue. I’ll definitely keep this in mind!
All of the above + Inspire your team. A great manager is always preparing his succession plan. Take the time to identify and groom your potential replacement, in case yet another opportunity for you to move up opens up. Congrats!
Love this post. Congrats on the promotion!Following for all the advices.
Delegate, be the person you wish you had in that spot, don’t be afraid to make decisions and work to make those decisions work, and most of all, be kind and fair, but tough to those under you
The hardest part I found when I was promoted was the slight dynamic shift in my relationships with my friends and colleagues once I went from being their buddy to their boss. The best advice I was given (and it’s stated above but bears repeating) is just making sure you spend ample, one on one, personal time with each of them and utilize the dynamic you have with them to make sure you communicate that you’re there for them, to be their champion, and that you guys are really a teAm. Let them dictate how they best see your relationship working, not the other way around. Be firm but humble, they helped you get there, anyway.
Recognize that you need to tailor your style to how you manage different people. Some people need one thing to motivate them. Others need something different. Don’t try to have a one sized fits all approach
You are the decision maker so don’t micromanage
Congrats! And I hope you keep learning about what you do as you go up. My problem with ppl who got promoted and end up just going to meetings all day is threat after awhile they lose touch with the work itself. When new grunts come on to do new things the lead already had became irrelevant and not understand the shifts within the work process itself.