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My wife has her joining date extended from Randstad and no joining date has been provided. What are the chances of her offer getting revoked. She has around 1 year of experience in HR. She got to know about this just on the last day of her notice period. She doesnt have any other offer as she didnt expect the joining date to get extended. Randstad. If anyone is open for hiring, please let me know. I can share it with her. Morningstar Tata Consultancy Accenture JPMorgan Chase Wells Fargo Infosys
I have completed HR discussion round they were asking about my LWD..I said it is officially 90 days.. so should I discuss with my present company manager about LWD before or after getting offer letter
PS: I will be released early as I am sitting idle in the project..one guy in the project got early release.
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Ah!!! The perks of WFH😂😂
I had a very similar experience with my mentor. Ultimately, she escalated things while I kept quiet about things. I was unaware of the escalations happening and it reached a point that it got me fired. The management was on her side and there was nothing I could do. What I am saying is, if she is toxic and you already had an argument with her, it's highly likely that she is going to target you in future. My suggestion to you would be to collect enough evidence and document everything. If thing go south, send the evidence to HR and appeal and request for team change. That being said, chances of success are very less if she has people backing her. So, simultaneously look for opportunities outside as well.
Gather all evidence because its 100% possible that she would start targeting you in future ..Also side by side start looking for opportunities outside
Ensure that some of the below issues are not there from your side, and I also have a few question to which you need to make a self note of,
1. How long has she been in the org? If she has a ton of experience in this specific company its better to start looking for a change of company, because it's not that she was toxic, there was something with the culture that is actually acceptable but you found to be offensive also read point 4 which indicates if the culture is actually toxic.
2. Did the conversation you had involve anything personal? If it got personal then did you bring up your personal issue or did they point it to you? Depending on the context one argument could have been personal and toxic while other might not be but you would have taken it personally and retaliated.
3. Freshers usually don't know to have the softskills necessary for the job. They make assumptions, jump into discussion they are not part of, insinuate things and lack technical vocabulary, they blatantly point fingers on others without understanding the load others are facing for eg., 'X failed to complete Task T1 which is why ,I cannot complete task T2', instead of saying , ’I am waiting for task T1 to be completed before I can proceed with T2’. One looks professional and since management would know why the other person has not completed T1(either if it is lack of effort from X's part or if X is stuck with another priority issue) former statement makes you seem like you carry bad will against X.
4. There are very toxic place those were they often bring a lot of comparison especially negative comparisons like, 'previously we had a person A who did bad things like X, Y and Z and was difficult to manage in our team'. When you see folks in your team make discussions like this on people who had left the company most likely it's a toxic place to be in. There will be a lot of generalizations and stereotypes, and utter and complete lack of empathy to people beneath them. Either change the organisation or change team.
@cognizant
Are you supposed to handle the client or was it the senior's responsibility?
If it was indeed your responsibility and you didn't jump the gun then no that's not normal, if you weren't prep'ed by senior before call and you weren't given walk through before call on what type of client and how you need to handle and what you can mention and what we don't need to touch upon because its internal, etc., then they weren't right doing it right. If they didn't prep. Tell them you wish to get experience in talking to clients and what you need brush up on. Maybe some parts of what you may need to know might get missed, but they cannot hold you accountable on these things, and that's were soft skills come and you need to ask why and how questions aptly to gather all the details before client meeting and get everything cleared. Its better to have a talk about all these and have dos and don'ts listed out and the reasoning behind them before going for the call.
If we had gone astray though you were briefed about most things then it's something that we need to take responsibility for.
We can never be inconsistent with one member saying one thing and the other saying something else on a live call, which is why you have the experienced folk sitting through the call for correcting you. They are supposed to know the exact behavior of things and if you are designing something new then they should already know if your design could be shown to the customer which means they should have sat with you and worked through how things are functioning on the task asked of you. If the design was new lead or the experienced folks should ask you to change things before the call not during the call.
First of all. Keep calm
Yes. I'm trying to be calm.
As you have already apologized also she did from her end. Then why are you afraid?
Apology has little value in the corporate world. Corporate world is the synonym of throwing people under the bus culture
Bro be calm. If you have dependency on you then no problem. It happened to me in my previous org where I used to argue with my lead and shout at him but at last we used to cool down since my lead knows the value I bring to the team and used to apologize after some time. It happens to many people. No problem chill if she tries to do the same thing just document/record everything and keep it as evidence.
Yup that's the reason i left
Pro
Document all the things and send it to HR
I have recorded anything. We had this meeting in Teams. How to gather evidence?
I had a same situation when i started my carrier . I had around 1 years of experience. I prepared a document attaching all the proofs highlighting his conspiracies and double standards and wrote a long email to my manager attaching it :p ultimately , my lead was moved to a different team 🤣..!
Record every meetings you have with her and tell her sometimes you are not able to follow so you need to record. That atleast avoids most of toxic behavior from her.
My lead is very toxic. I put this video as my status now. https://youtu.be/T05-J1wR0ik