{ "media_type": "text", "post_content": "How do you handle men below you blaming you for them not doing well because they think you don’t personally like them when in reality their work is not where it needs to be", "post_id": "5b3448ae37bbfb00181a5eb0", "reply_count": 7, "vote_count": 1, "bowl_id": "58f7fc5fae9f610010f862d9", "bowl_name": "Women in Accounting", "feed_type": "bowl" }

How do you handle men below you blaming you for them not doing well because they think you don’t personally like them when in reality their work is not where it needs to be

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How and to whom are they blaming you? Also, have you corrected their work previously? If so, refer to your previous corrections and cite ways in which they are falling short.


Comment on their WORK. Send email/ review notes with points showing: 1. In this task that you completed- please put/ change blah blah because.... , it’s the same approach we used on this other client 2. In this task you completed - please blah blah 3. Don’t forget to wake up before you work on my next client because I don’t want to see the same errors again☺️😉 Might be repetitive, by seems to work because some people are better learners when they read and have past notes to lean on.


in this exact position

Ignore the whining unless there is truth to what they are saying. Otherwise, tell them to put on their big boy pants

Kill them with kindness. Sit them down and explain in great detail where they have messed up on a project, to make sure they improve in the future. Offer to train them to get them up to par. Say you’ve taken an interest in their career and are concerned with their development. Consistently schedule more hours for a task than it should actually take, and when asked why, so it’s to give so-and-so room to self-review, or because you know that they just aren’t getting it and want to have time in there to handle the rework. Etc.

Document all of it. Consistently and repeatedly give opportunities for improvement, and then use that as back up for reviews etc afterwards. Make sure to present your concerns upwards- so and so doesn’t seem to be getting it, you have tried xyz to help them and guide them in their career, what would your supervisors recommend, here is what it has cost on the project, you’re trying to balance firm expectations with developing an under performer, etc. soon enough the problem will take care of itself

Agree with the suggestions above, and would recommend sending emails where you set clear expectations for the assignment (due date, depth of analysis, review ready, etc). If you do that ahead of time, it’s easier to tie performance back to that later. Also add in “if there is anything about the assignment or my expectations that is unclear, let’s discuss” - that puts the responsibility on them to understand the directions. Good luck!

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Still not seeing location in the post window when turning it off.

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Ahh it is posting but into middle of feed as opposed to top.


Yeah you're right. It cuts after two lines instead of expanding.


How many first year analysts here started as interns? What did you guys do to get those jobs?


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Post to test


Beyond 2 lines the text in each post card is cut off. I wonder how many lines in the comment section?


On the bench because the next engagement team didn't get the client to sign off on time. PML suggests i take PTO. Utilization tanked for no reason.

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Does anyone have insight on CSC's healthcare consulting biz?


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Taking the CISA cert this weekend. I've always been a horrible test taker since high school. Any tips? I'm not doing the best as I go through the database questions 🙁


People who applied to Google- did you write a cover letter and do you think it helped?

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