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Ok be honest, candidates. I really love this set of questions, I’ve been considering shifting my current interview style to these questions - I think they really give you an idea of who this person would be within the work setting. But the questions almost feel too deep for a recruiter to ask. What would you think if a recruiter took a different path and asked these questions instead of the usual ones?
https://blog.shrm.org/blog/9-interesting-interview-questions-that-actually-reveal-a-lot-about-candidat
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I think it's important to be honest with your boss about how you're feeling and what you need to continue performing your job effectively. If you cannot take on any more work, let them know and be vocal about your need for help. Don't try to carry the burden alone
Every agency seems to be in the same boat- hiring freeze during q4. They’re all trying to make their numbers. And it’s landing on all the people in each dept.
You have to tell your boss you can’t keep up. I suggest in a constructive way (not knowing if your boss will care). You can talk about the burden but I’d also link it to worrying about screwing something up.
I would view speaking up as your task in asserting yourself so you can feel like you’ve clearly stated the impact this has and what you need to change. Determine which accounts you think are less of a priority and if you can make a recommendation for how they could be handled even better. They may not listen to you but there is nothing better for your mental health than to speak up for your needs. If we feel stressed or burnt out, it’s a big clue that we have unmet needs - the biggest of which is being our own advocate. I also think it can be framed as not sustainable and out of concern for clients. If you have any ideas for how to reduce work - ie. less process/turnaround/milestones - this is the time to bring those forward.
When as a manager I had hiring freeze and burnt out team, I can’t tell you how much I wanted to hear from them and then brainstorm what we could do. Sometimes, a day off would help. Sometimes, letting them know that I understood there was only so much we could do I would support them even if balls got dropped because we knew it was company’s problem not theirs. Those are scary conversations but often times that exactly what’s needed before creative solutions can be found.
I like your “prioritization” point, DoP1.
OP could consider saying “It’s not sustainable (Note, NOT “I’m at breaking point”, it’s about the workload, not a weakness in me). If you can’t change my workload, here’s how I’m going to prioritize. Account A will get top priority, Account C, I’m going to direct to you (or some other strategy).”
I would recommend speaking to your supervisor about the situation. It is possible to get a temporary reassignment if your workload is too much.
Speak to your manager. If they don’t respect it or understand, that says enough and I’d suggest you start looking for a new gig. Maybe they’ll at least let you take a long weekend to decompress a bit. Either way, it’ll be eye opening to see how they react to it.
Chief
They already don’t respect OP. And IF they throw them a raise it’s going to be paltry. I’d immediately start looking for a new gig.
I was there. I spoke up for 8 months to no avail and finally had to find another job.
Yes definitely. I also like the way you worded that EVP - I’m going to do X, and I’m going to give Y to you. It’s proactive and assertive.
I also think SD that it’s important to remember that no one else know the strain on the accounts like you - likely not your supervisor. Sometimes when we’re overloaded we feel resentful and want someone to wave a magic wand to make it better. But you actually have the best vantage point to figure out priorities and articulate your recommendations and action. It actually makes me excited for you if you can do this because even though it can be really hard, it shows such character and leadership to speak up for things like this that are SO important. Thinking of you!