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I am in a confusion,
I work for tcs and for retention, tcs is offering Canada onsite and they need 4 to 5 months to process the visa
I have 2 offers in hand one is CTS (16.3+ 70000) and HCL (19+3)
Hcl is pakka support project (operations) no chance of development. I am having 10 YOE and completely in development.
CTS not sure about project.
Fishes, can you please help me understand which is a better option that I have.
Is rolled off from project common in CG ?
I was hired 4 months back for specific project , was working from very 1 week of hire, now i am going to move to bench. Though i am happy but i also very worried as how much time it take to find next project, if i will get project as per tech i want to work.
How is internal hiring system in CG.
Capgemini
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Whats your yoe , tech stack and cctc ?
Hi Fishes! I have 3.6years of experience in analytics domain. I have working on SAS,SQL, Python and Tableau. Please refer me if there's a relevant opening in your organization.I am currently in my notice period. Thanks in advance! American Express Amazon Mastercard Flipkart Bank of America Amazon Mastercard Flipkart Bank of America Natwest group
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I heard Accenture pays more than McKinsey
Anyone at Deloitte know how to view utilization?
The rental shuttle line at SMF 🤦♂️
McKinsey & Company McKinsey & Company been working here one year and received pretty positive feedback. Given the expectation for people of my tenure to transition to EM in a year or so, I can’t see myself staying due to the WLB as an EM. I’m 35 and have 2 young kids. Can it even be realistically done? Would love to stay but I don’t see a balance which would keep my family happy. What options do I have from there?
I'm so jaded 😬
That feel when when you've got exit options
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Have you ever heard of Parkinson’s law? It’s the maxim that “work expands so as to fill the time available for its completion.” It sounds like you gave the intern four hours to complete a one hour task. So it became a four hour task.
Sure, some people are naturally very motivated over-achievers, and have the smarts to do your task, without errors, in less than an hour, and turn it in as soon as they know it is complete, ready for the next task. But most people are going to work according to Parkinson’s law.
If the intern had turned in the assignment faster, would you have rewarded them for it? Would they get a better review? Pay? Free lunch? A pat on the back?
Or would you give them more work? If there are no consequences for lazing away the day, nor benefits for grinding on a given task, why rush?
Five years of consulting work have taught me this exactly. There's never a benefit for pushing to get things done earlier...in fact, the "reward" for wrapping up earlier is usually more review cycles that lead to flip/flopping changes anyway. So much of consulting is changing things according to someone's opinion, and then changing that back to someone else's opinion. Too many managers think everyone else should be motivated by the gain on the budget, when seniors/associates couldn't care less.
Chief
I usually have my interns screen share on my tertiary screen while they complete any assigned work. I screen record their process and attach it with comments to my performance feedback. Used to also have them install an eye tracker but HR got involved.
Sarcasm at its level best! 😂 ( I hope)
"Hey, [intern name] thanks for knocking this out. Any areas along the way that tripped you up? Can you walk me through your process for tackling this?"
I have full-time analysts who take "longer than usual" because they review their work multiple times and usually hand me mistake-free products.
Would rather they take the additional time to send over a good version instead of having to iterate after the fact.
Follow-up question: was the product riddled with mistakes or otherwise error-free?
Dear consultant, exactly.
Wow, you checked the file history? :O
That seems quite excessive esp for a manager!
Interns have a learning curve, think what you used to do as an intern. I'll suggest perhaps coaching them on how much time it is expected for a task to be completed, how they can avoid spinning wheels etc. Need to draw a balance as they are interns so we can't expect them to perform as experienced hires but also not as externs.
For real. Internships are also two-way streets. They're interviewing you as much as you are them. If you treat them like shit they're gonna go somewhere else.
Chief
Do you time their bathroom breaks too?
Just awful
I'd tell them, while 4 hours to deliver the task is fine, but make sure the break time is not charged to the client code.
Wow… you can audit every minute of a deliverable now? Thank goodness I’m not an associate anymore. OP is a little intense for going to those lengths but OP has a valid point. Intern was likely being lazy or just as likely, a personal matter popped up. It’s hard staying focused working from home. If it’s habitual, maybe worth addressing but I’d take it easy on one occasion. Not everyone is a rockstar. Principle means well but doesn’t remember how intense project delivery can be. They answer the mail and kiss babies most of the day 😂 “I’m a people person, I deal with people!!!” 😂
OP - I can tell you , u r A New manager and not a leader …
People just keep trying to outsmart each other on FB!
Had to double check I wasn't an intern anymore
They’re interns…they don’t even get paid much to begin with. Cest la vie
Lol just the phrasing of your first sentence is hilarious. A firm spanking should do it.
D9 ... here's the code x6nho
Part of being an intern is also learning how to work efficiently and the value of time management. Let this one slide. If it continues to happen or becomes a problem, then pull them aside and use it as a teaching opportunity. But for the love of god, don’t be like “so I checked the version history and I know it took you x hours to do this”…because you’ll sound like a psycho.
Breaks allow people to be productive. This is micromanaging.
Just curious about the 2.5 hour break.
Look, I've been a manager for 3 years at Big4 as well. Like everyone said it's about coaching them and enabling them. Micromanaging and seeing how many autosaves they did doesn't help anyone.
Maybe have expectations conversations before their next task where you tell them the expected time and if they can't finish help them. That will help you and them formulate the SI/BI or whatever they called it formula where you can informally coach them to do better.
Rising Star
Absolutely psychotic, who cares as long as the work got done with minimal error and before the deadline?
Post with your name so we know to avoid you 😭
Just ask anyone at the firm who they don’t want to work with. I guarantee their name comes up.
I would suggest giving them deadline and check in to see the progress. New hires require coaching not micromanaging . Don’t be the annoying manager no one wants to work with
Likely too late
Fire the individual and then give them a swirlie and say they’re blackballed from working in corporate America
This is the way
Pro
Its highkey deranged if you're even checking file edit history, let alone taking this to an anonymous forum to plot some grand strategy.
Chief
Imagine working at a company where a normal thing to do is to check time stamps on files to see how many breaks someone took
If you feel this strongly about it and about coaching, use this as a teachable moment, and couch it as such and not as a scolding or criticism. Sit down with intern and say, " I know you said it took 4 hours...it should have only taken X time and that's what I'm planning to discount the time to for the client ... You're an intern so no harm, no foul ... here's what some people (potentially client) might do when they look at your file and keep in mind that some asinine folks internally might even do this to judge your work product later" .... And discuss with them about ethics and motivations for the possibly inflated time estimate. BUT, if someone under me was doing what you are doing (especially to an intern) without very good reason, I'd be coaching you to improve your toxic micromanagement tendencies. Please fix.
Well said M3! I think it is important to coach interns now as they are new to the industry and usually the working world. This is when they will be building the foundation of their working ways so they should be aware that their efforts can be monitored.
Breaks are fine but if they are saying something actually took 4 hours and it obviously did not (and not even close), then they should know how easily what they say can be validated.
You are a terrible manager. How did you become one when you don’t know how to coach or people manage? Sad 😢