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Bonus is out for EY GDS steps to see. Goto gdsindiapayroll.greythr.com, click on IT Declaration on left. Then click on My Tax Planner at the top right. Then click create my plan then click view it calculation on bottom right then expand income here under adhoc income you should see variable performance bonus amout.
Coach
Anyone around Columbus area want to hangout?
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Guarantee you that the men have some thing that the women don’t have at home - a wife
The point is sailing over the top of everyone’s afro. I am done.
In reading your answers, you feel they should feel obligated to all hands on deck because others feel obligated. There are incentives (stated vs unstated is unclear) in terms of bonuses, comp time, and camaraderie social pressures to get that level of commitment, but these two employees do not see those as incentive enough to prioritize this level of obligation vs their personal commitments. Seems this isn’t a question of fair vs not, but personal choice based on perceived value of incentives and consequences. You can also choose not to do the work you perceive they should be doing if the incentive/consequence isn’t high enough for you. I agree that this is what they call setting boundaries and mad respect for it.
Agree M1. Boundaries are lovely. They are healthy. And we all wish for them. But often our work is not just pushing paper or creating decks. And after a crisis and when push comes to shove, the ratings calibrations will reflect that extra effort and great impact from those with strict and healthy boundaries.
I’m not sure why the gender is relevant here. Are the people who aren’t working around the clock truly not pulling their weight? Sounds like an unhealthy company culture if work life balance is expected to be that terrible. In any case, are they your direct reports? If not, move on and worry about yourself. If so, I guess try to explain that there is a “crisis” that requires then to work (hopefully temporarily) unreasonable hours.
Maybe allow for hybrid working. If their missing days is creating a burden, where they otherwise would be in office working, give everyone the option to work some days from home so tasks aren’t forced to be reassigned to those who have the ability to pass off home stuff to someone else.
Yeah, if they are remote there is absolutely no excuse. Time to have a conversation.
Just address work loads and set the expectation everyone will be working long hours, then talk to those people one on one. Might want to check with leadership or HR on how to message to the individuals.
Do you think it’s fair if you have scheduled vacation and health issues? Isn’t that what they call setting boundaries? I think that’s where I struggle. But yes, HR could help.
Health issues- likely out of luck from an HR perspective.
Scheduled vacation- also out of luck until that vacation happens. But talk to that person about the expectations until they go out on vacation and when they return. I’m all for setting boundaries and encourage my team to do so, but when a crisis hits, something has to shift. Non-essential work gets back-burnered and effort shifts to crisis management on all fronts. They have to support the team in a different way when they are available. Availability during regular working hours is a non-negotiable.
We had a mini flare up recently and one of my leads (based in Europe) did not adjust her availability to expand her working time during overlap hours. I told her she needed to adjust to work an hour later each day until the issue resolved. She was able to start later, but I told her directly to stop work on some projects, pivot to support the crisis work, and increase her availability for collaborative work time. She was concerned about pausing work on other projects and I told her I’d help communicate and reset expectations with stakeholders. She wasn’t coming to this on her own so I told her what was needed. And she did it.
It is totally fair- Health/vacation issues aside- to reprioritize their time in order to make them available for higher priority work during their regular hours.
If the majority of a team is working over bc of a big project or even “crisis” as you called it, then it’s now expectation and anyone who doesn’t is making conscious decision not to.
Be ready, they won’t last. We coming for your jobs lazy girls!!!
Yeah, no. Pop out a couple kids and try answering this again.
It's unhealthy and, in many places, illegal to demand your employees work unpaid overtime. People have lives, you know.
Sounds like you need to onboard more staff.
Unpaid overtime? They are salaried employees and at their levels each take home over 200-300k.
Mentor
I’m asking some basic questions here:
When you talk about the women being absent, is this because they are not physically on-site during the crisis? Could these individuals be working during the crisis and they are just slower producers than others in the group?
Is this type of crisis covered in the general job description? Or is the company expectations of all hands on deck and what that means? As you are the boss, have you had a conversation with everyone what this means, compensation, etc? And what is the definition of this crisis being resolved?
I just watched someone at my job take on another role which means she is working the equivalent of 5 people’s roles for the pay of the lowest role. There is a “promise” of reward; but historically, it never pans out.
Mentor
I’d be open to learning more about these roles and what they do, if you are open to DM. I’m assuming you are based in NY at the salary point. But I would love to understand more.
….The bulk of the work load. Mind you, the guys have health issues and kids too but obvi we all know they will skip a Dr and pass the kids off to a spouse. All parties are deserving of time off, family time, sick time, etc. But truthfully the women being absent so much is stacking up and actually creating a burden on me - covering their work load. And it’s making them dispensable to both me and the team. We just move on without them. I guess the question is, is it just what it is? Or would you do anything differently? Let me know your thoughts other than the obvious.
Is the expectation that they would help in times like this? Have they had the opportunity to be involved or assumed they have personal conflicts? Have they stated their boundaries that they cannot be involved?
If they put up boundaries, not much you can do but expect a promotion sooner. Personally I would focus on myself and just ask for a spot bonus or something for my dedication and/or use it as ammo for promo or raise. If I did have a conflict I would state it knowing what impact it might have on my upward mobility, perception, etc. Sometimes overtime is an opportunity, other times a sham. Male or female - understand all facets of the situation and do what’s best for you.
OP i don’t think analyst 1 has much experience as a leader. Trust your gut as SVP. These situations are nuanced and there’s a time to put the team on your back and there are times they will have to step in for you.