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hi Recently I had an interview at Airbus for Technology analyst ii role. That was the final round but HR did not give me a number after my expectation and said that they would offer me as per company standard . can you tell me what is the pay scale at this position? this is for e2 level
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Go Amy! 👏👏
I received an email from the HR at Monitor Deloitte that I've cleared the case round and a back to back discussion with partner and director of the team will be scheduled. Been almost 3 days since this email, haven't received asking for availability from the scheduling team. This for a role with their Lifesciences Strategy practice in the UK. How long do they typically take to schedule the final round of discussions? Do they eliminate candidates in this round?
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Thanks for sharing this point of view - I am bummed for you as well but honestly needed to see this as someone in a similar position with a direct report who is checked out and is struggling with sustaining any efforts to improve. Before long we are always having the same conversation, and we just can’t keep going with a bad performer in this “rightsizing” climate. I find myself alternating between terrible guilt for not helping her along more and a shameful relief at the prospect of a departure, with the occasional moment of dark humour (“quiet quitting? In this economy?”). I don’t have advice, but hope it’s helpful to know you’re not alone in the experience - it certainly helped me to see this, not to mention the uncanny commonalities mentioned in your follow-up comment.
Thank you. I feel so SEEN with the comment about feeling guilty about not doing more. I am always trying to find a path, an avenue, a way up for everyone on the team. I know I’ve done enough but the ones who fail always haunt me. It’s a problem I can never solve.
I sympathize with her struggles outside of work and am keenly aware of the widespread plague of burnout and disconnection that continues to creep after years of relative isolation during/after covid combined with the intense pressure to do more with less…and less…and less. But she has to want her success as much as I do. I can only pull and motivate and coach to a point.
Hi!
Thank you for sharing this.
Knowing that you truly did and gave your best is something to keep in mind. It sounds like you truly did everything in your power to set her up for success. It’s important to keep reminding yourself of that and acknowledge it :)
I´m sure you asked her this but I want to mention it anyway - did you ask what kind of support <she> thinks she might need? What has worked for her in the past that you could potentially try out? Is there a way to change her tasks and reduce/add different responsibilities?
I have witnessed cases where a person was put on pip and then had an incredible transformation.
With that in mind, you might want to review your pip process and think if there´s anything that can be potentially adjusted to do everything from your side to set her up for success? Making sure you have clear goals set, specific plan, follow up process, support systems...
Wish you all the best, you’ve got this!
Btw, if you’d like to chat further, feel free to message me/connect on LI. I´m a Career Coach, happy to offer some additional insights.
Managing humans is tricky. I can identify with both positions being a manager and a direct report and I think it is all about expectations and meeting them where each person is from both sides. Taking corrective action and putting someone on PIP probably did not help the situation to be honest and if I were in your employee’s position, I would be working on my exit plan and finding a my next gig before anything worse happened. PIPs are rarely seen as constructive and are the gateway to termination.
Oh, wow. Well that is at least a good option for an employee who would rather leave. Typically the PIP places large amounts of unattainable work on the employees plate with unrealistic., Timelines and goals, so giving them the option to leave which is typically just what the company would prefer is good to have.
I'm sorry, this is so hard. I had to administer my first PIP last summer and it was probably the biggest challenge I had faced as a manager up to that point.
You can't be more invested in your employee succeeding than she is. All you can do is clearly lay out what she needs to do to succeed (and it might be a pretty high bar) and help where appropriate. It's not good for your employee or the rest of the team for her to stay in a job she isn't really able to do, but of course you never want to let someone go lightly.
People say PIPs are BS, but they give people time to start looking for other jobs, and hopefully that is what your employee is doing now.
This article by Adam Grant may provide some insight. https://open.substack.com/pub/adamgrant/p/stop-serving-the-compliment-sandwich?r=22goah&utm_campaign=post&utm_medium=email
I'm reading some of the threads and your response. If you have clearly documented the performance, PIP would be a formality and could end earlier if they are not hitting any of the milestones (don't need to wait for the timeline set since their performance has been outlined). I don't think you should feel bad for the situation your employee has put themselves in. You have given them plenty of opportunity to step up or tell you the issue and you can then help find a solution. Your other employees are suffering and as a manager its your responsibility to lookout for them. This situation maybe bringing morale down and in turn stress them out with out a true reason. The separation could be the shake up the employee needs to do a self-reflection. It sucks the economy is bad but its also not your responsibility to coddle. Be there if they want to connect or need professional advice after they have done some self realization but at this point it should not be a surprise they are not hitting the milestones of their PIP.
I would recommend her for other opportunities in a different department. If she's not thriving despite all the resources available, she simply isn't a fit for that role. Change her role and she may succeed.
We are exploring that. I think the chances are slim that she will find something that interests her (based on what is open currently). But she is actively looking.
You mention coaching and mentorship from
others on the team; what about from you as her leader? Have you checked in with her about her goals, how she’s managing her workload, what her development aims are?
Yes. We check in on this constantly. Constantly. That is part of the problem- the coaching, mentorship, feedback, and support from me, her direct manager, and other project leads are not yielding enough improvement. Collectively, the sr people on the team (including myself) have tried for months to help her turn it around. It’s not clicking.
Just curious what industry and position all your PEP situations are in? Seems to me some industries implement them more than others. Some deliver them beautifully and people turn around, but others deliver them in hopes the person does quit before they have to let them go.
Would love to know ?