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I think it’s 100% well-intentioned to check it for her, but you’re not teaching her how to confidently send something on her own and setting her up for long term success.
She’s got to develop her own criteria for determining if something is satisfactory and assuming the full responsibility, knowing that if she makes a mistake you’ll work on it together - free of shame.
Would recommend ripping the bandaid and managing expectations all with the goal of helping her long term.
It’s totally appropriate for junior employees with limited client experience, but should be a short-term solution only. At some point, communicating via email is a minimal expectation of the role and if they can't get it right it’ll be difficult for them to continue in the roll. That said, as someone with decades of experience in marketing and leadership roles, I've worked under managers that feel the need to constantly edit my comms (PPT, email, etc.) to the point of it being ridiculous nuanced and a waste of my time. Using obscure word choices and edits that really only appeal to them. Always a lot of fun.
Cut the chord, empower her to move forward on her own.
This would drive me insane as I hate micromanagement.
That said, I had a previous manager who wrote me a scathing email when she was out of the country for tone and word choice in an email (despite me getting it cleared by HR first). So… I get the trauma lol.
I think it might help her if you give her guardrails. Like only send me comms that involve X, or, are going to Y & Z.