Related Posts
Any layoff expected in bny ?
More Posts
Anyone heard about neudesic!
Additional Posts in Consulting
Bain & Company Which are the best consulting firms and practices for Climate Change & Sustainability, especially in the Canadian geography? Also, please suggest the best Canadian city for consulting jobs.
McKinsey & Company | Boston Consulting Group | Bain & Company | Kearney | LEK | EY | Oliver Wyman | PwC | Deloitte
#ClimateChange #Sustainability #Water #ESG
New to Fishbowl?
unlock all discussions on Fishbowl.



Maybe it’s Friday and maybe I’m just tired of fighting the behavior I know to be common in this consulting culture, but...life is short. Don’t let one miserable manager or partner throw you off your game. Keep your notes and keep it pushing. It’s an uncertain time, and I get the cause for concern, but if they want to lay you off they will find any reason (and this feedback will likely not be the reason). I’m a firm believer in doing your job well and letting the rest go. I agree it’s completely unfair that she’d lie, but I believe strongly in karma.
Maybe reach out to HR and pose the same question you have here: how do I navigate this, given the dependencies and challenges I highlighted during the engagement? Let them do the heavy lifting of coming to a solution; and if they don’t, keep that in your notes also.
Thanks. Yeah I know corporate will try to find any reason. I just moved into this role so am extra uneasy and worried the negative feedback will impact perceptions.
I have some proof that the feedback is off. Yet I'm sure the old mgr can dig up emails to somehow prove her point. She was careful in making emails sound like regular feedback and leaving out context but said a lot of negative things during 1-1 calls. Not something like racial slurs yet still very hurtful.
I'm so glad to finally be off that team.
Would you suggest I consult directly with HR on the side or further discuss with my current mgr first?
Sounds like you are reflecting on the feedback and trying to address potential development areas, not be argumentative about the feedback. Wait...
This is the first time someone has ever labeled me as being argumentative in my entire life. I pushed back when the previous manager kept changing the transition work and expected me to do another six months of her work on the side. I have some proof her feedback isn't accurate though it isn't fully adequate. Some much of it was from 1-1 calls which makes it my words against hers. She gave me excellent feedback before but it all turned full steam negative when she learned I was transitioning. These aren't even development points anymore if they're false in the first place.
To provide more details on the feedback:
Redoing deliverables: Previous mgr kept changing requirements. Said I was struggling to get the needed info from systems. The info she wanted wasn't even in the systems. Had to proactively reach out to multiple teams to get the info. She was aware but kept dismissing the challenges.
She said she had to press me multiple times for status updates. She had set up daily catch up meetings but kept canceling them. Told me offline in a call she only wanted status updates in meetings.
Not finishing tasks: I finished all tasks. Only thing I "didn't finish" was she kept changing transition work. Current mgr is aware of the changes.
Argumentative: I'm guessing that's because I politely pushed back when she kept changing things or tried to explain certain things weren't the case.
My old team was so toxic and I am so glad to no longer be on that team.