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All the rounds are completed a month back and last week HR called and said there is a global freeze and would not be able to take immediately and asked if i am interested to wait for 2 months and further technical interviews are not needed is what she said...Is really the hiring stopped ? If yes is there an tenantive month until which it SAP" class="linkified" target="_blank" rel="nofollow" >stopped.SAP
Rising Star
I got an offer from UST global for 32.5 lpa (31 fixed +1.5 lpa VP) + 2 lac JB for technical lead 1 position.
Is the offer good for tech lead 1 ?
i am also holding an offer from CBRE for 28fixed +2lac JB
Could someone please suggest about work culture, annual hikes and job security for UST ??UST Global CBRE
Techstack: Java backend, microservice
YOE : 7 years
Visual Storyteller
McKinsey & Company Hi All,
Can i get a refferal for RPA BluePrism Devloper and have worked on different RPA tools Blueprism ,Uipath, abbyy vantage and TrustPortal .
Technology : RPA Developer Blueprism
location preference : Hyderabad
yoe : 8 years
current company : IBM
Thank you 😊
Deloitte EY KPMG PwC Accenture Wipro CTS Capgemini HSBC Oracle American Express McKinsey & Company Amazon MNC
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HR should have provided a script or guardrails beforehand. More their failure than yours. Give yourself grace. You gave transparency which is important to building trust overall with teams. You now know better for the next time —- though hopefully that’s not anytime soon.
This was my thinking too.. I did keep HR as well as my manager informed on the entire process from beginning to end because I am a new manager only 2 months into the job. Unfortunately no guidance was given other than they would execute by a certain date, which was today.
Don’t stress it. You did what you felt was right. It’s never easy to let go of someone. Don’t be hard on yourself and give yourself some grace. Your team won’t remember this forever
Certainly an overshare but give yourself some grace, you’re new at this and it’s one of the hardest functions as a manager. That said, just keep it moving. Don’t bring it up again and focus on keeping your team engaged and on task. Also, your team would’ve found out anyways (they always do).
If you didn’t say anything everyone would just be gossiping about it and wondering
Agree with all of the above. I recognize how you must be feeling, but these things happen. You sound very reflective so I can tell you’re already learning from this.
What I’ll offer is advice on how to move forward. I was recently in a similar position and I asked my HRBP how to proceed. She gave me great advice: “Move on with the team and don’t dwell on it. They’ll take cues from you and they won’t wallow or think anything of it if you push the team forward.”
I thought that might be a bit insensitive but it’s been the best thing for our team. We announced that team member’s departure and then no longer discussed it. Some people had a few questions but for the most part they’ve been resilient and the team has been much stronger.
You’ve already spoken to the team about this person’s departure, so consider this closed. If you wallow, they’ll wallow. If you move forward and focus on the next set of goals, that’s what they’ll do.
Good luck!
Yes, unfortunately that was an over share- you only tell your team the minimum amount and whether it was me letting the rep go or the rep quitting all I tell the team is unfortunately Jane Doe no longer works here. End of story.
You don’t have to explain anything to your people when it comes to you making a decision about letting somebody go. And since this is your first one, don’t think it won’t be the last because you’re going to have to do your job a lot. However, it’s always good to know, as long as you did it, you did everything you could to help that employee. Many many times it is will vs skill.
Do not beat yourself up over it, do not think about the employees life and how you’ve impacted, do not. The employee had every chance to turn around and did not take it. I always told my people at the end of the day., I have a job to do and if I don’t do my job, I’m the one who’s going to be having the discussion with my boss and that’s not going to happen. So either you turn around and mend your ways or we will be having a separation discussion.
Its never easy to let someone go and yes, you come off as trying to explain yourself to prevent others from being angry at you. Thats okay, you're getting your footing. In the future give them just enough to to easy the worry. "We had to let Mr. Smith go from his position. I'm aware some\most of you knew them. Unfortunately, we were unable to make it work. If you have any questions, please come see me privately but please understand, due to privacy concerns and respect, I won't be able to disclose much more than I have here." Something like that. Good luck out there!
You said too much. It’s not best practice to share the level of detail you did. “Employee X is no longer with the company” is enough.
You learn as you go, don’t be too hard on yourself.
Everyone manages differently and every company has different rules and guardrails. Your company may have a policy on what you can and can’t share and next time just ask HR/ER in advance for a script. I’ve led teams where I’ve shared the barest of minimums and teams that have been together a long time who appreciate and value (and can be trusted) with more detail. You’ll learn as you go. Don’t beat yourself up. As long as you’re not putting YOUR career at risk for saying to much based on company rules you’re fine. Seriously. :)
I wouldn't share so much next time, but what's done is done. Learn from the past and do your best to move on. Likely the team now knows your empathic, willing to help them succeed, and not willing to keep a low performer. That all feels good.
Say as little as possible and move on. Don't discuss again. It's hard when it's someone you've worked with for a while- to have them all of a sudden out of your life when they were daily texts or conversations but that is the only way to do it.
Maybe against the grain here but this used to be the Netflix way - full transparency. It’s less like this now but we still get details about the reason a person was let go. It’s helpful context and the transparency can bring trust
If it makes you feel any better. A manger told everyone about someone who was stealing and got arrested at the store 🤷♀️
And that’s why I don’t work there anymore and they always messed up payroll