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Hi Fisher,
I am working in TCS with total year of experience as 3.8 Yrs. I am having an offer of 14 + 1 LPA ( joining bonus ) from prod based company in Mumbai. I got selected in CTS. Can CTS provide me 20 LPA with this experience. ??
Please do reply.
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I hope it comes into action soon...!
Hi Everyone, 'm getting confused b/w below below roles at Nike India
-Data Analyst - ED&A (Entry Level)
-Data Engineer - ED&A (Entry Level)
I'm having ~2 year of experience in Tableau, SQL, Data Pipeline via ETL, Workflow scheduling via orchestration and Development and Ops experience in mentions skills.
Could you please let me know which profile to choose to move forward since in don't want to lose opportunity to work with Nike.
Any help will be much appreciated.
Thanks
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To me it sounds like
1) underutilized/ is bored or being given completely wrong type of assignments to skillset
2) facing harassment and is disengaged bc may not know how to respond
3) your interactions are communicating that you don’t see a high level of capability or a good fit, she may be looking for another job
4) there’s a values misalignment- your elt is not setting a good example or is setting one that employees don’t want to buy into
5) Could be personal issues outside of work- death in family, illness, etc.
Start with a conversation (make sure the room temp is right from your side - non-accusatory, non- angry and with the intent to help) to gauge and go from there. I’ve had success with this approach. There may not be awareness on the other side on how it’s coming across - direct communication can fix that. Managing people is about helping them help you and in turn themselves.
As long as she completes her job/assignments, not cause any issues, just keep her as is.
Does she perform at a high level?
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Great points EYP-1. Another thing OP - is the work she’s doing today what was portrayed during interview and hiring process? If there was a switch and bait after onboarding or lack of transparency, well there you go. Another potential reason for your situation today
Or insane lags in green lighting work or funding for next steps of project? Like 1-2+ months. I know for some, that can get frustrating
If she’s not meeting expectations you have clearly set, then roll her off. Or, if that’s not an option, then ask : what energizes you? what opportunities are you looking for etc and maybe be direct — my perception is that you’re not engaged, is that the case? How can we increase engagement etc
Have you had a one on one with her? If not, that’s a good start. Learn about her past job experiences, her career aspirations, what motivates her etc.
Figure out what she’s good at and likes to do. Then leverage her in ways that best utilize her skills. Another aspect of being a good leader is coaching and feedback. She may not realize that she comes across as unmotivated. Come to mutual agreement on operating norms/expectations going forward and what success looks like for her in this current role. Then continue to give feedback against these mutually agreed upon expectations. If she is truly not carrying her weight if you will, start documenting the feedback. Also, proactively communicate the challenge and your plan to address it along the way with your manager.
Surprised if she is independently wealthy but still in a role that requires pretending to care about career progression, salary, or getting fired…nobody sticks in one of these corporate jobs unless they have to! Otherwise they’d go manage the foundation, “work” in the family business, or be so busy with the remodel that they don’t have time for anything else…Is it possible that she was interested in your position before you got the job? Maybe you are both trying to figure out what your relationship will look like? Have you asked her to help you with anything yet?