Related Posts
More Posts
Pro
Does LTI provide reimbursement for WFH setup ?
Hi fellow fishies!
Can someone please explain what is “SUPPLEMENTARY allowance” in my payslip??? It is the highest in my entire payslip, more than basic salary. Basic is lets say ₹7 lac annually and supplementary bonus is ₹7 lac 40 thousand.
Can someone please explain why this exists in my paylslip, is it good or bad from tax perspective and shall I ask my HR to decrease it???
Please help asap.
Opus Consulting
Conversation Starter
Additional Posts in Advertising
Anomaly NYC? Thoughts? Average AE salary?
Thoughts on possible LA?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Well, it was an answer worthy of an “A” if you ask me.
He’s probably worried that you don’t know the answer (not that that makes it better because I see where you were going with this). Was it discussed during the interview process? Job description?
Perhaps a better way of approaching may be asking what your evaluation criteria will be for a 30-60-90 day review?
That question could be worded a bit better? I had to read it twice
Just to add that this was during a probation review. Which I have passed and that is why I asked the question to know what more I need to improve on.
To me, it tells me your manager (either had a bad day, or) has no clue as to what people management means, and it will come down to “do a great job”, “yeah, I like what you’re doing there”, “nah, I don’t feel it”, and so on. It also opens up for arbitrary evaluation criteria during reviews and salary negotiations.
Grab the bull by the horns and ask your manager to detail what you will be measured on in terms of objectives and achievements. It doesn’t need to be complicated, but “do a great job” means eff all to nobody.
Rule of thumb - if you can’t put your objectives and achievements on your CV or in your portfolio, it’s not worth the time it took to express them (“so, I was, like, awesome for 6 months...”).
Speaking as someone who came back from a PIP early on in my O&M tenure, this is not standard for a post PIP follow up.
I was in a similar situation with my manager at the time and I could tell things were going rogue the entire PIP. My advice to you is to keep the HR rep who appeared at your initial meeting in the loop. Fill out the initial doc showing how you've delivered on the areas where you lacked. Fill out one of those Career Conversations sheets. Send them to HR as a "follow up."
Unfortunately what you may be experiencing is someone who is more concerned about keeping their own job. It's a common symptom of today's Ogilvy landscape. Take this into quiet consideration and try to mark your own path. If you're a creative, raise your hand for more work. If you're a strategist or account, think about how you could solve age-old problems on whatever client you're working. Throwing yourself into work after a PIP is the best way to let the bureaucracy fall away.
@OP Navigating the interpersonal dynamics of this is tough, especially in early years, so I feel for you. Take control of what you can and he will likely get on board. Write out your 3 goals, your 3 strengths you bring to the role, and your 3 areas you want to grow in. Set up time with your manager and walk him through it happily and quickly. You just may spark him to actually... manage.
Objectives and what more to improve on seem like different things..?
Not really, not knowing the objectives you wouldn’t know what to work on if you don’t have a clear direction from management.
(As an aside, I agree with PM 1 that the account objectives and what you need to improve on are definitely different things.)
I asked the same question because my daily activities are different from what I am used to and we’re not discussed in the interview process and then was told to set my own goals after my first week without any direction ... blind leading the blind
You're using "objectives" wrong. The "objectives" of your role in the agency are listed in your job description. If you're asking for goals for the year or things to work on improving, that's entirely different meaning. Not sure what your role is since you're posting with company name. Did you have your initial review at the 90-day mark from your start date? If you passed it satisfactorily, it kind of does make sense that as you're still very new the main goal is to make sure you continue to learn your job and perform well for the foreseeable future. It's not like after your first three short months you're going to be charged with huge new goals to achieve, you still have to prove you're mastering the responsibilities of the job well. Unless you're a senior management person. But you sound on the young side of your career?
Yes
Why is everyone so aggressive in their answers? OP’s response from management is absurd, meaningless, unprofessional and lazy.
I don’t think OP was on a PIP, just a probationary period due to being a new hire? Not sure, I’ve never heard of that in advertising before. OP, come up with what you think the answer is and ask your manager if they agree with your answer or if you’re off anywhere