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Hello ZSers,
I have been shortlisted for AC role and my HR discussion is scheduled next week.
1. Need some insights on the maximum and minimum ctc (fixed and variable) that can be offered for 3 yoe (all relevant) . My current ctc is 7.2 (6.5 fixed) . Tech stack - Big data and AWS developer.
2. Is there any joining bonus. If yes , what should be the ask.
Any inputs will be very helpful for me to go with my expectations to the HR. Thanks!
ZS Associates
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Bingewatch seasons 1-7 of The Office. It's on Netflix.
Care about your direct reports. Share what you've learned. Get up from your desk and MBWA (manage by walking around).
Also this is just a random little hack, but when giving feedback, my favorite way to soften the blow while still being direct is to say "I got this feedback once before, and this is how I addressed it"
Praise praise praise. People always get feedback when something is wrong, but rarely when something is right. Don't overdo it or give out praise when it's not warranted, but it'll do wonders for morale and people will work harder knowing it's being recognized.
lol I have no fucking clue what I'm doing Jesus Christ someone please help me
Remember that your team are people and not machines. Be firm, be fair.
Be fair but direct when someone on your team screws up and genuinely praise them they do something good.
How many people are you going to manage?
I need will drop some science on you tomorrow.
set expectations upfront for responsibilities, discuss your management style and how you expect to be managed up to, let them set goals for the next six months to a year, give immediate feedback (good and bad), publicly recognize them when they've done something awesome, and overall, make sure they see you as someone they can talk to, not just someone they report to. Obviously that only pertains to people that you feel are doing a good job but I think it's really important that they can be honest and upfront with you about concerns and career advice, so long as they're not taking overstepping. my biggest challenge as a manager has always been balancing the desire to be liked with the need to be respected – that is definitely one of the harder things to come to terms with when you're suddenly the older, more mature adult in the room but you still want to be seen as fun and approachable.
Your job as a manager is to remove obstacles of your team so they can get their jobs done -- as long as they feel you are looking after them and the good of the team they'll follow you. Also, people want to do good work. No one ever woke up and was like "I think I'm gonna be shittier at my job today" -- so if someone is not performing, find out what's wrong, remove the obstacles. Lately there have been some internal promotions that saw one of my peers be elevated to be a manager -- he felt the need to try and behave differently and act like a douche. Don't be that guy
All the above, and remember to always give a shit.... about your client, about your team, about your agency, about learning. Moving up the ladder means having to take a look at the bigger picture and the WHY are we doing this work. You'll do great! Good luck!🍀
Simple. Be the person you wish you had there for you at the beginning of your career.
Oh God. Oh no. Ummmm.... it'll be fine.
Set expectations early. Makes conversations later a lot easier when you've started on the same page.
Thanks for the responses everyone! @VP Creative Director 1: I will have three direct reports.
@AD1 I'd caveat that. I tried to be the manager to my team that I wanted my director to be to me (and embody the styles I preferred in the past), and my team didn't respond. It is ultimately about compromise and meeting them in the middle