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Hi Fishes, I have received an offer from Barclays for AVP position. But the role discussed during interview was for Tech Delivery Manager whereas the offer letter mentions it as Tech Delivery Lead. Can you guys please suggest if it is the same role or should I request recruiter to get the role updated? Moreover it would be great if any of you can shed some light on the prospects/challenges of this role based on your experiences. Barclays Barclays global service center
Successful commercial banking exists?
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Hi All,
I have joined cognizant yesterday. I came to know that office location is bantala in Kolkata. I do not want to work in bantala location. I have talked with my recruiter. But hs said offer location is decided on project allocation. How can I change the location to other location? If I leave the job will it be any problem?
Cognizant
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Anyone work or has worked at MGO?
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Thankless job…boomer leadership…pressure to keep up with horrible metrics…bad culture…pay…
Management in the middle is trying - the issue is above us…
Realization that you have 5 people on an engagement and there is one person doing all the work
Hours
1. Leaders that are NOT good at people or project management. his makes getting the work done harder and more stressful than it has to be.
2. People who can't or won't hold clients accountable. Could include things like requiring that information/data or answering questions is done in a timely manner. I think the 80/20 rule applies here. 20% of clients seem to give you 80% of the problems and often aren't very profitable. These clients should be fired.
3. The apprentice model is unfortunaly NOT what it use to be. The most important training happens by the people you work with. Under the apprenticeship model there was an apprentice and a master (teacher/mentor). The master was responsible and held accountable for the performance the apprentice.
At many firms this is now loosely correlated relationship. The apprentice may have several people who are technically supposed to help them progress. Which means no one is solely responsible and therefore it much more likely to not happen or have holes in the training.
At large firm there is a lot of opportunities to attend webcast, in person workshops or recoded trainings. This is good and yet NOT the appreciate model.
I’ll echo 1-3.
The worst damage I have seen is from people that I consider “checklist drones” that don’t think critically, and they dump staff/seniors that need to be hand-held through everything onto those of us who actually teach our staff to be critical thinkers and independent…
I’ve got one of those seniors across a few of my client teams right now and it’s exhausting because they’re constantly bothering me about what to do next and insisting on step by step instructions for everything instead of figuring things out by themselves and taking the risk on being wrong.
I literally lose like an hour a day to that senior, and it’s purely on the people who trained them to be that way and develop the learned helplessness they exhibit.
Same on poor people and project managers. The time I lose on making sure one of the SMs I work with is looped in on everything and has time to veto every form of communication/updates/etc. I send (verbal, teams, etc.), even with internal teams, is insane. Spoiler alert: they’re a checklist drone and not a good tax professional in any sense beyond being good and getting forms cranked out. I’m at a point where I’m ready to tell them “if you want a puppet, roll me off and bring in an offshore manager who will only follow rote instructions.”
I agree with all above response - one thing missing is the team. Sometimes it really depends on team and those team members you worked closely with. My burnout starts with a particular partner that I worked with and has been a pain in the ass.
Long hours. It will exacerbate all small misfortunes.
Stupidity