{ "media_type": "text", "post_content": "Just had my Friday completely ruined by an Associate (my firm’s post MBA level) asking me to do the work that she committed to doing in front of the whole team. Already brushing up my resume but before I go I want to see blood and tears. How should I go about ruining this completely incompetent Associate’s career?", "post_id": "61a1d090647ad6003aed629d", "reply_count": 58, "vote_count": 27, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Just had my Friday completely ruined by an Associate (my firm’s post MBA level) asking me to do the work that she committed to doing in front of the whole team. Already brushing up my resume but before I go I want to see blood and tears. How should I go about ruining this completely incompetent Associate’s career?

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Two things: 1. It’s not fun to ever have something dropped in your lap and it is a reflection on her experience in “managing.” It’s on her. 2. Just double check these questions: A) Is she working alongside you and contributing equal time to the effort? If yes, then she understands her role in terms of leadership and does likely respect yours. B) Are you being asked to do anything different than bill the hours you are working? If no, then she hasn’t necessarily displayed a lack of integrity in asking you to do the work. There’s no reason to try and “ruin her career.” She has a degree and title that you do not - and has an advantage in her career being able to survive her job. If she moves firms, she could be leading you again. If she shows enough incompetence, your firm will eventually weed her out. Meanwhile, they will not forget you and your scorched earth actions when you leave. Boom. You just closed another career door for yourself should you ever desire to return - one that would have been kept wide open for you with a welcome mat by friends and allies who would known the full story behind your reason for leaving.

likesmartfunny

MC1 - my graduate degree is from SoHK - School of the Hard Knocks. I despise the no talent entitlement attitude that a handful of MBA’s enter the profession with every year that results in burnout for everyone who has to work with those clowns. But what the OP is suggesting isn’t a simple burning of the bridge. It’s a freaking suicide vest. It’s not in his/her self interest, it will harm others besides his/her intended target and there will be people that have to pick up the mess he/she leaves behind. What’s worse is if the OP goes down that path and finds out the MBA associate figures her sh** out and her career further accelerates then what? The OP would have only harmed his/herself. It’s entirely irrational from a professional standpoint.

First, try to understand what is the reason they didn’t do the work, if everything is okay? Second, reply CCing your manager what the associate committed and that you won’t have capacity. It probably isn’t even a priority. Depending on their reply and 1 above you can make a call.

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Lead her on to think the work is almost delivered then bail right before the assignment is due and make her aware the day the deliverable is due . Hahah

likefunnysmartuplifting

Yes, this is exactly what would happen at Deloitte. That plus your scatter plots would be so off base - this associate will not know what hit them.

funny

I bet they’re a Wharton grad. Also - ignore the email

likefunnysmarthelpful

^ that's a good approach. 3 months is very generous, it is more like 6 (early) to 12 (average)

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Maybe.. don’t.

likesmart

Don’t reply to the email, ignore. Tell her you had no access to your email. If she brings it up again in front of the team, tell her that she signed up for it as she said she would previously in front of the team

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Just respond factually saying she committed to it and you’re busy this weekend.

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Do it on Monday. It’s typically the Associate’s role to delegate, so I don’t think what she’s done is a flagrant offense. If she wants it done over the weekend, then you can say you didn’t see the email until Monday.

likesmart

Don’t! It never pays to hurt someone’s career! The person maybe incompetent professionally but you don’t know what they are dealing with personally. Have kindness!

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Ignoring the email endorses her behavior. Respond to it saying that you’re busy and will attend to it on Monday.

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If your manager is a bully, and no feedback works, you can spread the news around the org. Consultants are usually very good about testing the waters when dealing with new managers, and indirect experience goes a long way.

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Just ignore it. Simples. She’s an associate? That’s hardly senior..

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Agree, EY1. I saw your post and it’s the appropriate move

You’ve never been caught in a rut and need help? Do it. Help out. Now is your chance to help out in a major way. Share this with your colleagues as a teachable moment. This person came to you for help. Why go for blood and tears? Do you get pleasure from this?

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Suck it up and help out your colleague who likely believes they are managing you on this work-stream. Even if you plan to leave, unless you have a job offer in hand that you plan to take there is no need to create a reputation you are unreliable

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Is she going to have a part in your feedback forms/review? If yes, then I would just suck it up and do the work…

OP - Most fresh MBAs that don’t come from a consulting background think they are entitled to managing people in my experience. MBA programs teach them that they need to delegate properly and they start doing that too early 🤣. I make sure they do their fair share in my projects because they need to learn before they manage.

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Why are you doing their work? Coach them so they can do it on their own all weekend…

Cc your EM when you tell her the date you can do it by

Leave with class and some good karma for saving the day

From goose: I would ask why they can’t do the work From me: I would say I have family plans on the weekend and say I can make some time if it’s urhent

Just ignore the email till Monday, or if you replied already, tell them that something important, family related, came up.. Make sure they are aware of your other commitments on Monday, so they can’t enforce anything on you. Don’t even care to ask ‘what is going on in their life’ unless you care.. I’ve been doing that to managers and directors, and nothing bad happened

This is not constructive, so take it as you will. If someone on my team is not close enough to the content and keeps shirking responsibility, the best way to expose them is when on a group call and the senior leaders ask a question about the details you know they won't know, you say "hey X you want to take this one or should I?" and then she waffles and says you can take this while you still look nice.

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