{ "media_type": "text", "post_content": "Just joined a new consulting firm (after being laid off from the last one due to “poor performance”), and I’m being staffed conditionally on my first project. Manager has so far has given me pretty light / easy PMO work and asked me to make a few slides here and there, but generally it’s work below the level I was hired for. I’m in the post-MBA role, so want to make sure I’m meeting those expectations early on. Any advice on how to go about this and get more responsibility?", "post_id": "5fb52325adce8300207bb217", "reply_count": 9, "vote_count": 4, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Just joined a new consulting firm (after being laid off from the last one due to “poor performance”), and I’m being staffed conditionally on my first project. Manager has so far has given me pretty light / easy PMO work and asked me to make a few slides here and there, but generally it’s work below the level I was hired for. I’m in the post-MBA role, so want to make sure I’m meeting those expectations early on. Any advice on how to go about this and get more responsibility?

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? You were laid off for being a poor performer. Just keep doing the tasks you're assigned well and eventually the trust will be there to give you a bigger role.

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No, new manager doesn’t know — just wondering about tactics to build trust for the new role. I was laid off under the guise of poor performance, but really they were just Covid layoffs. Hit my self-esteem pretty hard, so wondering how to tackle the new role so I can start off strong / kill it.

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Let people know you have bandwidth, there are probably lots of people at your org that are overburdened and could use a second set of hands.

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Have a conversation early on with your manager to set expectations and carve out a piece of work that you can lead. Then check in with them every 2 weeks to get feedback and act on them

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Does the new manager know about your past performance? Not sure how they’d find out...

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Build relationships first by listening to people's needs and delivering what they value or addressing what their pain points are. Earn people (trust) and put your head down and work. Deliver value to your stakeholders.

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I’ve never heard of being laid off for poor performance. ?? That sounds like the easy way to let go of someone. Without knowing more about the work, it’s hard to add value on your situation. Make sure you build a solid relationship with your manager and team members. Make sure you are following through with all of your work, and communicating with people so they know status. Know what your priorities are and focus on them.

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Honest question - were you laid off or terminated for cause (from purely an HR perspective)?

Laid off

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