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Manager 🐠: Are there analyst who actually do poorly on analyst work? What is the most common downfall you see in analysts?

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Agree with the hiring process romanticizing job duties. While people may be naive to think the presentation is true but for many these could be their first job. Even if they reach out to alumni for research who will actually tell the truth? Managers should be working on managing expectations and providing adequate coaching. Tell analysts the bigger picture of menial tasks and how it all fits in, e.g., taking meeting notes to identify next steps and potential opportunities. Provide them with opportunities to step up, take ownership, and learn from the experience. This helps make them feel they are bringing value even if the task may be tedious.

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I completely understand the work is beneath you thing...but shouldn't analysts also get a chance to learn? I've been on three projects so far as an analyst and only 1 of them has really let me learn (sit in on meetings, allow me to explain the process to be sure I understand, etc), while the other two have me doing bitch work every day that a 15 year old could easily do. Why can't we allow analysts to actually learn?? There's a reason we want to: we come from these great schools, yeah, but the main thing is most people in consulting have a desire to learn and explore new things. That's why we got into consulting. I don't want to be printing documents and writing down notes from barely-audible calls with offshore every day. If an analyst shows you they're willing to do these things, please just ask them if they'd like to sit in on a few calls with you or bring them into your office and explain the high-level of the project even

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Thinking that certain work is beneath them.

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What is this work that analysts believe is beneath them but isn't. Also if you're going to tell people from top schools that they are amazing and the best before recruiting them and then give them crap work then it's not really an analysts fault. You as a manger/recruitment team also need to "manage expectations" while recruiting.

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Giving tasks back to me when they're due saying "I wasn't able to complete x y z". If you can't do something, you have to be responsible enough to ask me questions or set up time to discuss so I can get you to a place where you can complete it.

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This may be one of the best questions on this app ever.

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Cash me ousside how bow da

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My biggest pet peeve is the frat boy attitude and the honking the school brand . Im based of out ATL and if i had a dollar for every GA tech grad who brags about thir schoolbeing. Better than harvard..

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As an analyst, I love this post and it's comments! These are definitely areas of improvement for me but it's good to know I'm not the only one.

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I don't think it's wrong to not come to work if you break up. It's tough. You just need to know to play sick instead. And if you're a good worker it won't raise any eyebrows.

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Can we talk about shit managers now?

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Not asking for clarification or guidance if you need it until the last minute.

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Lack of quality and ownership

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I've been seeing a trend of analysts say that tedious things (small data analysis, excel work, reformatting PowerPoints) are not what they signed up for because they come from these top schools. Totally ridiculous since this is their first big kid job. Sorry not sorry, but can you really be trusted to be put in front of the client CFO?

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The best advice that I can give any young employee is to embrace that you don't know anything and focus on learning. Don't try to prove how smart you are, everyone knows you're fresh out of school and don't know anything yet. If you spend your time learning and getting better, people will think you're a rockstar. If you spend you time trying to prove how smart and capable you already are, people will think you're a tool.

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Not "owning" the work intellectually. When I assign work like that, I want to be able to ask questions and get insights into the data that is only discoverable through getting your hands dirty and generally being curious about how it all works together.

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Many analysts understand data, but have no analytical skill, or, they have great analytical skills but don't understand data. It's hard to find people who can do both and have the social skills to interact with clients.

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Usually deliverables or configurations that are tedious and time consuming but we need the analyst to do to give them work to justify them being in the project to learn. Basically anything the client would rather have is outsource to save money.

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All good points, but I echo someone's comments about analysts having unfair expectations because of what they're told during recruiting. If you haven't worked anywhere yet and we hire you right from school, the recruiting process will probably give you the idea that you'll be interacting with C suite and giving presentations to high level clients right away. They don't mention, "are you okay with doing menial work tasks for a year while you get some knowledge and basic business experience?" I think that's more a failing of out on-boarding process, actually, but I do see how that impacts analysts' expectations and performance.

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For me it's when they do exactly what I told them and nothing elsr

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D2- what you are suggesting is incorrect. Industry pays analysts peanuts and for a consulting firm to justify 100$/hr for a 21 yr old out of school, they have to do whatever it takes to show they can add value to the client- where does recruiting expectations come up?

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