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I have offer of 20 LPA from Oracle IDC Pune. Project is related to Oracle Primavera Cloud. I had a discussion with the hiring manager and everything sounded good to me.
I just wanted to know if there are any red flags I should be aware of. So please help me fishes.
YOE 4
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Hi guys, Now VMware is offering me a 35% percent hike of what I am earning at DellEmc. I just completed one year at DellEmc. Total 2.7YOE But I don't like to go out of Dell, due to some personal commitments I am planning to switch.
Is it a good time to switch?
Can I talk with my manager ?
Are they able to hike the salary of what VMware is offering? Please suggest me.
Dell
Anyone do macro counting? How do you like it?
Has anyone received band progression mail ?
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Always assume the best not the worst about the person if you don't have enough information. My boss is the opposite (assumes wrongdoing) and it put us on the wrong foot immediately.
Also don't just ping someone "can we talk later?" Unless you want that person to be a nervous wreck until you talk. Always give them some idea of what you want to speak about since you are in the position of power.
I had an old manager who was like this and refused to change her habit. So every time I pinged her, I prefaced it with "hey I've got some news." She was terrified of my leaving, so it was good for turning the tables until I really did leave.
1) if you haven't already, read (or listen to) The 5 Dysfunctions of a Team
2) Ask your people open ended questions and really listen to their responses
3) Use those responses to figure out if this is the right team for you - what they are giving as well as what they need to get from you to be successful.
4) Include your team in your planning, and get it done in your first 100 days
Take them for lunch often. Get to know them. Show genuine interest. Learn their unique contribution, exploit it - it makes people feel valued, and if theyre good, well that helps you too. Find out what’s next for them, commit to getting them there. Build a profile on everyone for your own benefit. Set a benchmark. Once you’ve built trust, implement the benchmark.
Congratulations! That is a really important career milestone.
I see my role as a manager to make myself redundant through empowering my team. Let them take credit for good work as much as possible. Your boss/client know full well that you are the boss, but your team will be hungry for more good praise if they are recognised.
Work closely with them initially but get to a point where you can give them responsibilities that are clearly defined (not just specific tasks but projects) and then let them work on it.
Radical Candor is a great book for leadership. The main message of care personally and challenge directly is powerful. In order for you to be able to give necessary feedback to your team, they need to believe that you truly care about their performance and success.
Finally, learn to delegate. Your job is no longer to aim down the barrel of the gun but to direct your troops. The more time you spend focussing on a single target, the less time you can spend on the bigger picture. Trust me: get your team to a point where you trust them to get things done to your standard without too much review and you will fee a weight lifted off your brain. You’ll be able to think much more freely without worrying about staying up all night implementing the thing you just dreamt up!
I want to echo the “always assume the best about the person if you don’t have all the information.” Another way to think of it is to ask yourself “why would a reasonable person do this?” Because it forces you to acknowledge a different viewpoint.
Feedback from your team is really valuable, make sure they understand they can give it to you and that you’re truly open to it. Evaluate how you’re doing as a manager and understand that what you like in a manager may not be what someone else wants.
Last thing I would say is that I believe everyone is inherently biased in some way even if it isn’t always immediately clear. It could be for age, education level or school attended, favoring members of your team who are local vs remote, race, gender, a whole number of things. Take a critical look at yourself, identify any biases you have and work on them. Now that you’re a manager, your actions will have bigger reach and unconscious bias will have a bigger impact.
Show them who’s boss. Make them get you coffee
Can’t you read the title M A N A G E R
How did mck give a managerial position to someone with no mgr experience??
Gotcha. Thanks
Empower your team. Don’t let them walk into failure. It kills their motivation.
Be positive as much as you can. This starts with a simple greeting in the morning.
When in the office I visit each person every morning for a few minutes. This is when I get a pulse on work load, answer questions, and guide them. Tell them I appreciate all their hard work.
If WFH, I do same through hangout.
Don't stand for toxicity.
Bring team together through projects or team building events.
Most importantly.. bring donuts 🍩
Interested, in a similar situation.
Be inclusive in your decision making and most importantly come off as an empowering leader. There is no feeling better than that when you realize that your team respects you for that quality. It's almost orgasmic ;)
Strongly suggest reading Radical Candor! Good luck!