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How do you ask someone to mentor you?
Lol is this still a thing? 25/F/NYC/No kids
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Any book recommendations?
So who else is at Hilton Orlando this week?
Anyone at EY wanna trade RAC awards ;)
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Bain & Company What consulting firm would you pick if given offers from every single MBB/Tier 2/Big 4 firm and WHY?
PwC Deloitte Accenture EY EY-Parthenon Strategy& L.E.K. Consulting Alvarez & Marsal Alvarez & Marsal Oliver Wyman McKinsey & Company Bain & Company Boston Consulting Group
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Start putting them in charge of things and hold them accountable if they mess up
SC1 so your suggestion would be...?
I think with new hires the concept of actual consequences is somewhat foreign. Unsure of your friend’s style but a stick approach may be more effective than a carrot because not completing work is just unacceptable. Employees shouldn’t have to be incentivized or rewarded for simply doing whats expected of them
Being new hires, maybe they're feeling lost without supervision and don't feel confident to ask for more direction. I'd say have a conversation saying hey, I think k you're doing a great job with abc; however, you're lacking in xyz.... How best can I help you push forward and become more self sufficient?
This is paraphrased^
Set regular check-ins with them so they have milestones to work towards.
Have a daily touch point and a weekly 30 minute 1:1 to ask where they are on things and briefly show you what they are doing. Use this as time to coach them. New hires need to be nourished and taught your ways so give them the benefit of the doubt unless they aren’t picking up your coaching
Crack the whip
Have you tried having a team’s channel? It allows users to track tasks that will be clearly visible, with owner, and progress tracking. I second A2’s recommendation of 15 min check ins on a daily basis, and 30 min 1:1s once a week.
I have often felt that I’m being annoying by asking questions or sending a lot of IMs to people with follow ups and updates. I just reached a point where I shared this concern with my manager, and found out that it’s totally ok... so as a manager you need to make sure that they understand that you’re available to help and answer questions.
So they have a public scoreboard where they show everyone’s progress to try to incorporate a healthy degree of competition but this hasn’t been as effective but yea how you and A2 recommended for the actual check-ins might be necessary. A little bit labor intensive for a growing team but possibly a good remedy for now
Give them lower priority tasks and check in on their progress regularly until they can prove they’re competent in managing their time and getting things done.
It could be a confidence thing, they might not be aware of how far they can take things on their own without stepping on toes or going too far out of project scope. I would have a convo with them about expectations and give them opportunities that allow them to have freedom but will be vetted before going client facing to encourage opportunities for self-direction that results in a safe feedback setting for them.
^thank god someone recommended physical punishment. Workplaces getting soft.
Thank you all!! I’m going to go ahead and organize all of this and get it to my friend!
Have tried the idea friendly competition and incentives for performance but little luck. Where would you all recommend looking next for root problem to find a tangible solution?