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Greetings from FlexAbility by AMS!
We have a great opportunity for a reputed real estate organization for Bangalore location
Position: Lead Finance (Site)
Education: CA
Working Experience: 5+ yrs
Technical Knowledge:
-Must have 5+ yrs of experience in MIS reporting, cash flow management and taxation.
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Partner Interview (6th interview).
Good or Bad?
My referral had interviews w/ (1)
recruiter, (1) SM, then the series of
(3) 1:1's w/(1) MD and (2) SM's.
The recruiter said he will now have
an interview in Jan. w/ the PPMD.
He interviewed for a M role in
consulting for customer marketing.
11 YOFE
He does have a wide skill set and the
recruiter said it was all positive
feedback, just have to find out
where to put him (on the team he
interviewed for or another he is
qualified for).Deloitte
Cisco is looking for top notch Network Engineers who have an Active TS/SCI with Full Scope Poly clearance. Locations are Annapolis Junction, MD; Herndon, VA; McLean, VA.
Qualified and interested? Feel free in reaching out to me directly to learn more! laczecho@cisco.com
#cisco #network #engineers #clearancejob #topsecretjob
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Its a tough call, how many hours are they working per week, and from home? If they're just a bad employee id say tell them to shape up or get out. But if theyre so overworked they're having trouble thinking you may need to cut their workload. Regardless of your company's situation, people have limits. This employee may have hit that wall and its not necessarily their fault theyre struggling.
Tell them what you just told us: “we’re understaffed and hiring, and I understand it’s tough now, but your ongoing negative attitude is wearing on the team.” I always respect a manager whose straightforward and transparent, esp when they’re making an honest effort.
Be honest with them. You owe it to them They may surprise you. And they may be unaware of the effect of their attitude.
I’d suggest maybe giving them a rough timeline about when you expect to be able to get them more help. “We’re hiring, hang in there” is really open ended. “I’m hoping to get you some help by X” is something they could put a little hope in.
You might also try some empathy added in. This is tough for all of us; we are all in it together; it’s helpful for me when you x, what kinds of y thinks do you need from me, knowing that we are all working toward the same goals?
Giving direct and actionable feedback could address the issues, and will help them grow. Are they prioritizing appropriately? If not, help coach them to do so. Over-complicating tasks? What can they do to simplify. Don’t immediately fix their problems; coach them to be solution minded.
RE: negativity affecting the team - they may not even realize this. Be honest and share some things you’re observing/hearing, and what you think they can improve on. Also, sounds like everyone there could use a beverage- consider bringing the team together to blow off some steam :)
Give them a day off to rest a bit? I'm sure you can survive a day without them. Implement a rotating wfh schedule between everyone from the dept. Hire freelancers to help while looking for the right full-time hire. This is actually your problem, ie, management's, not the employee's. I mean that quite seriously. You should also use this same thing as a valid business argument to push those above you to speed up the hiring as the current team's work is starting to suffer. I would not talk to the employee about their "negative" attitude bringing others down. But I'd talk to the whole team about empathizing with the workload and what temporary solutions you can offer (see above) to ease their pain. You are the one who leads them and needs to rise and deliver. I'd not recommend previous advice above.
Sounds like this person needs coaching. If not, they may be in the wrong place — sometimes, though this is rarer, a desire to overdeliver signals that this person is unsatisfied doing the type of work that they’re doing and needs to move to a more creative or innovative role. Whatever it is, communicate with your report.
A couple of times a week from home. They’re not fully allocated; they can be anal about making their work is perfect. Being detail-oriented is a great thing, but going over hours all the time because of reworking every deck or taking hours to launch ads is contributing to their stress for sure.
We’re all getting burnt out, but I’ve tried taking as much off their plate as I can and it never seems to be enough.
Cont.: They’re a hard worker, but they make every task much harder than it needs to be and call me in a panic for easy fixes or solutions. Exhausting.
Tell them