{ "media_type": "text", "post_content": "So I’m on a firm initiative with several junior resources and apparently they know the lead very well & I feel like I can’t blend in and it’s really demotivating. Should I stay on it or leave?", "post_id": "5e3dfea5f45398001aedf3a9", "reply_count": 12, "vote_count": 1, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting", "feed_type": "crowd" }

So I’m on a firm initiative with several junior resources and apparently they know the lead very well & I feel like I can’t blend in and it’s really demotivating. Should I stay on it or leave?

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Huh

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You need to humanize yourself starting with not calling/thinking of people merely as resources. Treat people as people and you shall blend in naturally.

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I can’t manage & lead these resources and it’s really annoying

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Just roll with it and don’t try to manage as hard

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Are you seriously being salty that your junior people are smart and competent? 🤨🧐

Yes someone else just told me that as well, apologies for misunderstanding. I’d say if this is a key part of your job or if it’s one you can’t exit, you need to fix it. If they are incompetent but get away with it because they know the lead, I would talk to them first about their work product and then, if it doesn’t improve, the lead. If they’re competent but just not listening to you, like I said in another comment you need to step up and show your value to them and the lead so they respect you. Either scenario, you’re not their friend you’re their boss. Best case would be they like you and get their work done, but if they suck then whatever let them not like you as long as the work still gets done. If you can wash your hands of it by pointing to the lead you have a lot of important other jobs + prove how much time those are taking up, and then suggest a new manager (maybe one of them since they’re good w the lead?) then do so. Otherwise you need to make sure this goes successfully in terms of work output and results because at the end of the day you’re the manager

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No, OP is saying the more junior people go around him/her straight to the lead.

Ohhhh makes way more sense lol. Okay well if you’re direct managing them, have a conversation w them. If you’re indirect managing them or a peer, form a tighter relationship w the lead and them! If they don’t know the quality of your value and work they won’t add it into their process as a control

Try to get closer to 1-2 of them, establish a relationship and become part of the group!

Uhm, this is your leads fault... why bring you in if they won’t use your skills and management time?

Additional Posts

Getting this off my chest!

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What are some good companies to work for in Dallas?

new test post

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Post to test

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