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Iam planning to do certification that don't have no programming AND IT SHOULD have very good scope inmarket and able to switch within tcs with high package, please suggest me that kind of certification.TIA 🙏 Accenture Infosys IBM Amazon Tata Consultancy Bosch Group Hexaware Technologies PwC India Oracle Hitachi
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Don’t bring a problem unless you also bring a solution. Keep records.
I’ve dealt with this before.
Avoid this person as much as you can and try to keep contact with them isolated to email so there’s a written record.
Odds are they’re pissing off others on your team as well so once others start complaining, your CD may have the PM moved to another team.
Our team complained to our CD early (at the 4weeks mark). The PM was spoken to but didn’t change. By week 8 he was moved to another team.
I didn’t hear PM mentioned . Funny, I was thinking Art Director. PM’s are usually on a portfolio as opposed to one project.
Unless there are clear HR issues with the other person -- eg. inappropriate remarks that are sexist, racist, etc. - the expectation of managers is typically "suck it up". You can try to wrangle a different assignment, but make up another reason for the change other than "I can't stand this person". HR level offenses get reported to HR. More general "I just don't like this person" - formally speaking we are paid to be and act like adult professionals, and managers typically aren't super psyched to have to deal with this sort of thing. So you can try to effect a different assignment, but use other reasons as a rationale, if you can realistically create such a "cover story"
Have an honest open dialogue with said person. Could be just a misunderstanding. Who knows....you both could become a force to reckon with and acknowledged within the dept/company.
Document everything. Make sure all correspondence is in writing. If they prefer calls (and you live in a one party consent region), record it. See if you can make sure this project has a postmortem afterwards so the team can discuss what went well or wrong with the dynamic.
If there’s no postmortems just wait until performance reviews come up, lay out all the facts with ways they could improve. If the negatives out weigh the redeemable qualities and it’s really impacting multiple team members they’ll likely get canned or moved to another team.