{ "media_type": "text", "post_content": "Struggling with new analyst I'm managing. Texts right before 830 saying their running late, requests to work from home and support non client events during the week and then they give me docs (cont)", "post_id": "577de0377899930e007a0511", "reply_count": 32, "vote_count": 12, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting", "feed_type": "crowd" }
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Struggling with new analyst I'm managing. Texts right before 830 saying their running late, requests to work from home and support non client events during the week and then they give me docs (cont)

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Address it directly in the following ways:
a) Tardiness: I feel like the standard for this has been different on all my projects. For most, unless I had a meeting everyone rolled in anytime between 8-9:15. Was on another project where the manager was consistently 5-10 min late so was never an issue when others were. Make your strict on-time expectations clear b) Non-client events: offer to discuss your need to spend time on client projects with the other internal leads. As an analyst they know the byline of "client work first" but it's unusual for anyone on an initiative to check in and make sure the analysts have the time for everything they're requesting from them. They're expected to speak up, but I'm sure most are hesitant to do so c) Requests to work from home: concerning. Job involves travel and even if you aren't F2F with client it's important to have face time with the team. Should make it clear what you think the rules are that should govern working from home (I.e., can work out something every other week if flying across coasts or once in awhile if something comes up where you have to be in town)

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Manager 1 sounds like he/she has some personal anger issues to work through...

OP, when I was an associate, I was spread way too thin thanks to my project and also countless internal initiatives that my bad coach told me to say yes to. It sounds like this could be similar to the associate in your situation. What really helped me was my manager asking me if everything was alright and telling me I could use their name and CC them on any email asking me to help out with internal stuff. (Ex. "Would love to help but unfortunately have pressing client matters. Please contact [manager] if you have any further questions!"). It really helped me. I wouldn't immediately assume your associate is "entitled" or "worthless" as some ironically-entitled-sounding commenters on this thread have said. There's a chance he/she has said yes to way too many things and is being lectured on the importance of all of them. There's a bigger chance he/she is too scared to speak up (probably because of people like Manager 1). Try to find out the real reason; don't jump to conclusions

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"Texts right before 8:30 saying their running late" -- looks like your resource isn't the only person with grammar issues.

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Thanks team. I already see the value in your feed back 😊

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Cheers for D1!

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May be lack of care or they are spread too thin with a lot of internal stuff on top of client work to do a good job. Admittedly, not acceptable. Kids straight out of school aren't always good at understanding their limitations - straight shot to burnout if they don't learn quick. But it's our job to support them and help them figure out how.

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Sounds like people I've managed. Work through the doc with them and show them what your standards are and why. Give them insight into the bigger picture and maybe it will all click.

That's optimistic me. Pessimistic me says analysts like that don't change much... Work with them enough to show you made an effort, roll them off and get a new one.

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Fire the fucking millennial and all their worthless cohorts. Google the article on the firm that fired all the interns for signing a petition in the dress code of their firm. Happy to see a company stand up against the entitled youth of tomorrow

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So in order to figure out if this person is lazy, overworked, entitled, or apathetic, maybe chit chat with them at the water cooler or go out to lunch to get other indicators. Doubt you have time for that. One camp is fire him because he is lazy and the other is coach him because he needs it. I think picking up other informal info could tell you whether he deserves the coaching time or whether he is a hopeless. Just some late night thinking for you because I see value in both sides. Also, people will probably freak out on me for this, but inattentive ADD can cause a person to run late and not catch spelling and grammar errors even if they know better. It sounds stupid, but it is very real and is easily treated with medication. Haha bracing for whatever people have to say to that, but just wanted to share- like I said, just some late night thinking.

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With spelling and grammar issues. Have mentioned to him to email me with any issues of tardiness so I can keep documentation and report up if needed. Also mentioned that clients always come first. For issues on spelling and grammar have brought that up as feedback. Made comments for them to redo affected areas before I look at it.. Etc. but I just don't feel like they give 2 shits. Very entitled. Thoughts? Ideas on managing?

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Grammar issues like they're vs. their....?

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I have theory that everyone hates millennial because the shit apples haven't been weeded out yet and you older folk have greater visibility to the new hires than when you were a new hire. Anyways which one of you is bringing me coffee in the morning?

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^ aw come on man...

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I like this post. Not only is OP getting helpful feedback, but I'm learning how to manage as well. Wish we had more educational posts like this

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I wish I had better advice about dealing with spelling and grammar issues; I'm admittedly a little pedantic, but I don't know how to manage new hires with this particular issue, either. HR was nice enough to inform me that it is frowned on to grab them by the shoulders and yell "You've had 17 years of formal education by the time you get to me, surely someone has taught you subject-verb agreement!" whilst shaking them like a prom night dumpster baby.

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Clearly a lack of care on the part of the analyst. Spelling and grammar are unforgivable - bad syntax improves with time.

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Fire them.

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Thanks! Yes, he is great, but I work across many time zones and am trying to figure out how to please everyone at once in an "ASAP" culture.

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Great feedback here!

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Definitely talk with him and ASK QUESTIONS "this has been recurring feedback; where do you see challenges to improvement" ... "I've noticed you're often late and request to work remotely, is there anything I need to be aware of or can I clarify expectations" something along those lines. Could be that he is entitled and stupid, could be that something else is going on-- good to know one way or the other before committing to an approach/action

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