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What is the salary range of Senior 2 at EY GDS?
June gloom. That is all.
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Anyone wonder what clouds feel like
So…. JPMC offers $110k for iOS developers in Chicago with 3 YoE and Citi bank will throw up $150-160k if I move to Irving Texas. And….. this is what their analysts are making in LONDON? Lol no… nah—- hahahhhaa oh my god that sucks
https://www.efinancialcareers.co.uk/news/2022/05/analyst-salaries-investment-banks-london?utm_source=GLOBAL_ALL_ENG
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TFW you say you’re a team player on the outside, but your ego is right below the surface and busting to get out.
What motivates you isn’t what motivates the next person. For some people it’s money, for some praise, and for others it’s additional opportunity. Good leadership is understanding what motivates your employees and motivating them appropriately.
D3 is probably one of the lazy hangers on that gets by on the “teamwork” of others
OP - that is irritating and frustrating. There's a lot of expectation for insane amounts of seemingly thankless work. The expectation is that this is your job, and many people you work with will say that they went through the same experience. Recognition can be inconsistent. I'm not saying this is right, but this is the situation at hand. I hope your leadership notices. In my experience, leaders typically do notice this effort, and may not say anything explicitly, but will give you opportunities down the line or advocate for you later.
It’s the difference between seeking validation from the outside vs validating yourself. Do YOU think you did a good job? Do YOU think you contributed? Then you’ve satisfied your primary stakeholder - YOU. The minute you think along these lines, you’ll stop giving a shit about not being mentioned in emails
Do you know the value of what you did? Does your direct manager? If yes to both, who gives a shit what the whole team email says?
The OP did get their due: they got a paycheck.
Don’t get me wrong, I am a big believer in the power of public praise. I’m careful to give credit very specifically where possible and to call out above and beyond efforts.
But that’s very different from setting an expectation that everyone gets praised profusely for doing their damn job. There are a multitude of reasons why it might not be appropriate in this specific note. Most obvious, and in my opinion most likely, is that OP’s effort was not so much more heroic than anyone else’s on the team. The kind of self absorbed snits that sulk when they don’t get a pat on the head and a cookie tend to be the same people who don’t realize how much work others around them are doing, since they’re not going around demanding praise for it.
If you need constant attention and praise in order to do your job, I don’t want you on my team. Not to mention your analytical skills need some work. At no point did I say I think 20% of the team does the work for the rest to piggy back on. In fact, I’ve been privileged to work with teams where virtually everyone not only pulls their weight but helps one another — and that’s not an accident. It’s the result of hiring great talent and creating a positive culture.
And make no mistake, a culture where people expect praise for meeting expectations is toxic.
P1 , why shouldnt OP get his/ her due?
P1 its leaders like you who think people doing anything is just “ doing their damn job” that people quit. People are not machinery and if you believe that 20% of the team does the work for the rest of the team to piggy back on, thats a pretty darn terrible management lesson. “ self absorbed snits” ? Most of the partner responses on this app i have found to largely be empathic and pro employees.You seem like a bitter, entitled despot- pity the teams that work for you
The only thing that matters is that the decision makers in your firm know you did the work. If they do AND you are humble (or can at least project humility) that’s a double whammy
You are special
When you can get same visibility as people who just tagged along a day before
Honestly - I feel the same way
external factors.
Reply all and say i am glad everything worked out, tha ks for the support
Advice: when you reach management thank the person who did the most the best way they like the praise.
In the meantime if you know you did the work and are proud of it and those who are in charge of your $/promotion is in charge it doesn’t matter however frustrating it is. Whoever is writing the email may not like to be called out for good things and therefore sends group thanks.
P1thanks for the snarky comment on my analytical skills, perhaps you should read OPs original post again where he mentions doing all the work and having the team tag along. Positive culture? You sound like a bitter and caustic person, please don’t preach what you don’t practice