There’s so much talk about psychological safety these days, but how do you build it on your team? Saying “you can speak up” or “all ideas are welcome” isn’t enough. I’ve tried to model vulnerability and admit when I mess up, but I still notice hesitation when I ask for feedback or invite dissenting opinions. I want my team to feel safe being honest, even when it’s uncomfortable. What are the specific things you do (or don’t do) that have actually created psychological safety in practice, not just in theory?

I am in the finance dept at my agency and have been struggling to get into the media department. I'm fine starting off in a junior role but after countless applications no one will give me a chance.

When did you know your firm wasn't right for you? I'm not sure if it's just the stress of being a new attorney with a family or if my job isn't the right fit. I work in civil litigation and am consistently below my billables. I can't stay late because my kids need me and I can't work on the weekends because I have to maintain my house and take care of my kids. I'm being constantly told to work harder, stay later, etc but it's not practical. Or am I not approaching this with the right mindset?

Do legato allow technology switching to employees

Does BDO offer global mobility programs? For example doing a transfer/rotation to Australia from the US?

I have a interview coming up for a Program Manager Role and curious if anyone here is a program manager and wouldn’t mind sharing their Salary and top 3 responsibilities. I want to make sure I am being compensated fairly.

Is it a good time to switch to Deloitte considering all the recent layoffs ? Applying for a manager position in Deloitte Digital , not expecting more than 10% hike from my current salary.
Thank you

Any thoughts on why ETH is fluctuating so much?

Can anyone explain why the Aston southend is so expensive ? 2.9k for a 1 bedroom?

How is the hierarchy in Fidelity International ?

We're always looking for new ways to make things easier for our customers and clients, but sometimes I just want to take a step back and breathe.

Anyone know of any great articles or advice for building a multi-sided platform at the beginning of that platform’s life? I’m building a video platform for education (user-generated chunks, kind of like YouTube or TikTok but specific to education vertical) and I’m thinking about early strategy for content acquisition, would love to hear what other entrepreneurs have done. Both strategic and tactical resources appreciated!
#startup #marketplace #UGC #education #learning #strategy

Any Boston folks?

I keep hearing LGBTQ+ being referred to as “ The Alphabet Mafia”. I love this. I motion to fully embrace this trend by the community. All in favor, say “I”.

Any Tampa Bay people in this bowl?? 😊

You're a new manager with direct reports. One of your directs is very determined. You consider yourself a good manager so you want to help them grow. They are killing it and taking on an enormous of workload, and executing flawlessly. Do you let them continue killing it? Ask how they're doing? Or warn/advise them on how to avoid burnout?

It feels very telling that there are so few people in this group. Any thoughts on that? It feels like the vast majority of people managers only want the title and don’t want to worry about their people.

Looking for info about the engineering culture at Netflix from the perspective of someone who identifies as a woman or non-binary person and is also a person of color. Do you feel safe and included? Would also love some input from someone in a leadership position, do you feel supported as a leader?

I got into Management a year ago and now I miss developing. How do software engineers turned managers feel about their switch over to people management?

For the past 25+ years, I've been a devops engineer, cloud architect and team lead on many projects. I would like to make a career move into IT Management (i.e. DevOps Manager, Director of Cloud Ops, etc.). When it comes to skills needed, what should my focus be on and how would that translate onto a resume? I would love to still be hands-on to utilize my tech knowledge.

What is your toughest challenge hiring someone in their early 20’s?
For lots of different reasons I get the impression that younger people aren’t equipped for the employer, employee relationship.

Any books suggestions?

I have issues “delegating” or simply assigning tasks, which as a Manager is a whole thing. Like I feel “bad” asking my people to do things that i know i can do but shouldn’t because it’s not up to me. When I assign a task i try to be super clear with instructions, give examples, help them get started…but I still feel bad. Idk. Anyone goes through this?

Anyone have suggestions on a team building exercise or consultant/coaching to build/improve energy. I feel 2020 was such a big drain on everyone’s energy and spirit just looking for ways to start the year out on a more positive note. TIA

Newer manager here (18 moths). Recent org announcements and hiring holds have put major stress on my team. Some are hyper focused on all the bad, how do I get buy-in that this is temporary and we still have a job to do? I feel it’s more important than ever to show value vs being task takers.

Hi! Any career coaches who offer a full support throughout job search?

-Experience: 8 years of project/program management and/or communication
-Companies of interest: Google, Microsoft, Facebook
-Location: Washington DC or VA

Looking to apply for a manager role in my CS team. Any tips for the interview?

4 years of CS experience, no management experience

Whats your biggest challenge as a manager?

What do you enjoy most?

How do you manage your friends/people who used to be in your team?

Any interview tips appreciated! Last time failed the interview cause did not show a proper action plan. Find it tough as I do not know what challenges my manager has

What was your salary as a first time manager (and where were you based)?

A report opened to me that they are having money problems and wants a raise. We are remote and they moved to a high CoL city. We gave an increase to help with retention 6mths ago. In my response, I helped mentor with best practices on how to ask for a raise professionally since I need to make a case to my Head on finances. But their performance has been avg and not seemingly worthy of another large raise within a short period of time. But how do I respond when they talk about personal finances?

Does anyone else just not even want to be a people manager anymore?! The amount of work this is taking, I’m just so over it. In addition to them piling on my work (which is a full time job) the people management stuff is just as much a full time job that no one in management seems to take into account. I have tried countless times to explain this but I end up burnt out, everyone suffers including me. I just left one role bc of it and now this new role, same thing. I’m over it.

I’m a manager and one of my direct reports makes more than me. It really bothers me. Anyone else been in this situation before? What’s the best way to handle it?

Hi. People Manager here. I've been one for 12 years now and I encourage my team to not be "yes" people. At this time, it feels like my manager wants me and my team to be yes people for her. How do I deal with this? I've never been a yes person and I don't preach this to my reports. I don't know what to do. Help?

One of my top talents just put in his two weeks notice and I had nothing to offer him to stay. I told upper management this was going to happen! I’ve spent months asking for a promotion for him, trying to push his career forward and got no traction. I know i did my best. He knows i tried. I still believe i work at a good place but i feel like we’re losing focus. I feel my boss is leaving soon. It’s a mess.

I have a direct report who is smart, passionate about her job and can be really innovative. However she carries this enormous weight of responsibility, for needing to do everything, do it right, make sure it's perfect, not trusting colleagues to help. It creates dread and panic and overwhelming workload and a terrible attitude for her and I am speaking with her this week to start to shift her mindset. Any tips in navigating how to let go of this heavy idea of "responsibility"?

We interviewed a great candidate, extended a verbal offer and she accepted. We sent the written offer a few days ago but she hasn’t opened it or accepted (it’s expiring tomorrow). Have you ever had to follow up? How did you handle it? My company is small with no HR, so I have to handle the hiring myself.