Related Posts
Worst process to get into project in nagarro.
First go through the internal project interview then client interview if not selected then again tons of interview.Why they people take interviews at the time of hiring.
I am feeling depressed now.
In this tough time where companies are firing their employees, i am not having any project due to this pissed process in nagarro.
Joined on 1sep 2022.One more interesting fact giving interview in zs associate account(contractor) I never want to work as permanent.
How to tackle gap periods in IT interviews?
Hey folks
I got a call from TCS to interview for a new unit formed within org with the name of Business Transformation Group as per new org restructuring. Anyone from TCS who can help to understand more about this?
Does it cater to only niche technologies or how does this actually function?
Tata Consultancy
Hey Guys,
I got a call from Infosys HR on 16-September-2022 that I have been successfully selected for the job position of Test Analyst at Infosys, as per our conversation I have to receive an offer letter within 15 days, but I haven’t received it till now.
Now They have sent a mail that your Candidature is on hold. Is this happened with anyone else also.
Please do suggest on this guys.
Infosys
Any tips for HireVue interviews/Delta Airlines?
More Posts
Happy Wednesday. It is Wednesday right?

Additional Posts in Advertising
This shouldn’t be news to people but it is.

Thoughts about Digitas Health?
Mccann creatives - what are the good groups?
It’s Friday who’s partying
New to Fishbowl?
unlock all discussions on Fishbowl.



Promote them
I’d try to figure out what the reason behind them wanting to leave. Title? Pay? Creative opportunities? Work/life balance?
If they’re good, talk to them about what would make them happier at work. If they’re not good, let them go. Either way- never promote just to keep them if they aren’t ready. Will bite you in the ass later.
I don’t get it lol is that a trick question? You either promote them or they leave. Are you looking for us to tell you to oust them? That’ll make them leave even faster lol
Not trying to be flippant. But talk to them
Sometimes you just have to let the butterfly fly free. They might just be done, or know they'll get more by jumping and aren't interested in staying. You've asked-if they won't tell you, that says something in itself.
If they deserve a promotion, keep pushing for it. But don't suffer under any illusions that it's a surefire way to get them to stay.
MAN I FEEL YOU! Nothing worse than being the middle man for a star employees promotion and just having to cry watching them make a decision in their best interest. A few things I’ve tried that seemed to help —. Give them opportunities to start performing in that next role... client presentations, etc etc.
Great advice! Not a trick question in the least - genuinely concerned and at a loss for what i can do to prevent the exit. Promotion seems like the obvious answer on how to do that but so many barriers to the reality of that, which I’m navigating and trying to overcome now. Kind of the nature of our agency, honestly. I’ve broached the topic with the employee many times - level of happiness, impatience for promotion, workload, general level of satisfaction - and am not getting much back, so don’t want to probe to the point of uncomfortability. Thanks for the words of wisdom and quick responses - much appreciated!!