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Does anyone know if ey will PP the I-140?
Hi All,
I joined Tech Mahindra for 5 days only and didn't find suitable timing for my project and emailed resignation mail to manager and HR. After that HR asked me to resign over portal but at the same time blocked my portal. After requesting many times they didn't unblock my portal and pretended like they want to unblock but there is some issue going on and marked my profile absconded. I have cleared fnf but they are not providing reliving letter but added pf amount also. What to do?
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That is the feedback. You now know what to do next time (replicate it). Comments will come if you missed something etc.
It's because they didn't have that kind of feedback given to them, so they don't have good pedagogical behavior to emulate. I see this kind of mentorship being done at my current firm. It's a boutique firm with really good lawyers exhibiting behaviors I did not see much in 27 years in other firms, including BigLaw. So refreshing (and they train their associates from early on who stay and become partners and reproduce the virtuous cycle - I was stunned to see this even exists!).
What you can try is asking concrete questions for them to answer with a yes or a no. For example, "I did XYZ for this matter, and it did take quite a bit of time. Do you think the extra time was worth it - even if you write off the time on the bill - and that it helped the case/client or made your work easier, or should I not bother doing that in the future?" Or, "I did XYZ on this matter - did that make things easier or save you time, or was that not useful enough to be worth it?"
Think of some yes and no questions to ask which you're wondering about your work, which you can ask here or there as you're checking in once you sent a draft of something, or some other deliverable.
They are best asked in person in a 30-60 second follow up to your having sent the requested work product, as opposed to email which will get pushed behind other more urgent emails and then may not ever get answered. A partner not trained in giving feedback or doing mentoring will find easier and quicker to answer yes or no questions than,"How can I improve?" which may not elicit immediate ideas and cause them cognitive strain which will result them in saying that everything is fine as a default answer which will just frustrate you more.
If you ask a yes or no question or two, and then immediately follow up with, "Anything else that comes to mind that may have worked better?" then you've primed their brain to think along the lines of the process and quality of your work product, and this may then trigger thoughts from them on something else they can share.
You don't get a medal for doing your job. You get paid. Plumbers don't get praise when they're finished. The pipes just work.
Yeah C1 you’re totally off base. It absolutely is a partner’s job to help an associate learn and grow, and you don’t do either of those things by completely not engaging. I haven’t met a single rainmaker who does all the work themselves and doesn’t rely on a team to help. And I’m not sure how you build a team around you by only ever giving negative feedback. That’s a terrible take.
Because they are doing the bare minimum
Bad partners. Also try seeking feedback when you can, some partners are so busy or distracted they don’t think to give feedback unless you ask. “Hey can we sit down for 10 minutes and talk about this project” can go a long way.
This is the way. Seek the feedback, don’t sit and wait for it to come. Expecting to get feedback without asking for it is an entitled attitude. Going out of your way to ask for it shows you’re trying to do your part in the growing process too.
I wouldn’t expect feedback on everything you do. I’m swamped most of the time and when I get something that is done well and helps me meet another impossible deadline, I move on. That said, my associates do still receive regular feedback from me (just not on every document), and I have a very open door policy where they know they can ask questions, solicit feedback, etc. One thing that is missing from your question is whether or not you are seeking feedback or being proactive about this. A common issue I have with associates and that I relay in mentoring is that you need to own your path. This is your career. If you aren’t automatically getting feedback, ask for it. I’ve never refused to provide feedback to an associate who asks for the same and the same can be said for the vast majority of partners that I work with. Again, that being said, I would reiterate what I said at the outset, which is that you shouldn’t expect feedback on everything you hand in. That is just unrealistic.
Seconded
Stop complaining and whining - The learning experience starts when you don't do things right
You are not at school anymore - focus on work and be happy that nobody is complaining about your whining
You don't like where you work? You want more drama?
Change companies - what you seek for will find you
Laziness and bc they didn’t get positive feedback when they were younger. Then they will act surprised when there is high attorney turnover.
I think they’re just Aura Farming
No comments is generally the goal because it your work product was more or less judged where they buy your partner of being put out into the world with their name attached. If you're feeling antsy, take a look at the final product that was sent out / filed and review it against the draft yo sent the partner.
This isn't high school. If you need a pat on the head for a job well done, then perhaps the practice isn't for you.
How about a pat on the tush then?
Lol that is all you will get