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?

Does anyone have a good lead on where to find research backed customer journeys? Either generic for an industry (like restaurant) or for major players in an industry (like chili's). I am fairly new to planning, and this keeps coming up as something and that would be helpful.
Thank you!

I need guidance - was able to sell work through relationship. All I have is my LLC and a bank account. No infrastructure, no HR set up, no legal document. Who should I reach out to get help?

How do I get a job at a startup? I have an accounting/finance background, but don’t enjoy that work and want to get into the startup space (been interested for years).

I worked with a company to build a mobile application and I will be contracting with that same company to maintain the app as we go live. I am expecting to deploy next week. In defining the scope of that contract, what should I be sure is included? Any advice would be great.

Can anyone refer me to Guidehouse. Saw a position in DC that looks promising. DM me please.

I am in a design/production role at a mid-sized agency. We currently only have one person on the digital team doing UX. I recently presented my manager with a proposal for a new position, UI Designer, that I want to move into.
I would love some advice on how to negotiate salary on a new position that doesn't current exist. How do you respond to an offer? What if they say it's a lateral move and don't offer me any additional compensation?

Anyone with experience getting an ESA (emotional support animal) letter? Please dm me thank you.

How is everyone feeling amidst these layoffs? Hope everyone is taking care of themselves!

Why do deals move at a breakneck pace all the time? I don’t understand the urgency put on this work for every single deal. Is it deliberate to avoid lengthy diligence / lots of questions? All these deadlines are arbitrary

Currently a staff in audit - 6 months in. Glad to be learning a lot, and have had a generally positive experience at the firm other than a few interactions, some tough busy season nights. Really been intrigued by TAS/M&A, however, and had a few convos with a senior in TAS i know at the firm. It’s closer to what I studied, but don’t know how to make the jump as it seems an internal transfer could take 6+months/senior rank and a lot of convincing. Is it better to jump firms/has anyone done this?

Anyone working at Amazon, American express or any product based/ analytics/ Fintech company
In Gurgaon?

Need some insights on Business analyst roles at these companies.
Skills, growth, package, etc.

What is the leave policy in Verizon data services India??
Is it true that there is a 8 week paternity leave?

All loyalty I felt to RSM is gone. Who wants a referral bonus?

What’s a recent achievement (personal or professional) that you’ve experienced?

Hey new members,
If you have joined recently, please be active by posting your views or questions so that we can grow this bowl

Did anyone get a response from immigration team on h1b 3rd lottery results ?

I’m looking for a referral please. I have 3 years of audit and 1.5 years of FDD experience all at PwC

Anyone hiring for Workday reporting consultants? I have the FINS and Advanced Reporting certification with an additional three years of financial accounting/experience. Austin, TX based.

I was recently interviewing a very good candidate who was not only technically strong but also had a very good problem solving skill. Below is his yoe and tech stack
Total yoe 11, RPA 6(AA)
Certified in all AA versions.
CCTC 25LPA
Expecting 40LPA
I felt this is a desirable ask but we didn't have enough budget to accomodate. Now we are going back to drawing board to reshuffle the budget for next FY, what would be an apt scale for someone with the profile above?

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.

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.

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.

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?

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?

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?

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

Any books suggestions?

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.

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?

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

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"?

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.

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?