Many young professionals do not get relevant guidance on how to progress a career, terms of building a foundation and taking strategic steps/risks to progress.
What works for one doesn’t work for the other because each individual is as diverse as a finger print. The experiences, perceptions and dreams differ but many are brought under one umbrella as they work in a certain community.
Triggered by offline grapevine, feedback mechanisms, social expectations etc. may end up negatively impacting health and lose out on opportunities.
The feedback mechanisms at play are mostly inaccurate, inconsistent or merely a justification of a rating once or twice a year.
The usual measures are money, hike or a title?
‘Success is subjective, growth is objective’
It’s imperative to learn what measure of success should be applied at a specific point of a career. Be it a fresher, experienced individual, a people manager, leader etc.?
Hosting a webinar next week to dispel some of these myths on:
Who’s in? Hit me up for zoom co-ordinates
Working hard makes sense when u are getting recognized for it by ur manager and company. Otherwise u work smart and time saved on hard work u invest in urself - health, recreational activity or upskilling.
Most lowest, low to Mid ratings (identified by your manager)
High TC — if you are in the same level for a long time (> 3 years) and your TC is reaching the top of that band.
High initial stock grant (possible by great offe...
asked and got 37% increment. 0% chance of layoff. work only 6hrs a day. have some self respect. I'd rather be la...
Employees who are top performers are laid off. Employees who are in a firm for a long time are laid off. Employees who are freshers are laid off. Employees from IIMs/IITs are laid off. Employees who work just to get the job done are ...
following events occurred before and after layoff: (Layoff was planned long before just that GST gave a good excuse)
First time cash flow from investments is greater than salary.
