Be careful in jumping to conclusions early enough, otherwise you will jeopardize your career. When you get a new manager, it is important to be willing to make some adjustments. Your relationship with your manager impacts career the most. This relationship will be built only when you and your manager know enough about each other … Continue reading My manager left, and the new manager doesn’t like me! What now?
Typically, employees rely on their manager's feedback, performance review feedback and salary hikes to decipher whether they are growing enough. However, most of these attributes are not controlled by the employee and these attributes can change without any change in the employee's performance (for example, if budget is cut, salary hike could be 0, this … Continue reading How should I measure my performance?
Taking initiative is about picking up organizational challenges to solve without being asked and delivering results. Taking initiative is one of the best ways to achieve stardom at workplace. If you are interested in growing your career in the current company, you must take initiatives. Even when you don't feel passionate about the organization or … Continue reading Why should I take initiatives at workplace?
Today is Indian Independence Day, and so the idea of this post is to recap my experience over last 6 months when I gained my independence – moving from working for others to working for myself. It is a long story but I will try to keep it short. Anyone interested in the details behind … Continue reading How I earned my Independence
In my last post on when organizations care about careers, I talked about various things an organization can do in order to utilize their employees effectively and in the process, help employees realize their career goals. However, not all companies care about careers, and when they don't, individuals suffer. It is essential for everyone to … Continue reading Why do we work – When individuals care about careers
In the last post on Career Stages, I described a few key attributes for evaluating career progression that organizations and/or individuals need to take care of if they want to effectively manage the career, esp. of their senior employees. Low engagement level, 'through others' contribution mode, and # of real working hours are key points … Continue reading Why do we work – when organizations care about careers
In my previous post on 'Why do we work', I talked about 4 levels of employees from the perspective of career and motivational stages: Entry Level Employees, Senior employees/frontline managers, Middle Managers, and executives. They differ in terms of how they manage their career and what motivates them to give their best to the organization. … Continue reading Why do we work – career stages and attributes
I have been talking to many working professionals over past few weeks about their need to work and what they seek from work. This post (and the next one) summarizes my observations and theory around what I hear. From a career and motivation perspective, there are 4 levels of employees in an organization: Entry Level … Continue reading Why do we work – Career vs. Needs Hierarchy
I have always wanted to be my own boss. In Oct 2000, 4 years after my graduation and 1 year after joining Microsoft in US, I left to start my own company in India. It all seemed perfect: I was a 'smart' developer working in a 'cutting-edge technology' area, I had a 'network', and most … Continue reading Career Management – A personal story
When you get a new manager in your existing role, it is important to spend time in making some adjustments; otherwise your career may get adversely impacted. This is because relationship with your manager impact career the most. This relationship will be built only when you and your manager know enough about each other and … Continue reading Adjusting to a new manager