| Topic Name: |
Experienced Hires |
| Message Name: |
well said |
| Date Posted: |
02/03/2006 |
| In Reply To: |
PFFs need to have several 'Areas of Development' otherwise they wouldn't be taken seriously.
Your point on things changing with more experienced hires coming in, I don't agree with. While being an Exp. Hire, I have been around this asylum longer than most. Those at the top DON'T change and are too insular to figure it out. They would rather keep the churn going at the Exp. Consultant/Mgr/SM level because THEY ain't changin'.
PFFs are window dressing, the real key is having somebody of influence on the laddering calls. If you don't have somebody there to pound their fist on the table and exhort your fine points, your chances are nil.
All I can say is: Treat our leadership the same way they treat you....with utter contempt. Take Care. |
| Message: |
was my experience and attitude as well when I was there. I did work with a couple SM last year that really made some attempts at trying to do things differently. I believe there are some task forces (i forget the firm's lingo for it) that are trying to come up with ideas for integrating exp hires. Before I left the firm did try something new, partnering new exp hires with old ones for reimbursed lunches, regular meetings, and mentoring to get the onboarding process a little easier. I participated. It's just so difficult for folks inside the firm to understand that their approach to work is radically different than someone from industry. it's like trying leaving the US and trying to be Japanese or Italian suddenly, tough.
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