No one wants to stay

in my company?
Reality
Check on Ananya Sharma - Pooja Sehgal - Rohit Jaswal
Corporate
Delusions
 The
Preposterous Preface
The characters and events depicted in this book draw inspiration from
real-life occurrences within various work set-ups.

The primary objective of this book is to explore the mental struggles

and challenges that every employee faces within a work environment.
We have been there. You have been there.

With this book we want to help you find solutions to the biggest
roadblocks in your journey, which have the simplest of solutions but
just need to be explored!
 Index
1 Meet our characters 01

2 What is buzzing in team members' 06

minds?
3 What is the manager dreading about? 156

4 Game Time 200

Appendix 203
 Haaaavvee you met our
characters???

1
 The TEAM MEMBERS here have been navigating their way through
the corporate world
With some inhibitions in mind and a lot of enthusiasm.. they have
already got through some time..

However, there are still some roadblocks that they need answers
for..

LETS DIVE INTO THE BOOK AND FIND OUT..

2
 These are our MANAGERS...
With a few years of experience handling a team, they have been
trying their best to be at the top of their game.

But still there are times when they don't understand how to sail
through waves of miscommunication and assumptions..

LET'S SEE WHAT CAN THEY DO ABOUT THESE..

3
 Your confidante in this Corporate Maze.

THE CORPORATE WHISPERER is here to make things easy for you....

LETS SEE HOW SHE DOES WHAT SHE DOES!!

4
 Why is my life
Why is my life
hell
hell

5 Team members Managers

 Chapter 1
What is buzzing in
team members' minds?

6
 Why does my manager
never appreciate our
team's effort?

7
 Is this It's like we appreciate them when
true? there's feedback from the client.
What's the point of appreciating
repeatedly?

8
 Science behind it???
Wait, before jumping directly to
There is science to it...
why appreciation is important,
Go on I would like to
let me tell you the science
know!
behind it..

9
 Appreciation creates high levels of activity in the hypothalamus, which controls
basic bodily functions such as eating, sleeping, and our stress levels.

When we’re shown appreciation, it directly activates the areas of the brain
associated with dopamine – the ‘reward’ neurotransmitter.

Dopamine make us feel good and keeps us motivated!

10
 Which means that is not
enough, if this feeling is still
existing in team members
Let us find some actions

11
 Appreciation emails – acknowledging your team’s effort.

Appreciation board
for public display

One meeting
each quarter –
where we acknowledge
their efforts.

Celebrate
small wins
12
 Isn't it great that we True that!!
get appreciated at These constant words of
every stage?? praise keep me so positive
and motivated!!

13
Overhe
arin Never knew my team's productivity
gt
his
Co could also be improved just by
n constant appreciation for their
ve hardwork!
rsa
tio I'm going to make sure this
n...
. becomes the culture here...

14
 Do you remember how we learnt folding hands whenever we cross a holy place?
I don’t!
It just came naturally.. seeing our elders do it

Appreciation is the same

These things start from the top

You do it and others will start doing it as well.

With time it will be our culture

15
 Why does my manager never
consider my suggestions?

Does he/she feel that my

suggestions are totally useless?

16
 That is rude!

At least you should

Why should I
acknowledge that
acknowledge, they are
not worth implementing.

17
 Ahh... I get your
point I guess... I
Ok fine, the day is near, when
dont want this to
they will stop sharing
happen..
suggestions/ideas and you will
think, why there is no suggestions
from my team members.

Then you will come up with the

problem - they never share their
opinions and ideas with you.

18
 It is crucial for managers to actively listen to
their mentees as it fosters a supportive and
growth-oriented environment.

By listening, managers gain valuable insights into

their mentees' goals, challenges, and aspirations.

19
 Why does my manager criticize me publicly?

We don't have the

time to
waste on your
useless ideas

20
 I'm fed up with irrational
constant criticism.
It's unfair. Time to find a
new team that values my I understand the
contributions! frustration!
Trust me I can help
you here..

21
 FEW MOMENTS LATER

I have a task
for both of
you

22
 MANAGER TEAM MEMBER

MA
ER
ME AM

NA
MB
TE

GE
R
"Now that we understand each other's
point of view better,
Sitting together and discussing where we it's all good!"
fail and how we can leverage our strengths
to make the best of our capacities!
23
 An exercise as simple as this can
be very helpful in situations like
these.
If we make such activities a part of
our routine, we can prevent such
clashes beforehand!

24
 REMEMBER!
CRITICIZE
PRIVATELY,
APPRECIATE
PUBLICLY
25
 Does my manager do
anything, or do they simply
forward our work to client?

26
 LET'S SEE A DAY IN THE
LIFE OF A MANAGER......

27
 My whole day is already blocked
by these client queries and
deliverables.. when I will be
able to plan it peacefully
Arghh..

28
 No.. You guys have it
please. I have a client call
Hey! in 2 hours and have to
Let's go for lunch! prepare a slide deck for it.
It's time... I will eat later!

29
 Your whole team's performance
decides your growth from now
on.. Being their manager their
failures and success..all affects
you!
30 Manager feedback discussion
It's too much at times..
even if I am giving my
100% it will come down
to team's performance!
 Post feedback discussion...

I need to make sure my team members

are able to work efficiently and get a
good rating.
I have to be their best mentor and
guide them well for a collective
growth!

31
 I hope I get the update Let's just share the
now.. it's already 3 pm. update now. The
When will I review it? It manager will take care
will take 2 more hours! of rest!

32
 Meanwhile in Office..

Yes just finishing off

the final update.
At home.. This one is important.
I'll be home after
It's late, you haven't this!
even had your dinner.
When will you come MOM
home?? CALLING

33
 Ahh.. These last minute
international client calls
have altered my sleep
schedule

34
 My days look like this,
then what made
them think so?

Let us try to understand this

via this small exercise

35
 Have you ever

shared your success and

talked about your initiatives
failure stories with your
with them
team?

shared your calendar with involved them in your

your team? challenges?

36
 If answer to any of these is
not a YES! perhaps the
manager needs to practice a
bit more transparency
Team members in the dark tend to overthink/make
assumptions which lead to biased impressions. Share
your plans - it humanizes you.

37
 Why is my
manager my
enemy?

38
 Let us explore the possible

behind this huge

39
unfortunate title
 You are too nosy and pushy
about constant work updates
You just point out what all is
done wrong. How is it that
there is not even one good
thing?

You can never reach on

agreement. WHY
It's your way or
the highway

No inputs, no appreciation.
Only one of the team member is
I have to do everything by
constantly getting a good rating.
myself and don't even get
How?? You must be biased!
acknowledged!
40
 I don't think any of this is
true..
I might be a little harsh at
times but I do that in their Really??
best of interest only! Is it so?

41
 You tend to think everything
has to be done by you. You Ahh.. I don't know
don't have to be their parent. what to say...
Be a coach instead. Point
them in the right direction
and have faith that they will
push through.

42
 I am not able to digest
what I just heard..
Is this really what they
think?

Quiz Time

43
 Okay - answer these questions?
When was the last time you talked about their growth?

When was the last time you appreciated their efforts?

When was the last time you talked your teams visions
with them

When was the last time you talked about your

challanges with them

When was the last time you talked - what is the

importance of their roles

When was the list time you have explicitly talked the
44 challanges they are facing?
 If you have never done this.
Then don't expect them to be
soft on you.
You have not earned their
respect!
45
 Why am I always Same Same, even my
humiliated in feedback manager humiliates and
discussions? loses patience when things
do not go as per the plan?

46
 If there are issues in work, I will Okay Okay
tell the team directly! Relax!
I am not here to sugarcoat things.
It's their problem and they have to
make sure they don't repeat it!

47
 It's not about sugarcoating or humiliating...
There's always a way to communicate.

48
 If it is once in a blue moon,
the employees can get a free
pass.
If it is regular pattern then
they deserve to know this,
backed by facts. Let us figure
out how
49
 OPEN COMMUNICATION
CHANNEL

TEAM MEMBER MANAGER

Mr. Manager, I am scared of Oh really!

recieving feedback from you :( I was not aware of this fear

50
 In case you are scared of open communication channel - We
have other ways too -

Identify someone within the organization whom

your manager listens to, whether it be their
superiors, members of the HR team, or other
influential individuals.
Write it with open heart :)

51
 If you will not stand up for
yourself today,how will you
stand up for a whole team
tomorrow?
52
 Why always my mistakes
are pointed out, whereas I
work day and night to
finish my work?

53
 Isn't this my job to Of course it is...
correct and highlight But don't you think if
their mistakes??? we keep on picking out
the mistakes it will
demotivate them?

IS THERE SOMETHING WRONG IN

CORRECTING YOUR TEAM?
54
 Only highlighting
mistake is the problem OH!
Got it

Constant negation leads to loss of

confidence and builds insecurities.

Start with what things were "right" before moving on to how they could be
"better". Straight up negging is a strict no-no!

55
 Why is my manager
micromanaging me? Why
he/she doesn't trust
me?

56
Let us first try to understand why
it happens in the first place.
It happens because we never
discuss the WHY.

57
 I micromanage because -

1. Lack of trust whether the team will be able to finish this on time.
2. Can't afford last minute surprises, which are more of a shock! Happened in
the past!
3. Fear - what if they failed in taking the right decision?
4. Doubt on the capability of team members.
5. High profile projects need extra care
6. Projects with short deadline have to be managed this way
7. Team is not good with project management. They have not showed that
efficiency and the rework takes a lot of time.
58
 Point noted!

Why don't you share your Let me be more transparent,

concerns with the team? rather than acting like a
People thrive when they are detective
given freedom and they learn
from first-hand experiences.
The learnings will help them
grow and then you won't have
to be so involved.

59
 Why my manager
always assigns tough
projects to me? Why
is he giving me
more and more
responsibilities?

60
 Who is the most
reliable person for
you in your team
She is

Let me
think

61
 Have you ever
discussed with
her?
Not really

But why? Don't you

think it will make more
sense to them if you
tell them the reason That's true...
why you fall back on Thanks for the
them in emergencies? advice! I'll do it
Do it ASAP right away!

62
 I just wanted to let you know that Thanks, this means a
you are one of the best person I have lot!
in my team and perhaps that's why I You just answered my
see a lot of potential in you. I want questions :
you to realise your full potential soon
and perhaps that's why i give more
opportunities to you.

63
 Why do I have to be a path-
follower of my manager's plan?
Why can't I have the freedom
to prioritize/plan my task?

64
 Why don't you
talk about this to I don't think he
your manager will listen to me

Cmon, do you
think there is Don't know, will
any harm in try someday.
talking about
this.

65
 An eternity later...

66
 Yeah! my time is
Do you have time? all yours. Tell me
I want to discuss how can I help
something with you you!

hmmm. I trust your

I want to one different judgement. The way you are
ways to execute my planning is good. Just ensure
current project. Is it okay, if there is any help required
if I do it my way from my end.

67
 What?
Finally, I had discussion
Really?
with my manager
After ages!
regarding thing that I
discussed year back

68
 Better late
Yes after an year. But now I am
than never
regretting, why didn't I had this
discussion, post our discussion. It was
so easy. My all assumptions were
wrong.
I thought it will hurt his ego. but it
was nothing like that. He was so
welcoming

69
 Avoid making assumptions about
managers. Instead, believe in quick,
open conversations to bridge gaps
and build understanding.
Best time to discuss things was
yesterday, second best time is
70 "now"!
 Why is my manager more
worried about the
projects? What about my
health?

71
 Seriously, what is wrong
Do you know what
with these people. I don't
incites these
know why do they think
feelings
like this.

Okay!
Let me show you
something, may be it
will help you
understand it better

72
 Time to Self-reflect?

When was the last

When was the last time,
time you helped him
you had conversation other
when he was stuck?
than work?

When was the last time, you
asked your team to party for
the successful completion of a
project?
73
When was the last time,
you talked about your
future plan related to his
roles and responsibility ?
 If you are not able to answer these
questions, then no one can stop this
feeling from creeping in your team.
If you are actually worried about you
team members, it means you already
have some EMPATHY. Now. it's even
more important to express it.
Our ability to show care, makes us more
74
human.
 Why my manager
intimidates me? It feels
like I am working for
Hitler.

75
 As a manager, I cannot I am not saying you should be
be lenient with the team lenient. But this way, it will just
or else they will start create a culture of fear, where
taking me for granted! If employees feel intimidated and
I have to make sure that demotivated
they are working well, I
have to be strict

76
 Turn this feeling relationship to that
Then what
of a mentor-mentee. A duo which -
should I do?
1. is together in all troubles.
2. grows together
3. learns from each others mistake

77
 Why does my manager always
compare me with my peers?
He/She always points out that
how quick they are doing a
task, whereas I am taking
more time in the same.

78
 Do you know - Oh! I was not aware of
Comparison is an act this. I thought comparison
of violence against will induce motivation in the
the self person and he will compete
with his peers

79
 Comparison -
1. will undermine their confidence and
self-esteem
2. They will start hating their peers.
3. They will avoid collaboration with them
Seriously? what I
4. They will start hating your leadership
was doing was not
style
less than a crime.
5. It will just give them stress
Ohh man!
and anxiety

80
 Thank you for accepting that
Let me change my approach you were doing something
and learn healthy way of wrong. It is never easy to
motivating people to do accept.
better.
I know you will be able to
find other ways to motiavte
people.

81
 Why does my manager
keep messaging me when
I go out for a break? This
is so frustrating!

82
 If there is no constant
scrutiny, I don't think I will
get the updates on time! There
have already been performance
issues that shook my trust!
83
I am not saying constant checks are
not required. But the point is the
positioning of message. Like this case,
you are intentionally messaging when
they are moving out for breaks
(coffee, biological or lunch)
 Ok fine! Why don't you ask for two
updates in a day. Like one update
around 1 PM and another one around 5
PM. Fix this.
If nothing comes around this time, then Let me try this.
feel free to message.
This way you don't have to put your
surveillance camera ON. Plus, you will
also get timely update.

84
 Understand your team's need for
breaks.
Prioritize their well-being and
avoid non-urgent messages during
their downtime to foster a
supportive work environment.
85
 Why is my manager taking
random decision without prior-
intimation? We are also part
of his/her team??

86
 woah1 woah1woah!
As their manager, I wonder why it's hold on!
necessary to inform them about every I am not saying your
decision I make in advance. I wish they intentions are wrong
could understand that all my actions are
intended to promote their growth and
development.

87 Scenario 1
 Sharing why behind the decisions is important.

Your team should know - how it will be benefited

out of this. You don't have to justify every decision
you make, just the most important ones which affect
them.
Unclear and sudden decisions seem irrational . When oh! I never
the team gets at least a glimpse of your rationale, thought this
they can support you in the longer run. way.

88 Scenario 1
 I know whatever decision you will
take, it will be keeping their
interest in mind. But rather than
giving last minute surprise, why
I don't need to
don't you drop subtle hints about
justify my
things that might change in
decisions.
future.
Where is this
coming from?

89 Scenario 2
 You as a manager hate when
someone raises a red flag at the last
minute, right?
Same goes here. Please please
They are your team members. So do go ahead.
not ghost them on the very last
moment.
Let me also share how this is going
to help you.

90
 Let me share what this small change of
prior-intimation will help you -

1) No room for rumors and misunderstandings.

2) Will give them time to settle, before actual Umm makes
decision is coming. sense!
3) It will reduce resistance and pushback from
team members
4) Trust building

91
 Being a part of a team, they
also deserve to know the WHY
behind decisions and actions.
So, next time, avoid surprising
them.
Instead, take the time to sit with
them and explain the reasons for
the choices made and what the
92 current needs were.
 How replies like - "this phase will
just pass", help me to get out of my
current situation, Ms. Manager?

93
 I am not sure.
When you're sad, and someone What would have
says "don't be sad", do you feel worked here.
helped?
Saying empty statements like
"this too shall pass" doesn't
work!

94
 Hmm.
Let me work
Let me help you, empathize -
around this.
1. Share your experience
when you were in the
same scenario.
2. if not, think of some
analogy which will give
them the same hope.

95
 Why does my manager even talk
about collaborations, when 70%
of the work is always on me?

96
 Fallacy of Collaboration

EXPECTATION REALITY

25% 25% 25% 25% 20% 30% 10% 40%

97
 Remember, A cricket match cannot be won if you just have either batsmen or
only bowlers in your team. You need experts of everything!

Together, they support each other, and play their respective roles to create a
balanced and effective team.

98
 Fallacy of Collaboration

1
IMPACT
TIME SPENT

WORK-OFF OF EACH MEMBER'S STRENGTH.

EXPERTISE IS UTLILIZED.
SINCE EXPERTISE IS INDIVIDUALISTIC, SO IS THE CONTRIBUTION.
99
 Why does my manager never
appear on time and the team has
to wait for him/her? Does our
time not matter?

100
 Who asked you to wait????
Start the discussion. Your don't have to wait
for anyone. Even if it is your manager.

Everyone should respect each others time. Make

it clear!

101
 I encourage everyone to be on time. If
our team meeting is at 10 AM. Try to be
here by 09:55 AM.

Door will be locked at 10:01.

Let us respect each others time.

102
 Why the other team is
having less workload
than us?

103
 But why?
I don' want to
work with this
team

I don't have this

provision, but if you
Please change insist, let me give this
my team one fair chance

Thank you

104
 FEW MONTHS LATER

105
 But why?
Can you please shift me
back to my original
team

I realised that if they are going

home early it did not mean that they
have less work load. There is too
much mental work that's going on
here.
Their work is too demanding, It is
really tough to adjust with them

106
 This was an eye
opener for me.
thank you!

A million year old saying goes -

"The grass is always greener on
the other side."

but when you experience it, you

find it same by the end of the
day

107
 Why is my job not allowing me make
best use of my strengths? I don't
think I will be able to grow this
way.

108
 I am doing my best to give them
projects based on their strengths.
I think I am ensuring their
growth

109
 Let us think what can be done to
give them sense of accomplishment
and make them proud of what they
are doing

Meeting Agenda - Let

everyone list down their
strengths and strength of one
of their peers.

110
 My Strengths Now -

What I feel What team feels Map their work based on their
strengths.
Assign their future initiatives or
project by highliting their
strengths
Ask for what are the new
intiatives they want to take
based on their strengths
111
 Have a 1:1 How we will grow together?

Skills or knowledge to develop

Any specific challenges or roadblocks you are facing

Oh! I was not

aware if person
How to leverage your strengths?
could do this.

Expectation from manager

112
 Both managers and team members
are not always fully aware of each
other's capabilities. This leads to
miscommunication and resentment.
Activities like above help align each
others' awareness and leads to a
better environment where all
strengths and not just 'a few" are
utilized, hence, less resentment,
more satisfaction.

113
 Why doesn't my manager
accept that everyone is
unique? My manager follows
generalized approach for
everyone.

114
 Generic
Approach

115
 Each team member has their own learning
curve, a different pace and a different
personality.
Your one approach might be right for Hmm.
someone, but not necessarily for everyone. I need to be more
accommodating.

116
 Why was I not promoted but my
colleague was?
We both joined at same time!
I don't think they are doing anything
different from me.

117
 How should I tell them that it
is not just about the time they
spent in the organization.

Every Journey is unique.

118
Imagine you have two different types of plants, bamboo, and a sunflower, both planted
in the same garden. Despite receiving the same amount of water, sunlight, and care,
these two plants will grow differently. The bamboo will have its unique growth
trajectory where there is little to no growth for first few months, while the sunflower
will follow a more gradual growth.

Time

119
Growth
120
 Each person has their own
journey and growth, and it's Understood! no
essential to recognize and one ever
appreciate the uniqueness and simplified this
individuality. So, rather than for us.
comparing your journey.
Better embrace your journey.

121
 Why am I not promoted this
year, when I got promotion
every year in this
organization? this is unfair?

122
 The plan

Expected Growth Curve

123
Reality of Growth
Curve

What actually happens (And

124
that's okay)
 Have a 1:1 with manager to understand WHY?

Understand criteria for promotion

What skillset is missing?

How to fill gaps required for next role

Set timeline for follow-up discussion

125
 Why is my manager
showing favouritism in
the team, and always
giving better rating to
others?

126
 Your work speaks for itself!
If you are working well, of course you will be
the favorite!

This is less about bias and more about reliability.

It is about building your image and building your

personal brand.

127
 You have to make sure that
whatever growth your team members see, is
what they would get purely on a merit basis.

Whatever relationship you have outside of

office, the parties, the bonding, the
friendships should not impact the ratings. You
will create a prejudice and it will
lead to unfair and biased growth.

128
 Why is my manager
overcommitting to be in the
limelight? It is the team that
suffers in the end.

129
 Why? I think you are
What's the harm? misinterpreting here.
Why does everyone want What if they already have
to just be in their comfort a lot on their plates
zone??

130
 Let me call for a Wow that is
discussion what we call
proactiveness

131
 OPEN
COMMUNICATION CHANNEL

Team member Manager

Power of 1:1 connect

It was insightful, Let us

This was helpful
fix such connects
Biweekly

132
 Why is my manager not coming
on time and not giving review on
time? It is me who has to sit
late because of his/her late
coming.

133
 Oh!
Let me share one tried and tested tips -
1) Why to ask for review on the last day. Go for
interim review.
2) If possible, why not you share update before
a day for review.
3) Talk to your manager when you have 1-1
connects

134
 OPEN
COMMUNICATION CHANNEL

Team member Manager

Review it in the first half

Start sending
updates a day before

135
 Why do I have to spend too
much time on my mentees
when later they leave due to
their performance? This is
pure wastage of my time and
effort.

136
 Mentoring this one was such a
Well, I have had a similar
waste of time!
mentee, but I don't think it
I feel like all my energy got
wasted my time.
drained at something that
Instead I have learnt a lot about
required none in the first
mentoring
place!

137
 Addressing these challenges
exposed me to resolving
conflicts and managing
emotions.
It helped me understand the
concept of active listening
138
I learnt delivering feedback
effectively for people tough to
handle.
I understood de-escalating tense
situations, finding common ground,
and seeking win-win solutions.
 Why does my manager take
too long and monotonous
discussions instead of point to
point conversation?

139
 Heard about the 360-degree
Feedback??
It's time to add your valuable
suggestions

140
 Let me think and
decide, what is
If you have open better - 360 or
communicaton with your face-to-face
managers, then directly
say to them

141
 Why is my manager always
busy? I am never able to
discuss things with him/her.

142
 What do you think your Manager is there for?

They are here to help you when you are stuck.

Just make sure to reach out!

143
 A good manager helps you grow and upskill.

Don't hesitate to ping or call them. They are pledged to nourish

and empower you.

At the same time, don't expect everything to be spoon-fed.

When you start coming up with solutions, you grow. When you
follow whatyou're told, you become a sheep.

144
 Why should I experiment with
this new strategy? What if I
fail?
People will make fun of me.

145
 People will still make fun of you
even if you will not try. So, if the
conclusion is they will make fun.
Why not you try something and at-
least you will learn something out
of it.
REMEMEBER, there are no failures.
Just success or learning.

146
 Few tricks that will help
you too
Surround yourself with supportive Focus on the process, not just the
people outcome
Understand that failure is a natural
part of the learning process. It's okay not to be perfect or successful
at everything you try. Experiment!

Start with manageable tasks or goals,

gradually building your confidence. Embrace feedback as an opportunity to
147
improve
 How can I say NO to my
manager? Won't this ruin my
reputation?

148
 Yes that's true
too...
If you say 'YES' and then are
unable to do it, wouldn't that
ruin your image more?

149
 Careless 'Yes' or Careful
'No'?
By saying 'Yes' too quickly, we risk over-commitment,
which can lead to unmet expectations, guilt,
frustration, and unnecessary discussions.

It's about making decisions more mindfully,

understanding when to assert a confident 'No', and
recognizing that it can be the best solution at those
situations.
150
 How can my manager ask me to do
something that he/she is not doing
themselves?

151
 SHOW vs Tell

When you start doing

and showing what you
want them to do, it
builds the team's
trust in that process.

Lead by example!
152
 This is so nice!
Emails From the manager My manager shared his
learning with us. I will also
Learning 1 do the same.
Learning 2
Learning 3

153
 Why does my team not
participate in any extra
curricular activity?

Such boring people!

154
 Nothing to worry

Leave those boring people aside

and join with the rest of people Thank you for
who are from other departments. supporting

As you know everyone is unique,

then their interest can also be
different :)

155
 Chapter 2 -

What is the manager dreading

156
about?
 Why my team members never
listen to me?
They hardly take me
seriously!

157
 Possible Whys?
Knowledge Gap - They might have lost
your suggestions trust on you and your
are not helping suggestions due to
them any more past experiences.

If there's a breakdown
Your leadership in communication,
style does not people might not
resonates with them understand your role and
anymore. responsibilities

158
 Things that will help you
Help them recognize your strength by Share your vision - goals,
sharing your wins repeatedly objectives

Give them freedom and collaborate for Acknowledge and celebrate

better results. their wins

Open or create better

Be their helping hand whenever they are
opportunity for their growth
struggling

159
 Why do the team members
write such complaints in the
360 feedback review? They
could have directly reached out
me for this.

160
 Let us find out WHY?

Bitter Past experience Shield of anonymity

Fear of damaging their
They never found you relationship Just a venting mechanism - no hard
approachable feelings

161
 Tried and Tested techniques
Fix 1 hour in a month - where you talk about you and them

Encourage your team members to fill 360 for you. If they are
not aware, then educate them. how this is going to help you

Ask your senior to collect your 360, to understand your

position in the team

162
 Why would my team members
respect me if I don't have
answers to all their questions?

162
163
 First of all, You are not a search
engine

You are a human being

164
So mind it!
 Just accept it that you don't know
something right away and move on
to next question.
Let us normalize this for everyone.
Most of the times, it's the "being True!
there" that counts. Not the
solution.

165
 Why is my team not growing
when I am already giving my
100%?

166
 From how long you are
holding this feeling

167
 It seems like it has been over
six months now, and every
time we (team and I) meet,
it's primarily to discuss the
project's status or occasionally
to discuss client feedback.
I guess it is high time
to understand - what is
happening and why it is
happening?

168
 Let us go to
cafeteria

Okay

169
 Life is tough from
past one year at
personal front due to
which I am not able
How is life ? give my 100% in
work.

170
 Why didn't you
share this with I thought
me before. you were
I would have busy?
helped you.

171
 Thanks,
I am never busy for much
you. Please always appreciated
share whatever you
are going through with
me

172
 A genuine bond fosters a deep understanding among team members, allowing them to
truly connect. Take the time to get to know your team on a personal level, for it
holds the key to unraveling potential roadblocks that might hinder their efficiency.
173
 How do I tell my team
member that they are
not ready for the next
role yet?

174
 What's going
inside the
manager's head..
What if they are discouraged if I
I am just waiting for right time tell this

I guess they will understand Don't want to enter in this tough

with time conversation

175
 Please
Keeping this
help me
information to yourself
will destroy you and
your team

He
lp
wa this
y!

176
 Have a 1:1 where
you talk about
Why you are not convinced

Listen to their concerns and aspirations

How to fill gaps required for next role

How you can help them to achieve in

coming months

177
 Why should I sit late,
when the team messed up
the project?

178
 “Catches win matches.”
Have you ever witnessed a team captain running away from the pitch when
any of their teammates are not performing well, such as dropping catches,
misfielding, or conceding extra runs?

One thing they do on ground is

Perfect Closure
179
 Later they sit back :

Discuss what went wrong

What could have done better

What other team have done better

Not to-do list

180
 If it is once in a blue moon,
then they deserve a free pass.

If it is a pattern then they

need training.

181
 Why should I appreciate
the team when they are
already getting salary
for their work?

182
 Fun fact - In today's world,
salaries last for a day in an
account.
WITHIN 2 DAYS

183
 Do you know what happens to our body
when we are appreciated?
Appreciation helps to release several hormones that contribute to positive feelings
and well-being
Oh!
Dopamine - it's a "feel-good" neurotransmitter. I didn't
Oxytocin - love hormone or bonding hormone know

Serotonin - is involved in regulating mood

Endorphins - are natural painkillers and mood boosters

184
 Appreciation is a free yet priceless.
It lifts one's spirits, inspires confidence, and
ignites a passion for life

Don't wait for special occasions to appreciate

someone. Appreciation might make the occasion
SPECIAL.

185
 Why do my colleagues never
take my suggestions seriously?
They always feel they know
better.

186
 TO HELL WITH THEM!

NOTHING CAN BEAT

THIS PAINFUL WAY OF
LEARNING
187
 Kidding!
Here are a few things that might work.
1. Have you shared the incidents and facts with
their manager? They might know how to deal
with the person better?
2. Look for someone they might trust for advice
and discuss with them
3. Write 360 feedback review, let the reader
decide.

188
 What if the person I hired
overpowers me on aspects where I
am not good. Will I lose my
control over the team?

189
 STOP BEING SO INSECURE!
Future Generations have access to better education
and better resources growing up, no wonder they
grow faster. Growth in last 10 years has been
more than the previous 90 years. It's a law of
nature!

Realizing their potential and channelizing it properly makes you a VISIONARY.

Getting scared makes you a dinosaur. You WILL go extinct!

190
 HAVING ACCESS TO
PEOPLE SMARTER THAN
YOU IS A BLESSING, NOT
A THREAT

191
 Why is this team even
existing?
We can work without them
easily!

192
 Every team exists for a reason?

Sometimes those reason are beyond our

understanding

Sometimes we don't allow ourself to understand

those reasons
193
 In a bicycle, you cannot make it work
with either just the wheels or just the
handle.
Each and every part is
necessary for the
bicycle to function well.

194
 Similarly every team in a company has its
own importance. It contributes its share
to the company's growth!

1 2 3
4
GROWTH
195
 Have you tried.......

Finding different ways to

collaborate, so that others
Sharing the success
should also understand
stories of you team
the dynamics of your
focusing on how
team??
these wins got Addressing conflicts
converted?? constructively by
encouraging dialogue and
finding solutions??

196
 Why it is so draining to be
the manager??

I was happier when I had

just started my career!

197
 Adulting is hard!!!!

and never ending.....

198
 I know why they I need to be more
must be doing that considerate

199 Team members Managers

 Game Time!!!!!
Let's play the classic "Never have I ever..."
But corporate style
Rules are pretty simple
Have some Drinks ready!
Take a sip from your drink if you have done
whatever's mentioned

200 Let's start the gameee!

 Never have I ever......
Dozed off in a meeting..!

Came to office without taking a bath!

Called in sick and went for a date!

Got drunk dead in an office party

Wished to be my Boss just died

Called a coworker by a wrong name

201
 Never have I ever......
Pretended to be busy to avoid a coworker

Had no meals because of too much work!

Forgotten to wish birthday to someone sitting by my side

Sent a prank mail from someone's system

Left office because your Crush left too?

202
 Appendix
Chapter 1 - What is buzzing in team members mind?----------
1. Why does my manager never appreciates our teams effort?....................................................7
2. Why does my manager never consider my suggestions?Does he/she feel that my suggestions are totally
useless?..................................................................................................................16
3. Why does my manager criticize me publicly?.....................................................................20
4. Does my manager do anything, or do they simply forward our work to client?.............................26
5. Why is my manager my enemy?.....................................................................................38
6. Why am I always humiliated in feedback discussions?...........................................................46
7. Why always my mistakes are pointed out, whereas I work day and night to finish my work?...........53
8. Why is my manager micromanaging me? Why he/she doesn't trust me?....................................56
9. Why my manager always assigns tough projects to me? Why am I the chosen one?......................60
10. Why do I have to be a path-follower of my manager's plan? Why can't I have the freedom to
prioritize/plan my task?...............................................................................................64
Chapter 1 - What is buzzing in team members mind?----------
11. Why is my manager more worried about the projects? What about my health?...........................71
12. Why my manager intimidates me? It feels like I am working for Hitler..................................75
13. Why does my manager always compare me with my peers? He/She always points out that how quick
they are doing a task, whereas I am taking more time in the same...........................................78
14. Why does my manager keep messaging me when I go out for a break? This is so frustrating!.....82
15. Why is my manager taking random decision without prior-intimation? We are also part of his/her
team?......................................................................................................................86
16. How replies like - "this phase will just pass", help me to get out of my current situation, Ms.
Manager?.................................................................................................................93
17. Why does my manager even talk about collaborations, when 70% of the work is always on me?...96
18. Why does my manager never appear on time and the team has to wait for him/her? Does our time not
matter?...................................................................................................................100
19. Why the other team is having less workload than us?......................................................103
20. Why is my job not allowing me make best use of my strengths? I don't think I will be able to grow
this way..................................................................................................................108
Chapter 1 - What is buzzing in team members mind?----------
21. Why doesn't my manager accept that everyone is unique? My manager follows generalized approach for
everyone.................................................................................................................114
22. Why was I not promoted but my colleague was? We both joined at same time! I don't think they are
doing anything different from me...................................................................................117
23. Why am I not promoted this year, when I got promotion every year in this organization? this is
unfair?...................................................................................................................122
24. Why is my manager showing favouritism in the team, and always giving better rating to
others?..................................................................................................................126
25. Why is my manager overcommitting to be in the limelight? It is the team that suffers in the
end.......................................................................................................................129
26. Why is my manager not coming on time and not giving review on time? It is me who has to sit late
because of his/her late coming.....................................................................................133
27. Why do I have to spend too much time on my mentees when later they leave due to their performance?
This is pure wastage of my time and effort.....................................................................136
Chapter 1 - What is buzzing in team members mind?----------
19. Why the other team is having less workload than us?..........................................................103
20. Why is my job not allowing me make best use of my strengths? I don't think I will be able to grow
this way......................................................................................................................108
21. Why doesn't my manager accept that everyone is unique? My manager follows generalized approach for
everyone......................................................................................................................114
22. Why was I not promoted but my colleague was? We both joined at same time! I don't think they are
doing anything different from me.......................................................................................117
23. Why am I not promoted this year, when I got promotion every year in this organization? this is
unfair?........................................................................................................................122
24. Why is my manager showing favouritism in the team, and always giving better rating to others?....126
25. Why is my manager overcommitting to be in the limelight? It is the team that suffers in the end..129
26. Why is my manager not coming on time and not giving review on time? It is me who has to sit late
because of his/her late coming..........................................................................................133
27. Why do I have to spend too much time on my mentees when later they leave due to their performance?
This is pure wastage of my time and effort...........................................................................136
Chapter 1 - What is buzzing in team members mind?----------
28. Why does my manager take too long and monotonous discussions instead of point to point
conversation?................................................................................................................139
29. Why is my manager always busy? I am never able to discuss things with him/her......................142
30. Why should I experiment with this new strategy? What if I fail? People will make fun of me........145
31. How can I say NO to my manager? Won't this ruin my reputation?.........................................148
32. How can my manager ask me to do something that he/she is not doing themselves?....................151
33. Why does my team not participate in any extra curricular activity? Such boring people!...............154

Chapter 2 - What is buzzing in managers mind?----------

1. Why my team members never listen to me? They hardly take me seriously!................................157
2. Why do the team members write such complaints in the 360 feedback review? They could have directly
reached out me for this....................................................................................................160
3. Why would my team members respect me if I don't have answers to all their questions?................163
4. Why is my team not growing when I am already giving my 100%?...........................................166
5. How do I tell my team member that they are not ready for the next role yet?............................174
Chapter 2 - What is buzzing in managers mind?----------
6. Why should I sit late, when the team messed up the project?................................................178
7. Why should I appreciate the team when they are already getting salary for their work?................182
8. Why do my colleagues never take my suggestions seriously? They always feel they know better.......186
10. Why is this team even existing? We can work without them easil...........................................192
11. Why it is so draining to be the manager?? I was happier when I had just started my career!........197