Associate taking Credit
Hi all,
Ignore my title - am an analyst. I'm currently at an elite boutique (EVR/Gugg/Greenhill) and working with an associate that does absolutely nothing. I spent the past 6 weekends working on a model/CIM and other analyses for the client but whenever I complete a deliverable, I'll typically send to my associate first who barely reviews it and just sends it to the VP/Director who then thinks he did a lot of it, OR he'll ask me to send an email to the VP/Director but I will typically say "We did this... We performed this analysis... etc"... My director/VP will always reply with "Thanks guys for all the hard work this weekend, etc." but it pisses me off because I would be up late the entire weekend doing the work wile the associate will be completely MIA, yet it feels like he gets a big share of the credit if not more since I always make sure to say "WE" instead of "I". I guess it's fine if this is how it typically works on the street i.e. analyst does all the work but associate gets a bunch of credit still, but how would you guys recommend I think about this situation? I'm just scared my seniors don't think I'm doing much on the deal because whenever they ask for a tough excel analysis or whatever, they'll still go to my associate first who then just hands it off to me and the cycle repeats with me doing everything and the associate getting credit...
You could start mildly sewering him like deferring to him on calls for answers that he won’t know the answers to, but he’ll get mad at you.
One thing I’ve learned in banking is that if you feel some way about someone, odds are everyone does and it’s no secret.
One solution is to start using the correct pronouns when sending emails directly past the Ass and say "Please see attached for updated xyz model updated. I noticed...was able to deduce...I assumed that... thanks".
There are a myriad of other ways, but I personally would never call them out openly, but rather take the slow burn approach of showing, not telling.
Easy. Just cut out the middle man over time.
This. Send to your VP directly if you are sure there are no mark ups.
potential downside is there are comments and the VP is upset that the associate hasn't looked at it first but if there is none, don't see why there will be a problem
I am sorry but why are you using the pronoun “we” …. LOL
screw him and just say you did all the work.
The thing is, he's part of my review process and an important one at that...
You could just avoid using pronouns altogether.
For example, instead of saying:
"John,
See attached for the initial draft of the CIM that we worked on..."
you can say:
"John,
See attached for the initial draft of the CIM.
Best,
Analyst in IB-M&A."
Assuming your team runs lean, I would also say that eventually people catch on to the facts that some associates and VPs aren't doing much. Everyone talks informally and so word gets around sooner rather than later. Eventually the MDs and Directors will start reaching out directly to you to get work done. This is also where reviews come clutch. At least at my firm we have both upward and downward reviews so someone like your associate will receive negative feedback from the analysts.
I wouldn’t sweat it tbh. The people above you have been in your shoes and probably already assume most of the work is being done by you (the analyst). If he isn’t making a bunch of edits / giving you feedback, maybe you’re just doing a good job. If the person just isn’t pulling their weight and you’re getting slammed, then that would be a whole other issue.
Does the VP not have questions about the analysis? I’d think it would come out pretty quick if he’s doing as little as you say.
Don’t sweat it. Your attitude as a team player will benefit you in the long run, his will eventually catch up to him. However, if you’re getting absolutely dumped on to the point where you’re stressing and the associate isn’t doing anything, I would try splitting work where possible like “I’m really busy right now, but can do this part, can you do that part?” Part of it is unfortunately being low man on the totem. I always try to pitch in where I can if the team is busy and hope that kind of culture catches on, but admittedly, there is overall value in not being the creator and being the reviewer, it’s a totally different lens. Wouldn’t worry about seniors thinking you’re not doing anything. They are generally more perceptive than you think and if you’re creating good product, it’s all gravy
I was in same situation as you but in PE, did all the work, no appreciation/guidance/input from the associate... and he never gave me good feedback in my performance review. It is unfortunately part of the industry when everyone tries to pass down the work, and because your performance is in their hands its best to keep them happy... best would be is to find a good person to work with which is not easy.
A lot of the times, people can deduce who made what. Your team should be aware that you as the analyst were likely the one doing all the heavy lifting on the CIM slides, and if your associate isn’t doing much that would be apparent as well.
BB VP here… do not worry, we catch on to that extremely quickly and I’m very open about who is working hard and who’s coasting and not adding value. Close with the juniors too and they tell me too.
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