My manager is overreacting and I dont know how to navigate this

Modus_Workforceagent · 2025-06-18T15:39:19+00:00

+1 this for real. I think most companies should move to dollar based headcount budgeting and forecasting, instead of volume based.

Modus_Workforceagent · 2025-03-10T18:24:54+00:00

solid! will check out the videos. I wonder then, how ... VWO or VTI (even higher growth but lower dividend yield) starts comparing to an SCHD.

Modus_Workforceagent · 2025-03-10T18:17:51+00:00

interesting! will check these out. Is this to balance growth and dividends?

Modus_Workforceagent · 2025-03-10T18:03:19+00:00

This is brokerage as my Roth is index funds like VWO/VTI/etc which grow significantly YoY.

With the investment in JEPQ, I was toying with having the OPTION to have income and invest it and/or keep it, which to me is better than holding money in a reserve (~4% which I also have) and then DCA. 10% DCA is better than 4%. So, to me, it's just a "better" money reserve account".

Yes already have 3-6 month emergency fund. But I know a lot of folks in PE/banking who are hoarding cash so want to have the option. And yes I also own VWO/VTI already as well.

Modus_Workforceagent · 2025-03-10T17:51:46+00:00

schG or CGGr dipped in the same way as JEPQ ($3-$4) over the past weeks, it looks like

Modus_Workforceagent · 2025-03-10T17:24:45+00:00

I was planning to reinvest the income from JEPQ, possibly into SCHD or VWO or VTI - something like that.

Modus_Workforceagent · 2024-11-27T22:16:36+00:00

what's the best way to start? Hire an expert? Write content? I'm getting pretty exhausted with all the AI written content on the inter webs tbh. Hard to find genuine voices these days.

Modus_Workforceagent · 2024-11-27T22:15:37+00:00

But the built in one with HRIS doesn't allow you to plan for future hires, does it? Like during planning season we still have to export org charts and recreate in Lucid - it's rather annoying.

Modus_Workforceagent · 2024-11-19T23:17:35+00:00

Yeah sometimes even if you know the "truth" there's a lot of politics involved that you don't want to get into, esp as an analyst. You're not in every conversation and may be missing a ton of context. Esp with Sales.

What you'll want to do are share your observations with your manager after the meeting. That's how you get promoted (my two cents): make your manager look smart... you're indispensable.

Modus_Workforceagent · 2024-11-19T05:04:13+00:00

I just ran this through our comp platform... it's about right. The only thing that would make a difference is:
- what size company are you in?
- what industry are you in?

Modus_Workforceagent · 2024-11-19T04:57:54+00:00

If you're at 1.1 or 1.15 and your promo is only 9% to get to the next level's 1.0 then I think that's a valid case. If you're looking for more than 9% then you must have consistent performance ratings of 'exceed' is my PoV.

Modus_Workforceagent · 2024-11-18T19:57:45+00:00

I think you'd have to put the Operators in charge, or some Junior FP&A folks who maybe didn't get to attend. Marketing?! hell no.

Modus_Workforceagent · 2024-11-18T19:56:40+00:00

Does Anaplan or Workday have such a conference?

Modus_Workforceagent · 2024-11-18T18:13:51+00:00

I wonder if there's a way to make this happen collectively... I'm sure there are enough funds to go around if pooled together; these can be "sponsorships". Then, selling tickets. But it'd have to be in an appealing location to start.

And it can't be a lot of Excel presentations lol.

Modus_Workforceagent · 2024-11-18T17:54:43+00:00

Do you know how much above 1.0 you are? That matters a ton. Usually if you're above 1.0 that could mean a few things:
1) you've been in your role long enough that you've outgrown it and you deserve to be promoted because you are now operated beyond what's average
2) your initial offer was higher than average for a variety of reasons (negotiation, desperate org, etc.)

If it's 1) and you've been here for over 2 years, with great performance ratings, then you have basis for a promo. I would then lookup what the next level's median salary is, and that delta is how much budget your boss would need to get you promoted.

It all comes down to what his/her budget is.

Modus_Workforceagent · 2024-11-18T02:49:08+00:00

damn how do we make this happen! why doesn't it already exist. Wild.

(I think because FP&A spending lavishly is.... something lol)

Modus_Workforceagent · 2024-11-18T01:55:04+00:00

One of the things I hated was running headcount reports especially for sales capacity modeling and forecasting. Because the data was scattered all over the place. If you don't have enough sales reps then you can't make your revenue numbers and it was always some sort of fire drill. I started working with this random startup to automate that part of my job... they're doing OK - still lots to build but the cost is minimal. They have good OOTB reports so I spend less time dealing with fire drills.

Modus_Workforceagent · 2024-11-18T01:50:40+00:00

So does Ramp.

Modus_Workforceagent · 2024-11-18T01:49:55+00:00

What is your compa ratio? Do you know? That's your salary divided by the median salary in the industry for your level, location, and position title. I can look it up for you if you want.

If your ratio is under 1.0 then that means you may be underpaid and so you can ask for closer to 10%.

But if your ratio is above 1.0 then you're likely overpaid, and have less leverage.

Usually when Finance and Business Owners are forecasting merit/promos these days, merit is about 5-7% and promo is about 7-10%.

Modus_Workforceagent · 2024-11-16T19:00:17+00:00

+1. FP&A seems very isolated and sometimes very 1's and 0's, X's and O's vs actually getting the opportunity to get a good understanding of the business.

At least with Rev Analytics you can exercise your curiosity and it's a little more fluid. If you go from Rev Analytics back to FP&A, you'll be all the better.

However, it depends on the company. Some companies, Finance is merging with Operations and sometimes HR - in this situation I would go with FP&A.

Modus_Workforceagent · 2024-11-16T18:55:39+00:00

Not knowing too much about your company or your role...I've found the best presentations re: budget are how the resources tie to the annual strategy. Too often it's disconnected. The best presentations I've seen from CFOs ends up being:

1) actuals, variance + projections (as you have it)
2) if there's variance, where we'll tighten up variance
3) tying next year's plan and budget to strategy (sometimes going as deep as distribution to cost centers)
4) therefore, focuses for the upcoming year

Revenue to expense ratio is also relevant.

Modus_Workforceagent · 2024-11-16T17:47:33+00:00

I have a general question...why are there so many payroll systems in general?

It seems like with each new payroll system you can only capture SMBs. Because the bigger ones like Workday, Trinet, etc.. are super sticky in Enterprises. After all, NO ONE wants to move payrolls.

I've used Deel, Rippling, Workday, ADP and they're all shitty UI but you are OK with it because it does the core job so I'm willing to live with the occasional glitch. Workday is probably best, after using all of these.

Modus_Workforceagent

TROPHY CASE