Stepping Back from an Engagement
I found myself assigned to an exciting engagement with a client that lies outside my usual area of expertise. Initially, I was very proactive in communicating with the engagement team, as I’m known for my organizational skills, which the managers appreciate.
While working on a compliance-focused section, I identified several discrepancies and inconsistencies in internal controls. I requested clarification and additional documentation to better understand these variances.
However, it seems the client voiced concerns to the director and manager during a follow-up call. Subsequently, the manager took over testing for that section, stating, “the client discussed their procedures, so I’ll handle it from here.” I firmly believe the testing was straightforward, and the variances were clear. This morning, I noticed some variance-related queries from the manager, who couldn’t locate certain selections in the documentation. With a quick clarification, I pointed him to the relevant information the client had provided. Shortly after that, he resolved his questions and wrapped up the testing, but there was no follow-up on the variances.
At this point, I have decided to step back. I’m no longer invested in the outcome as I was before. I had anticipated that the manager would consult with me to address the variances and help me understand my testing area. It feels like there’s a significant lack of due diligence regarding this matter.
To put it simply, I’ve made the decision to take a more laid-back approach going forward. I realize now that it was unwise to always put forth 100% effort.
One response
It’s understandable to feel frustrated in a situation like this, especially when you’ve put in a lot of effort and your concerns were overlooked. It sounds like you prioritized the integrity of the engagement by raising those discrepancies, which is commendable, but it’s disappointing that your input wasn’t valued in the way you hoped.
Taking a step back can sometimes be a healthy response, especially when you feel undervalued. That said, consider how this might affect your long-term career goals. While it’s perfectly valid to adjust your level of engagement in response to how the team interacts with you, it may also be worthwhile to reflect on what you want out of this experience.
Would it be beneficial to have a candid conversation with your manager about how you’re feeling? This could clarify expectations moving forward and possibly open a dialogue about the quality of work and communication within the team. If you don’t feel comfortable doing that, at least maintaining your professionalism while reducing your emotional investment might help you navigate this situation more effectively.
Ultimately, it’s about finding the right balance for yourself. Your time and effort are valuable, and it’s important to be in an environment where they are appreciated. Good luck, and remember that this experience, while frustrating, can help you grow and learn how to advocate for yourself in future engagements.