Related Posts
Hi all,
I just came to realise Deutsche Bank has a fixed rule of max 30 to 35 % hike on fixed component and remaining 10 to 15% variable i.e. total 50% max hike you can ask for no matter how good, skilled you are.
Is it true?
(I got to know this when an HR called me for a Frontend developer role)
How did you meet your s/o?
Additional Posts in Consulting
How is everyone planning for potential layoffs?
New to Fishbowl?
unlock all discussions on Fishbowl.
Chief
Go along with it. They are probably also just doing it so they can say they’ve done it.
Agree it’s fluff in the system, but I do this with my counselees too. Good chance to reflect on what they want to do and talk about a good plan to get there and things they should focus on.
Have been through almost 8 CCs in my 6 years now and not one has bothered to keep track of what I promised vs delivered. All the initial metrics go for a toss during the performance achievement time
Chief
Naw just fluff
I would say use this as an amazing opportunity to build a bond with them. Get to know them. Go into it with a documented list of your priorities and objectives and how you intend to meet them. After that, track your progress against those goals in that same document and use it for all your future discussions with your CC
Focus on professional development and growing skills not promotions
Come into the conversation with a plan, some goals, some questions. Their job isn’t to tell you what to do. But they’re a great resource and sounding board if you’ve done the prep work.
Single most important right now is chargeability - priority 1 deliver with excellence and stay chargeable; priority 2 is to upskill to increase likelihood of being chargeable and 3 - network to increase pipeline of chargeable work
If you need goals, it’s helpful. I put a lot of time into mine and at the end of the year always showed how I met the goals and then exceeded them. It helped me and my cc have the same expectations and story throughout. Never missed a promo and always had a great story. I also never had an issue with a cc not being on the same page. So I’m partial to spending time and doing this right. As a cc, it also helped me understand my counselee and their development points they were working toward. If they were purposeful in their growth, less great reviews from projects would be potentially put to the side in favor of their actual growth and development shown by their progress in objectives. As a cc, I saw the bigger picture of the career with these, not just individual project feedback. So, if your cc is similar, I’d invest some good time and attention.
I meet with my CC every other week and with my counselees every month. WE all pretty much know the drill, but I do remind them to have at least 2-3 priorities they should be actively working on. My calls are usually on 30 mins, but we do meet regularly so I know what they're doing and so my CC is up on what I'm doing.
It's a meeting about setting expectations. If you want to be promoted ask for specific and what is the criteria from your CC is to be promoted. Write it down for both parties, so when performance year come both of you don't get blind sided about what has been said. Also the role as well, it will help you and your CC to find a role to meet the next level promotion if that's what you want.