{ "media_type": "text", "post_content": "AMA: I created the regional model", "post_id": "58a66069bc32800016b1902f", "reply_count": 110, "vote_count": 21, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting", "feed_type": "crowd" }
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AMA: I created the regional model

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OP per some of your responses, I believe you are definitely a part of the change. My perspective, it makes too much sense. Surprised it wasn't done sooner. A4, is entitled af, don't listen to that one. Otherwise, my only gripe is, in my view, it seems the greater picture was missed. Regional is great to bring down costs (which translates to pricing to increase our competitiveness to the poster who didn't get it), and travel stress. However, I'm currently on a project where we are in dire need of two good resources, who couldn't be staffed because of the regional model. Where do you draw the line of regional model, over staffing someone whose a great fit for the role? Similarly, Accentures core values are about providing opportunity for its people and delivering value for its clients. I've been trying to better align with my Gallup strengths for nine months now, and the regional model is severely limiting that. What are you and your team doing to measure and quantify the effectiveness of the model? How do you decide, in three years, if it was a success?

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Fam, been in Strat for 2.5 years, have traveled for almost 2 years straight but also been local. Regional model is the way to go. 1st- Network and Skill development. I can finally continue to be a generalist and be staffed on multiple industry/functions. This is massive people, you can be staffed across practices even at the C/M level and build a strong network. Also for those saying lack of resources, this means we can finally improve development of junior talent and staff them on new projects. People at the analyst and consultant level don't have highly specialized skills where you need to fly someone out. All of our talent pool is smart, stop whining and empower them to get over the learning curve. 2. By regional you can still fly to Boston, D.C, or take that train to Philly if you're based in NYC making it back on Thursday for dinner. Isn't that awesome??

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a) You didn't. b) Everyone at Accenture seems to hate you.

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As an honest opinion, I think everything we did was from the right perspective. Just gotta tweak things. One addition I'd like to see is firm policies for local projects on reimbursement for meals and transportation when you stay late

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The worst kind of local is a 2h commute each way. That will make people resign real quick.

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We hate the regional model because Accenture insists on paying everyone the same (strategy) regardless of the city, so local in New York does not equal local in Atlanta / Chicago / Dallas. We cut costs for a living and to call this anything other than a cost cutting measure is an insult to our intelligence

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A6- I agree with that sentiment and I think that's why there needs to be more standard firmwide policies on how to reimburse local people. It's annoying that my team member pays $250 a night for the Marriott but I can't get my $130 subway monthly reimbursed

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But leaving at that time is "early" on my project and I get whispers every time I pack up my stuff and say bye. It takes everyone else 20 min to get home, but me and hour and 45 min.

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@A5 I've seen this question asked time and again when corporate benefits are taken away both here and at my prior firm. I signed up for a role based on an financial equation that made sense for me given anticipated per diems and travel points assumed to be included in total compensation. When those items are no longer included and I am out of pocket for commute and breakfast / lunch in New York, the equation no longer makes financial sense. I can get a job elsewhere that pays more. Note: I am not currently local and don't plan to be anytime soon, but when I am made local, I will be leaving.

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^retweet D1

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My biggest gripe is that there are cool projects that are in other regions and I can't be staffed on them. Additionally I don't understand the argument that it saves cost, when on every project I've been on the client is reimbursing travel expense

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I think it's difficult for those of us in the Bay Area, primarily. Local projects are often 2-3 hours commute one-way. Given the choice, I'd rather take weekly red eyes so I can be somewhat closer to the client than waste 4-6 hours in traffic every day. It's draining..

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And not everyone hates the regional model. This app is just loaded with young analysts who haven't gotntired of traveling with a family at home yet

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I fucking hate you. How am I supposed to visit my boyfriend 1000 miles away? The irony is that I met him at St. Charles and now we're both staffed locally #noflexzone #nowwhat

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WHY ARE YOU MAKING ME CHANGE MY CAREER COUNSELOR. STOP IT.

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And OP I'm not an analyst, but I don't have obligations at home and I love traveling. I was on the road for over 300 night last year and I loved every second of it.

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OP: if you really did create the regional model, cool. Can I be on your team? Take it you aren't in consulting which is where I'm trying to be. I don't mind the regional model...but I do think we need to rethink what "local" means. A3 has it right- local can sometimes mean 2 hours from home to client site, which is not fun. Project leadership needs to be flexible w/r/t work hours. I hate leaving after 5:45 bc then I don't get home til after 8, which sucks.

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How many people in this thread are undercover Accenture change management teams?

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I have young kids and love being local. But I don't like how travelers get all travel expense paid- where I need to pay my 300-400 a month for train and parking expense out of pocket.

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Here's my challenge with the model (as an SM in Strategy). This doesn't change the fact that I consistently work 12+ hours a day at the client site, with my team. I'm not complaining about those hours - I'm used to it and understand it is reflected in my pay. But working local and getting home at 9pm with everything on my own expense isn't creating a better work life balance. Sure, traveling within region brings it back in line. But then any local upside is gone. Most of our projects are within a 2hr flight for me... so who cares if I fly an extra hour out of region, assuming it's a much better skill match for me with higher upside to sell work?

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At the end of the day, there are a lot of people that are dissatisfied with this model. I understand that anytime a massive change happens some people will be annoyed, but up until now all you have done is responded to people's remarks with excuses when what you should be doing is explaining how you and the team that you were on are looking to address voiced concerns with real solutions.

Coming onto this board and starting an AMA doesn't really help anything when most of your responses are explaining to people how they are wrong. You have a lot of frustrated people and I have yet to see you state anything about how you and your team are going to improve the moral of the workforce you have just dumped a massive change on.

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Additional Posts

I hear Anomaly has been going through some changes but haven’t heard any details. Anyone here have any intel?

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Paternity leave is 3 wks, anyone claim primary caregiver and take the full 8? It affects utilization, how is the adjusted utilization perceived. Better to take the 8wks or the 5 weeks of pto (cont)

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Suggestions for gifts to give recommenders? Budget ~$100

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Was severance a thing in 2008?

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Friendly reminder that your life will be x1000 better if you look at yourself, career, and net worth as for yourself only, and not compared to others

Do it for you

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Some one had to say it 🤣 Tata Consultancy Wipro Infosys Cognizant HCL Technologies EY Accenture Deloitte

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