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It also goes with the shift in younger people’s expectations for the workplace...which I’m actually glad it’s happening
At least at Deloitte, good luck if they try that 🤣🤣🤣
People are being savages this year and I kind of love it. In the past week 5 of my friends put in their notices, all for great jobs. I’m so happy for them and want to ride their coat tails right out the door.
I wish my boss would leave so I could ride her coattails. You’re in a good spot if you have them in your network!!
I’m firmly of the mindset that you always have to look out for yourself, and leave when it’s best for you... that being said, when I started a few years ago it was almost unheard of for people at my firm to leave anytime after Thanksgiving, since it was so close to busy season. We usually had a lull with little to no notices until at least April. It’s been interesting seeing how that mindset has changed over the years.
Firms will give you a few hours notice when laying you off the day after busy season. Do what’s best for you no matter what time of year it is and don’t let them make you feel bad. If you can’t give two weeks that’s also fine.
I think it’s a combination of COVID/WFH being an inflection point for people to re-evaluate how they wanted to work/what they are doing with their time AND where PA cut back benefits so whatever reasons (raises, bonuses, meals, etc.) industry has expanded to take advantage.
This year, really the past 5 months has been the worst I’ve seen in 7 years in PA as far as turnover, especially at the SA and M levels. PA Firm kind of over played their hands and didn’t anticipate the bounce back and job market being so strong; now they’re feeling the crunch.
As far as the comment about treating people like crap, think that’s a little simplistic and not totally fair. The hours and high churn isn’t really a kept secret, people know what they’re walking into and continuously do it, happily. I think the younger crowd has changed expectations earlier on (some of it is just being jaded, some reasonable). It’s a job, if it’s not right for you then you’re right to leave, simple enough.
@EY1 - is the person you referred to currently on a PIP? I thought if you were on a PIP you were not entitled to the raise?
Rising Star
Go get an offer
Agree - S3 here contemplating it myself... originally wanted to stay through manager (possibly even SM) but feel like I’m reaching my breaking point with the toxicity of a particular SM I can’t get away from. At some point, you have to put yourself (interests and well-being) first!
Don’t let one bad SM define the course of your own career. If you want to stay, talk to your counselor or a partner about a plan (maybe switch up your schedule/clients, or set some protocols with the SM to improve upon the team dynamics).
Define treated better
Have fun during busy season 😂😂😂😂😂😂😂😂😂😂😂😂😂😂😂😂
Welcome to big 4 where the resource focus is on hiring and replacing people, never on employee retention. I totally feel the same way but what worked for me(and the reason I decided to stay in Big 4 even until now) was that I sought and found people that I can sincerely trust and respect as my mentors who care for my well-being and growth. I left EY as a senior 1 feeling bitter but gave another shot at Deloitte, and have been content with my decision ever since. I have talked to my office managing partner and he gave me his blessings to return the favor by giving me opportunities to do the same for the new hires which I really enjoy. I am not saying one Big4 is better than the other. Whether anyone stays or leaves really comes down to personal experience w/ engagement teams and whether you are surrounded by people that care. Unfortunately big 4 is too big to care for everyone so everyone should proactively seek and find the right folks to work with and drive his/her career.