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Waste of time, imho. Even as a top performer my feedback was basically ignored. The only way to get that bump is to leave. So that's what I did.
Well first I would frame it as the pay you are receiving doesn’t match the value you are providing according to comparable benchmarks (Glassdoor?). People don’t get paid based on their expected salary, they get paid based on industry benchmarks for similar jobs.
What company? I would ask for a review and say that based on a few data points you see a gap that you don’t understand, and would like to be looked into. My opinion: it’s more important with WHOM you have the discussion than WHAT you say.
Pull the master deloitte comp thread. And compare that way. See how you stack up
All good stuff. Thanks crew.
D2 - yeah I’ve looked at it. Definitely driving some animosity to Papa D right now. Pretty low, assuming everyone is honest with no reason to be insincere
Follow up for anyone concerned: Went extremely well. Probably was the audience but we genuinely dropped the platitudes and were honest about how my comp impacted my long term plans with the firm, juxtaposed to other aspects (growth curve, learning ops, gsap). Was then put forward to talent for an adjustment later that day (cc’d on the e-mail).
It never hurts to ask.
D2 - TBD - Cautiously optimistic, but what I asked for was in line with what PPMD said was realistic then put forward. I’ve had PPMDs gas me up before only to be disappointed. Was told it might not come all at once, i.e., might be some at mid-year some at next year end.
Agree with M1
OP you get the increase requested?
OP I know one person that got a mid year adjustment. So cautiously optimistic is the right approach