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But you do have a target based on your level...so I’d assume not hitting your target leads to more questions correct?
Correct
At Strategy& too it’s a binary mistake. If a person meets the target, no further discussion is had on it. If a person does not meet the target and there were explainable circumstances (such as secondment to internal roles, illness etc), again it isn’t discussed further. In fact, util targets are adjusted by HR in those cases.
It’s situations like the one BCG described where util is a symptom of an underlying issue that it becomes a problem.
Now are there cases where someone gets dinged through no fault of theirs (bad timing with projects starting etc), sure. It’s not perfect, but it’s also not as bad as a lot of juniors tend to think
*meant to say binary metric not binary mistake
D1, the fact that it's binary is beside the point. If I have a target, I can't easily say No to a project if I don't have an immediate alternative, because we are typically staffed just to meet demand. If we didn't have utilization targets, this wouldn't be the case.
And why should you be saying no to a project? While an effort is always made to align projects with individual’s goals, strengths and development needs, this is not always possible. At the end of the day we are a business and work needs to be completed.
I get that D1. The feedback to the firm is more the model we have rarely allows for this to happen as consistently as it should. Many juniors complain about this. We work what we sell or are able to sell, that's the reality. Not complaining just clarifying and amplifying the point OP is trying to make.
No
Honestly it’s hardly a factor for us either. You don’t get bonus points for anything above target
C to SC
No. But if people say, "You're not staffing that joker on my team," that's a signal you may be hard to staff, never mind missing a target.
No