Do you have any incentives to not be on bench

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I think getting fired is incentive enough. 🤷🏻‍♂️

likefunny

But you get still Salary ?

funnylike

If you’re a strong performer in a consulting firm with a healthy book of business, basic logic suggests that your beach time should be minimal. There will definitely be exceptions - e.g., slow time around the holidays, having a delay with selling a major project - but in aggregate in my decade in consulting, not being utilized for more than 2-3 weeks has been extremely rare.

I disagree, though, with holding juniors directly accountable or directly penalizing them for utilization - by definition, that’s something the Partners and those just below the level of Partner have accountability for. If you’re the strongest performer in the world but the Partners aren’t closing deals, there is little you can do. I’ve seen strong performers screwed over in that situation early in their careers - and to me, it has always seemed like a way for senior folks to pass the buck on their responsibility to maintain a healthy pipeline and not hire a staff pool which they can’t keep busy.

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1/3? Your bench is deep, IBM! 😆

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Organizational incentives to stay off the bench do little to motivate me. I find the bench boooooooring and start getting itchy if it lasts for more than a few days.

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Chargeability?

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Uh your career? At ATK being unstaffed is not a good sign. Here it’s an indicator that you are either difficult to work with or lacking in skill Being perennially unstaffed means you are on your way unemployed

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Yes totally only 1 month

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That makes sense. Bench time is like a "fact of nature" we have to deal with. Even if you never ended a project without having something lined up next, there could be one or two weeks before the start of the next one. It's nice downtime and also let's you catch up on non billable stuff as others mentioned. People quickly realize they still collect salary in the bench, but one key factor in getting promoted /not getting fired is how profitable your employment is to the company. There are limits to our influence on our own chargeability, but on average the people with high chargeability are doing a lot more things to stay that way vs people with low chargeability.

likesmart

lol what ?

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Reduced salary on the bench would be bs. Most of the time you’re just catching up on non-billable work in that time anyway.

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Consulting business thrives on billable work . If as a staff consultant you end up more than a third of the time on bench - it’s hard to justify your cost even if you do valuable non billable work .

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I wish We had 1/3 bench ATK :)

We run a very lean bench on aggregate . My comment was based on an individual case

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Are you new to consulting OP?

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I can't speak to other companies but one of our metrics is literally utilization, the total hours you've billed over time charged in a year (basically), and it's very clearly laid out what you should be hitting at each level; so your incentive is to not get fired/to get promoted once reviews come around.

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@PM1

This is true ... do you think that there should there be an incentive other than intrinsic. Like reduced salary while on bench? Or conduct other non tech duties while on bench

Lean bench

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