{ "media_type": "text", "post_content": "For anyone whose team held back on promotions due to covid impact on revenue, how much did you push back on not receiving a promotion or raise (separate from a bonus, and if you were up for / expecting the promotion)? Did you ask for anything else in place of the promotion/raise?\n\nContext: smaller team ~25 within a larger company. All performance reviews leading up to year-end review have been very positive and in a non-covid world I would’ve been a lock for promotion.", "post_id": "5ffc6fd3f78bfc0022ee03ab", "reply_count": 22, "vote_count": 5, "bowl_id": "5fa9743acef8e5002067bd59", "bowl_name": "Young Consultants" }

For anyone whose team held back on promotions due to covid impact on revenue, how much did you push back on not receiving a promotion or raise (separate from a bonus, and if you were up for / expecting the promotion)? Did you ask for anything else in place of the promotion/raise? Context: smaller team ~25 within a larger company. All performance reviews leading up to year-end review have been very positive and in a non-covid world I would’ve been a lock for promotion.

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Unfortunately, as an associate, there isn’t much to do — either suck it up and be thankful you have a job or find another job. Its tremendously frustrating especially if you are already in a step up situation. Personally, I had a direct conversation with my partner about this and made it clear that he understood the value I bring to his practice and the firm. The messaging was “I understand its a tough year and am grateful for your support in projects / raise — I am happy to play the team game here but I will be counting on your support for promotion in the next cycle based on XYZ. If there are areas you think I should improve, I am happy to work towards them to ensure I am a lock.” If the response to the above is “well lets see yada yada” then its your time to find an alternative. If the response is more “Yes, this is what I think you should do” then stick around and invest in the relationship.

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Thank you - this is exactly the conversation I am hoping to have.

This happened to me. I was basically told be happy you have a job and we promise to support your promo in the next cycle... 1 month later I was put on a shit project where I was taking a role held by Seniors. I couldn’t shake the fact that I was doing the work of a senior for a C salary (I should also add that I have been in the Senior role for about a year prior). I said fuck it (to myself) and got a new job. Everyone was respectful of my departure and I will still carry the good relationships forward.

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I was basically told to shut up and be grateful that I had a job (I was a top performer) when I asked about this during the 2020 cycle. The only way to get a raise that is above inflation is to switch firms. Otherwise you will get nothing. Firms do not value young consultants no matter what their skillset is because you can be easily replaced by the next crop of new grads. And even if you are truly exceptional they won’t pay you as such because they know you’ll leave anyways for something better and they don’t want to rock the boat with the rest of your entry class so they all give you the same pay or close to it. I hope what I’m describing is only a Deloitte problem and not an industry wide issue, but from my conversations with people at other firms, it is increasingly becoming the latter.

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D1 — I get your points. However, I think in a year with so much uncertainty— anyone of us needs to be moderately thankful that we have the ability to work safely and are in positions that were not made redundant— several high performers I know (including at deloitte) were let go because they were in the wrong place/service line/industry/unstaffed at the wrong time. Its just the way the dice rolls. Seems like you have had an extremely poor experience at Deloitte and as a result making a move might be the right choice for you.

These are all great perspectives! My question would be who do we take it out on? I don’t wanna piss off my manager. Also, I feel like managers don’t have that much say in the promo cycle after the initial inputs.

Depends on the firm. Generally first go to trusted advisor/informal mentor for advice on what to do (if you have one and can trust them). Then go to formal coach/mentor and ask. If neither has directed to the appropriate party, ask your partner about it. If they don’t know (they should), HR for a comp conversation and they will set you up to talk with a partner.

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