Hi folks,
It's been more than 1.5 yrs for me at EY Tech Consulting and I am not very confident about the progression here. I have been told to first work and act like a Manager for at least 1-2 yrs in addition to my Engagement as Senior, without expecting Manager's salary or designation - prove myself and then after 2 yrs or so I 'may' get official designation.
I am not sure if this practice is only for my team/partner or is an EY standard! Any thoughts?

likefunny
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That's your manager/ partners view. Do create a strong business case to show that you have the potential to perform at the manager level. Ideally, he/she should identify this but give a push from your end. If they still do not agree, then either they genuinely believe that you are still not ready or they don't want to promote you.

funny

My experience says acting is perfect way to rise in EY... Let me give you a pattern you will understand acting plays a vital role...

Well proven steps based on real life example
Step 1: Ruin or screw a project
Step 2: play victim in front of Partner ( make sure you identify a scape goat)
Step 3: Leave project and move to a new project
Step 4: on appraisal ensure bills are released and new manager is never aware that his efforts are shown under your account
Step 5: partner who never contributed or oversaw will surely promote you to Director.

Final result: new manager hired will have his bonus stopped (and will leave) as you have already screwed the project (above gyan will be shared)
Note: If you are someone related to partner then you don't even need to do so... Partner will assume that you are only performing member.

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