How can staff make the most of the annual career progression/compensation discussion?

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Hey guys, I can’t link to this because it was in the EY bowl and apparently FB doesn’t let you copy posts, so here is the screenshot.

It’s the explanation of the compensation process; it will vary for your firms but I suspect it’s very similar at least across the Big 4. I think it is helpful to understand as you’re having these discussions.

My suggestion would be to use that time for 3 things:
-to start/continue to build relationship with that partner. Bob, if you don’t mind since we don’t have very many checkpoints, I would love to quickly tell you what I’ve been up to.
-to understand the process and ask questions. Do not just get the numbers. Have your partner explain the process. You need to understand it. Plus it shows you’re interested in firm’s processes and you’re engaging him/her in the conversation.
-provide respectful and polite feedback. We want to know how you feel. We want to be able to take up to our leadership. We want to know if you’re disappointed to see if maybe we can do something (may not be immediate but we try). On that note, have a number in mind - a realistic one.

Good luck to all of you!

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Part 2

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