{ "media_type": "text", "post_content": "How is it possible Partners ignore performance data to promote and are seemingly never held accountable for when their promotion doesn’t pan out?", "post_id": "5a9c5cd6222606001389916e", "reply_count": 35, "vote_count": 3, "bowl_id": "5902937c77e26a00105a5bd9", "bowl_name": "Partner One" }

How is it possible Partners ignore performance data to promote and are seemingly never held accountable for when their promotion doesn’t pan out?

like
Posting as :
works at
You are currently posting as works at
Highlighted IconHIGHLIGHTED

I think the big factor here that OP isn’t getting is that it’s a broader picture to which you don’t necessarily have all of the visibility to. We make decisions based upon the broader picture for promotions not just on a single year’s metrics. Not everything you see is what gets discussed and considered. OP, part of what I would say to you is that your behavior and response here probably creeps over into your job environment and the partners making the decisions probably factor that in. Part of a partnership is everyone pitching in but part of it is also bringing in people that we want to be financially enjoined with for the rest of our lives. That means that you have to be good and be a good person to be around. Negativity doesn’t go far...

like

PwC2 - going back to your counterexample on my prior point. I think there’s a difference between “doing their best” to sell in white space vs generating distinctive content or relationships and just being early in the cycle. The difference is knowing that there’s gold in there somewhere with a bit more work. If you’re investing your time in something that feels speculative, partners may prefer to wait and see if it really pans out before inviting you to join their ranks. If they see you directly creating value and steadily growing it toward something bigger, they may be more inclined to value that expected growth with less of a discount.

like
Recent IconRecent

I’m sorry the world has hurt you

like

So, I would say you have to look at the whole picture. Why are they not hitting their metrics? Have we asked them to focus on something that’s not generating utilization or revenue in the short term for a longer term gain? Are they just in a tough patch and we are giving them time to get going? Are they in transition to a new role? There’s a hundred other questions I could ask but you probably get the picture... It’s also possible that at this point in the year I’m waiting until after CRT to take action

likehelpful

I think you need to focus on yourself and how you will get promoted. The real world hurts, and ya k ow what, some of it ain’t fair. Welcome to the party. If you get into how he or she got there, you will go insane and, waste time and energy that could be focused on how your gonna make numbers so good this year the business case is obvious. If they don’t but, you have proven you have what it takes to go elsewhere. Focus on your promotion

likefunny

I think what the OP is trying to say is that they are upset at people getting promoted for brown nosing vs hitting actual performance metrics.

like

OP, it doesn’t start with metrics. Take one person who has been on a long term engagement that they didn’t sell, but are getting annual revenue and sales from the option years. They are doing a good job keeping the client happy so the option years are exercised, but they could have tens of millions in sales and revenue without being able to sell. Someone else may be selling in white space in strategic growth areas (with adjusted metrics you may not be aware of)

like

In my experience, metrics like utilization, sales, managed revenue etc are useful context for a partner case but not the core of it. Someone who generates high-impact content or builds important relationships may be promoted during a ramp-up stage before the biggest revenues are harvested, while someone harvesting revenues from a relationship or content area someone else built may be deferred until they show they can build something new themselves.

like

Pwc1, The partners that are fighting others and not collaborating are usually not performing well. Sadly it’s an endless cycle. Their poor performance results in them not collaborating (eg. I can’t afford to share revenue) and not collaborating makes them struggle more. When you have a true relationship and group of partners you “hunt with”, you pull each other in to drive more sales and revenue and you help each other out during down turns. I’d hate to be one of those going at it alone

like

My question is specific to the partnership and lies along the lines of what are partners thinking in promoting people that have shown no propensity to produce - produce sales, clients, solutions and most importantly revenue. I have watched this for years and I am astonished that people are promoted yet there isn’t an iota of data to suggest that the promotion is going to advance the firm or its objectives. That’s a big statement and perhaps overly broad and I get that some promotions are based on a long view - we wouldn’t be having this discussion if that was either the majority or the extent I liken it to the baseball player that makes it to the major leagues - as they are either recruited into the minors or direct to the majors, but there is something more then hope, friendships / relationships that encourages the decision makers to give that player a limited and much coveted seat on the team. Finding one’s footing in the pre-partner space is precisely how you test out a theory of a person, product, service, market or some other variable - whether it’s within the firm or you are pulling them from the outside. You have a hunch, you make a bet and sign the proverbial player to a contract, and see if it pans out. What I’ve witnessed though is people being signed to the team, that have much talk and little game and there is no data to suggest that a different outcome is or was likely. - but promotions move forward even with the data in hand. This isn’t a case of poor pitiful anyone. This is a case of a partnership that is predicated on production by its members and if non producers are taking up valuable capacity to produce, that has real long term implications. For me, it’s personal because it dilutes the overall profitability of the practice and that is a major metric in which my/our VC pool is derived from. One approach to addressing this may be by aligning VC of the partners to the output of their sponsored. If you want to make a bet on a player based on a hunch, go for it. But if that player doesn’t pan out, you’ll carry the majority of that lost investment on your back through a hit to your VC vs the overall pool taking the hit. Perhaps you take it a step further and the % of hit elevates as each year that passes and the newly minted partner doesn’t find their space or dollars. The goal being that you as a partner have to have skin in the game regarding bets you make. Right now, the skin is diluted as the failed promotion and the costs associated is really born by the service line so while felt, it is diluted and I would argue, doesn’t discourage these types of what I would call irrational bets

like

OP, from your idea of comp it’s clear you don’t understand the model of a partnership. Partnership is more like socialism. The highs and the lows revert to the mean. Most VC / PE models are more of a meritocracy (which some of us (falsely) claim we are) and the highs and lows are more directly attributed as are successes and failures. The Big4 isn’t like that...

like

Nope, still a bit huh? over here. There might be a good question struggling to get out, but I suspect it’s more likely you just need to vent about some perceived unfairness. In which case I would encourage you to examine your perception first.

like

If you’re not in their review or consensus meeting, you don’t have all of the facts. It’s a pointless question with no answer. If you feel your firm consistently rewards non-performers, then find one that is more of a meritocracy and has a better culture. At the Director level whining about inequality is unattractive - DO something....

like

In my opinion your follow-up demonstrates your lack of understanding of progression and promotion at more senior levels. A consulting firm doesn’t evaluate on such a narrow lens; that is for bonus payouts, etc. If that is all the data that matters then it’s a sad firm, akin to selling software licenses for commission. If you really think that is all the facts, and that there is a consistent pattern of rewarding non-talented personal, then GET OUT (enjoy the Oscars)

like

MD2 - I bet that if you asked the Senior Partners if their firm was a meritocracy, the majority would say yes - it not having the time or metrics to look under the covers at the realized ROI of promotion candidates. It’s your kind of rationalization that affirms this behavior does exist and when presented with the opportunity to explain it, you grab the same old line of “its more then the metrics”. It’s starts with the metrics - get to the question as to how some (and I’ve got a sneaking suspicion from your snark that you might fall into the category of the type we are discussing), look past no metrics existing in the promotion candidate and move them forward regardless. My initial question still stands

like

Makes sense P2. Do most partners already know what they were going to invest their time in before they got invited? I mean it sounds to me like there is not much tolerance for mistakes and failure if you think about how most startups may not survive - so if someone is investing time in something speculative the partners will then watch and wait for crash instead of helping to redirect?

helpful

PWC2, There are lots of discussions on where you spend your time. You have to prove their is a market for your brand and that you have a plan to capture that. They also want proof that you can sell in white space and/or significantly grow work. Also, we have discussions as partners with more senior partners about where we are spending our time to make sure it aligns with our interest and the market

like

OP, If a partner doesn’t produce, they are negatively impacted financially until they either turn it around or they leave because they are making very little money

like

Huh?

Continued - people who don’t perform and hit their numbers at Director levels are not at all likely to all of the sudden to hit their stride

Related Posts

I’m planning on asking for a raise for the first time in my career and I want to list out my accomplishments but I don’t want to seem cocky about it. (cont’d)

Promotion was with HR to be approved...am I being paranoid for worrying the current world situation could significantly delay it?

like

Has anyone ever slept with their competition for a promotion? Asking for a friend.

like

Today I got a promotion/ raise. Not your typical confession, I know, but I moved to this city a year ago and still have no friends/family doesn’t care. No one to tell, but for once I’m proud of myself

likeuplifting

New to this. Is it typical for a firm to ask a staff to do the work of a senior for a year to show that they are ready for a promotion?

likefunny

Does anyone have any tips for starting the conversation with people about promotion readiness? I know I need to proactively bring it up in conversations, but want advice on the best way to frame

like

On the Bloomberg Article about Faster Promotion/Pay Raises: Who at MS is trying to get your boy a job?! 😂

like

TC in GDS I'm staff grade-4 what would be next promotion? And what would be salary range after promotion?

like

If you had the choice between 1. Quiting miserable job after i485 (pending) and i140 (approved) for greater than 180 days, and getting a new job (AC21) 2. Sticking it out for a guaranteed promotion in October and waiting for GC until then What would you do?

like

I was asked to take on formal supervisor duties without a promotion or raise for at least 1 year. Tips on how to negotiate this?

Just sitting here thinking.. Dang, I got a 3% annual raise. I feel worthless to my firm. I should leave.

like

Boss stalling on my promotion / raise. Wants to push it off a few months even though everyone else on my team finds that ridiculous. Just got a new offer from a competitor. How to leverage this and bring it up? If I dont get the raise I would probably still stay rather than switching companies. Thanks

like

How does the new rule impact on amendment? Big 4 has promotion typically every year and which require amendments. Do you think this will effect current H1 holder?

like

I am a L10 working in the SAP space within CDO at Accenture. I have been at the firm for a little over 7 months and would like to know come the next promotion cycle how I could switch from CDO to C&M.

likefunny

First year level 9 (consultant) expecting to hear about pay raise this Wednesday (will be minimal) I am leaving the firm and new offer wants me to start on 11/26, should I ask to start 12/4 so I can..

like

2nd year Deloitte advisory getting paid 72k. Expecting about 7-10% raise. Leave or stay?

like

Ranked a 2, bumped up to SA2, and got a whopping 2% raise. I'm making it rain now!!!

like

Anyone interested in investing in self storage deals? I’m beginning to raise money for deals with high IRR. Please drop a burner and I’ll reach out.

I went to my boss at work and said, "I need a raise. Three other companies are after me." He said, "Really? Which other companies are after you?" I said, "The electric, water and gas companies"

like

When you raise an issue and your agency actually listens ❤️

like

Additional Posts

Anybody interview at EY for a servicenow role recently? Any tips? Have a 2nd round tomorrow

like

What's the point of gender distribution on the Cannes juries again? 🤔

like

I’m planning on asking for a raise for the first time in my career and I want to list out my accomplishments but I don’t want to seem cocky about it. (cont’d)

Promotion was with HR to be approved...am I being paranoid for worrying the current world situation could significantly delay it?

like

Got an offer for 145k with a 10% bonus no 401k though. Currently at 110k with same bonus. Worth the move?

like

Love those nacelles on the GEnx engines. Also, flying for PTO automatically makes it more enjoyable

Post Photo
like

Anyone who can refer me for Genpact..there are some openings as per my experience.

like

Nice hurricane leaving LGA tonight!

likehelpful

Need 8k more EQM's to hit AA EP before year end. I'm based out of LA area. Any recommendations for mileage runs?

like

How do MBB PE exit opps differ by office ? Given the global staffing model, can a McKinsey & Company BA pursue SF/ NYC/ BOS PE if they are tagged to any American office?

like

Trying to evaluate a verbal offer in capital planning. $145k plus 7% bonus. 10 years of experience but a bit of career change. NYC. Seems to on the low end but not entirely sure. Any thoughts or tips are welcome.

like

Just learned from a colleague that they were selected for GS-13 off the street without an interview. Is this common?

funnylike

Hello everyone, I gave first round of interview on Saturday after clearing hackerrank test for JPMC. I got this mail yesterday, does this mean I'm selected for consecutive rounds or can it be anything (including negative). Please let me know if anyone had been in similar situation. Thanks

Post Photo
like

Recs on a quick financial modeling certification? I’m looking at the CFI FMVA cert but they claim it will take 6 months. The limiting factor for me right now as far as getting a new job seems to be modeling experience so I’d like to credentialize myself a bit

like

The volume of stock photography using people staring at their phone with a huge smile on their face is driving me nuts. Is that the best we can do? Ads, emails, banners, etc., sea of sameness.

like

Best methods to study for AWS Cloud Practitioner Certification. Only have about a week so want to make sure I am studying the right materials and right way to pass

like

Anyone move from big4 transaction service into corporate strategy / corp dev role? Looking for past experiences - what to do, what not to do, where to look other than job boards, etc. Currently Senior Manager and have a strong interest in tech/Fintech. 🙏

like

Booked a flight on Delta after my AA was canceled and I got Zone 1 despite having no status. Did I miss something? It's a small plane so maybe everyone is Zone 1? LGA-ORD

like

I don’t get these gender reveal parties. If it’s a boy they are happy, if it’s a girl they are happy. Just get a party and be happy ... lol

like

Looking to take tennis lessons this summer, open to either group or private lessons, but I can’t find many options outside of Tennis on the Lake (terrible customer service so hell no) and Midtown and EBC which are only reasonably priced for members. Any recommendations?

like

New to Fishbowl?

Download the Fishbowl app to
unlock all discussions on Fishbowl.
Download Fishbowl to see what others are saying
That was just a preview…
Sign Up to see all discussions
  • Discover what it’s like to work at companies from real professionals
  • Get candid advice from people in your field in a safe space
  • Chat and network with other professionals in your field
Sign up in seconds to unlock all discussions on Fishbowl.

Already a user?
Login here

Share

Embed this post

Copy and paste embed code on your site

Preview

Download the Fishbowl app

Get realtime notifications and see
what's happening in your industry
from the palm of your hand.

For account settings, visit Fishbowl on Desktop Browser or

General

Legal