I have many questions EY :-
1. Why is there no interaction between regular employees and the HR team. From the day of the interview it's been 1.5 years since I talked to someone from the HR team.
2. Why is there no Employee Redressal committee.
3. Why the hours of working employees are not monitored as they exceed the normal time.
4. Why our lunch time is not included in the shift timing. We have a 9 hour per day schedule excluding lunch. It's really hectic.
Continued in comments...
Gds is better as compared to ey India…
EY India wale mein toh aur bakwass atmosphere hai..
Conversation Starter
In continuation..
5. Why EY is not working to provide affordable morning and evening cabs if forcing for RTO.
6. Why the entertainment and mental health of employees are not given priority.
7. How can someone change the engagement if Seniors are pushy and demanding.
8. Why the organisation system is Autocratic and not democratic.
9. Why don't we get paid to work over time. This year we didn't get anything for our 11 hour shift in the busy season. Sounds like slaves.
10. What should we do if our time goes traveling and we are not able to cover our shift timing.
11. Why don't you give us individual lunch/dinner vouchers. The only people who get those are the ones who went to the office. We are all doing equal work. So why the partiality.
12. How about taking seniors feedback from staff. I am sure staff can convey more about the seniors.
13. What should we do if seniors threaten to destroy our feedback.
14. What should we do if counsellor is not supportive.
15. How about normalising admin hours, work understanding hours, mail writing hours, time sheet filling hours, communication with seniors/staff hours. After that whatever is remaining should be considered for utilisation target. No one can work 45 chargeable hours a week without these formalities.
Do they provide wfh?
Chief
Building a better working world starts with asking the right questions 🤣
Conversation Starter
Yeah 😂
Actually the real problem in GDS is, they are not independent. They are dependent on onshore to get the deals. Onshore people treat us like slaves. Whenever they have crucial task, pass it on to us, whenever they wabt to chill, relax and go on vacation, they just pass the work to us and make pressure to get it done asap. Until and unless this will be rectified, nothing can be improved
Onshore SM/M: "Looks like 'we' will have to work over the coming weekends to get this over the line."
2 days later: "Hi, thank you for your email. I am on vacation with my family with no access to emails. I will respond to you when I get back."
Yr I am about to join Ey on coming Monday..
Having double thoughts after reading this
Conversation Starter
If you wanna join EY starting months will be your golden period. There's no expectations from you and there's no pressure. You are just expected to learn and grow. But as time passes you are supposed to know everything. Every senior will say "you are staff/Senior you don't even know this".
They will expect you to work over time and make sure you are giving them all your hours. Sometimes there will be mistakes but that's a learning point. You have to eventually join somewhere and everywhere is such things so don't be scared.
By the time passes and you get experience you will be able to manage well.
Bhai naye naye joinee lagte ho GDS mein😂😂😂
You are a good question
Enthusiast
1.5 years.
3 years here, still don't know who my HR Is
Conversation Starter
That's so funny 😂 Same here.
Actually I raised this point because so many people ask me for referrals. They told me to talk to the HR for them. I must have high contacts in the firm and I can get the person in by just talking about him/her. They want me to put good words for them in the company. Just when I explain to them that's not how it really works they start to think I don't wanna refer intentionally. Even my own parents said this when i couldn't do anything about my siblings'job. I feel helpless.
HR organised one time group wise call then everyone had lot issues..mainly weekend working. HR said they would come back.
But unfortunately they never came back ...😄
Conversation Starter
Woah 🤣🤣
In townhalls and webcast they talk that they want to focus beyond hours and building better practice and specialization and what not.....
But at last sirf ghante ghante ghante and ghante....
This year SAT grew 27% YoY and still they have the audacity to call it a bad year....
Koi smajhao maturity level naam ki cheez hoti hai. Kisi bhi company ki hamesha 40%-50% growth nhi rahegi....
Ab bhai Everest ke naam pr tumne bhar liye bande bina proper projections ke toh galti employees ki thodi hai....
Kya hi bole joh hai so hai... slog karte raho kuch hone walla hai nhi... joh chatega woh badhega baaki as usual slog karo...
Dukh babu bhaiya ey ke dukh… Saale khatam ji nahi hote
Aawaz uthana padega Vinod........
Conversation Starter
Ha-ha Must needed.
Building a better working world😂🔝
Chief
The integration with onsite is far less than it should be.
Although volume of work and headcount maybe good, quality is low because 1) any and every work is accepted and 2) focus is only on util
Conversation Starter
So true.
Sachchai hai bhai. Everest ka nuksaan partners nahi employees jhelenge.
Mujhe to kbhi kbhi lgta h counselor hi HR h🤣🤣😂😂😂
Adding to your points : All boot licking people are promoted, WHY?????!!!
Conversation Starter
Ha-ha true.
Pro
great questions! Replying to some of them as much i know
1. Employees have to be connected in either of these forums by the talent team (One to one connects, focus group discussions, skip level connects), however if someone has been been part of atleast one connect (in a year) then something is seriously wrong. You should raise this in your SL townhall. Note that the first point of contact for employee queries is myhrgds
2. There is a dedicated ER team which looks at employee grievance for work place issues and DE&I for sexual harrassment issues, the first PoC will be your talent consultant
3. They are monitored- Mercury. If you SL has approved Overtime, you should claim it, provided your manager approves it
4. Thats how the industry operates
Pro
Buddy, can you please tell the process of claiming overtime... If there is any document or something...
If you have these many questions about the firm after serving 3 years, better quit and check for opportunities outside.
This is how the Consulting Industry works.
Conversation Starter
Hey. I said 1.5 years clearly and EY is an "Audit and consulting firm". Although I agree with you on looking for better opportunities.
Pro
5. Normal shifts never get pick and drop, only those working in shifts are eligible
6. there are tons of wellness programs (not all might suit you), keep check EY digest mails for the latest ones
7. Try careers in SF and check for opportunities that suir your skills, internal opportunities have to be explored by the employee themselves
8. Depends on the leader and the manager
9. There are some SLs which have overtime, you should ask these questions in your SL townhall
10. unless there is a client which wants a specific login/ logout, employees have flexibility to log-in a bit late and logout late as well, you need to talk to your counselor on this
11. If you are expecting meal vouchers like Sodexho- this is WIP, by total rewards team.
12. there is a leadership feedback survey that is done every year< apart from that you should ask your talent consultant to do skip level meetings.
13. if they threaten- write to whistleblower email with the incident and documentation that you have
14. Use your judgement on what you mean by supportive
15. "WORK" also means including all activities that will support you in working, responding on official emails, time sheet entry. Looking at your ask, if there is a software which monitors how many hours you "WORK" you will be doomed :)
Rising Star
In 11th point, are you referring to Team Lunch/dinner also. I mean based on what I experience here which location has majority employees will get the Team Lunch/Dinner or any sponsored event. Employees in other locations doesn't get anything
EY HR are spineless, they only listen to partners.
No independent HR