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So don't try as hard then
Yea, I agree.....I've been sandbagging to avoid burnout, but it's come at the expense of total lack of personal satisfaction with my job
^ yeah sure, pal. Keep chugging on that cool aid. It doesn't economically make sense to shoot for a 4 or 5 rating. You end up working 15 more hours per week for what? 2 measly stinking thousand dollars? Please give me a break it's an insult to my intelligence. I can make an extra 5 grand scalping tickets online while barely moving my wrist, take the 5 rating and throw it out of the window. Scam
Deloitte1 not sure how it works at your firm but at EY more hours doesn't equal higher rating. It is about making an impact and I can tell you most 5s that work for me work smarter, not longer or harder. They find opportunities to make themselves stand out. Anybody can work long hours- it is not impressive. I agree with EY2but also keep in mind the bands are there for a reason. We are an up or out firm ..
EY2- ha! I started my career at Coopers as well, just before they merged into PwC. (clearly, we are dating ourselves!) and completely agree on culture- There it was all about "show". I find EY far more focused on substance and when I started here (going on 14 years ago) I felt the difference right away.
I know the analogy isn't perfect (e.g. Cap on teams in sports instead of positions) but so what. These bands make being a consecutive year high performer pointless!
EY3 - Ha! We are very much dating ourselves. This October will be 18 years at EY for me. I left C&L when they announced the merger too. I too realized that we treated people like professionals at EY right away. Was a big difference for me and why I have been here so long...and will retire here...may just get to 30 years at EY when that happens.
5 rated (again); only 7% raise #SalaryBand
I don't understand why firms would require people to work insane hours. Never worked past 9 in PA and always got a 6%+ raise. Now that I switched to industry, I make my own hours which is pretty sweet and I hear from my peers in my company that annual increases are pretty generous. DONT DRINK THE KOOLAID! Enjoy life!
OP - as a partner I can tell you we are aware and agree that there is not enough separation in raises between a 5 and 3; and while a 3 is still a good rating as we have high expectations. We are also working to separate lower performers faster so they don't take comp that can be better spent on others. However if for example a 5 gets a 5% raise and a 3 gets a 3% raise - we agree that the 2% is not viewed not worth the effort to get to a 5. We are working to change this so 5s are more handsomely rewarded. There are major differences in the PBB between 5s and 3s. That helps, but I appreciate it is not base. It takes a while to change things like this but it will happen within a year or two.
Deloitte 1 - if you are not happy doing what you are doing and feel like you can make more money doing something else; then go for it. Do something to better your life. Be happy not bitter. Per your post, you are smart enough to figure that out...and I am guessing that D&T will likely remain a going concern without you. So then why are you still in PA? Is there a FB for ticket scalpers?
EY3 - well said. There are great cultural differences amongst the firm. A million years ago when I left Coopers and Lybrand (the C now in PwC) part of the reason was the culture. Partners would brag that they got a memo or a voicemail from you at 2am. Could have been garbage but they loved we were in the office all night. It was not a healthy environment. There are times the work calls for late nights. That happens, but like you I am more impressed with EYers who are efficient and work smarter (not just in the office all the time).