{ "media_type": "text", "post_content": "I’m realizing that it’s nearly impossible to get fired at the firm and since comp doesn’t seem to be directly tied to performance, what’s the point? Why wouldn’t you just skate by?", "post_id": "5b7f74c642db8300132a4ab0", "reply_count": 16, "vote_count": 7, "bowl_id": "564a5cdb94887803001dd07c", "bowl_name": "Accounting" }

I’m realizing that it’s nearly impossible to get fired at the firm and since comp doesn’t seem to be directly tied to performance, what’s the point? Why wouldn’t you just skate by?

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I suspect your frame of reference and level of insight may be limited. People absolutely get let go for poor performance (by the way, scroll through all the PIP and related threads on here for a small sample). Accountability exists. Maybe not perfect and maybe not consistent, but it does. And comp is absolutely driven by performance. You dont have huge swings in ranges at the staff and senior levels (maybe 6-8k, sometimes 10k at the exp senior level), but the ranges definitely get larger in the manager ranks. And the reason none of us should "just skate by".....because we should all give 100% or we should get out. Nor fair to ourselves or to others.

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They can and will push you out

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If you put in 50% more hours than your coworkers, your bonus increases by 1-3% (assuming you’re not garbage). The key is to find the sweet spot between under and over performing. That doesn’t hold true if you’re gunning for partner, in which car I suggest you guzzle P1’s kool aid.

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You can skate by, but you run the risk of not being promoted. I know a staff who has sat unassigned all summer just collecting paychecks. It's fine short term, but I don't think a short term focus is why we're in PA.

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Integrity

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I’ve seen three people get coached out (basically given time to find a new job) in the two years I’ve been with the firm

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Been skating by for about a year, still here 🤷‍♂️

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Idk, I was warned when I started that extra work doesn’t really mean extra pay. After 2 years as a 2 rating (1 is best) and a 1 when promoted to S1, I was only making 3k more than the a senior that got early promoted in 2 years with me. I doubt the 3 ratings were making more than 4-5k less than me as an S1 and maybe closer than that if it was a good year when promoted. It’s really not worth working super-hard, it’s like 50c per extra hour worked

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PwC1 and others who have cynical thoughts and concerns.....and this reply is strictly with regard to concerns about comp differences. During your years as a senior, the comp differential may not seem too big. I can share that 25 years later the comp difference between you as a high performer and your friend who is skating by is enormous. I'm a high performer and always gave it extra effort. My comp is at least $1 mil more per year than my former peers who skated by. My net worth is well above 8 figures. I will never have to worry about money and neither will my kids or grandkids, etc. My former peer still lives in a starter condo, drives a late model honda accord with a huge dent along the side, sends his kids to community college because he cant afford better, makes his elderly mom ride the bus because he cant afford to help, only vacations once every three years, worrys about retirement, needs to work til age 70 or more, etc. I'm making a little of this up, but you get the point. Dont stress so much about money in the initial years. Of course there are many factors beyond wealth, but this post only addresses that conpenent.

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Agreed

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There’s a difference between skating and poor performance. Several years ago we had a “high performer”, great on his job with awesome technical skills but low OT and average utilization and no extras (recruiting, BD or other activities) The senior came out rated a 2 when less stellar people came out 1s. While raises are not much different it does impact your bonus.

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I’m shocked y’all discuss y’all comp with peers. Only been with the firm for 5 years and never told or asked my peers about comp. I’m probably too worried to find out there’s a lot of bias/favoritism and then will want to leave for that reason alone.... Worry about yourself and you’ll be less worried.

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I’ve seen 3 or 4 fired, not coached out, in 4 years

^ why though? Are you lazy? Don’t like accounting? Why don’t you just spare yourself and spare your team and find a job you enjoy?

1. Comp not tied to performance? I’m a senior 3. my pay difference compared to a fellow senior who entered at the same salary as me is about $20k. That’s the impact of performance. 2. Impossible to get fired?? I’ve seen many staff get pushed out (or fired when they don’t take the hint), so Idk what you’re talking about

I was fired from GT for staying home and still online when I was unassigned without asking. It was more for trying to lie about it when scheduling confronted because they talked to me about it and I was nervous and then came clean immediately after. Made it seem like she was on my side and everything was all figured out. Definitely wasnt gonna do it anymore. Had good reviews otherwise. Called into OMPs office the next day and boom fired. I think I was made an example of though because a lot of ppl would do the same thing.

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