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Depends
Depends, but almost 100% of the times the employee is the only one who get punished for it. No one is going to fire the incompetent resource manager or partner who managed to get everyone fired from a client, but the employee will easily end up with a bad rating in no time. #youcantwin
An employee can position himself for a shit role to get utilization, so it's not entirely out of our control. Those come with a trade off hurting career progression, so to some extent there is a conscious choice. At EY at least, utilization is important but not absolute... There's a lot of responsibility (too much, imho) to account for unutilized time
I'll give it to you straight. It is. The only exception is if it's your first year. After that the only reason you'll be on bench is if enough people did not think you're good or you did not look hard enough for a project
Yes if you are stupid or lazy
Depends I think on the division, firm etc. I don't think it is but that does not mean the firm does not think it is.
^which is why the metric sucks
@ KPMG historically PMLs would get the brunt of the punishment for 1st year associates utilization and 2nd year is more lenient. I know they are looking towards implementing Accenture's 60 days on the bench flagged for 2nd and 3rd yr associates, all seniors, managers and directors.
It's the partner's fault for not selling more but they don't care and screw you anyway. Hence why there were so many 2 and 3s this year.
utilization is your responsibility, the reasons for the low can be in your control or not. It's up to your counselor to convince the round table that it was out of your control. You can give them ammunition by boosting your scorecard in other metrics, ultimately the firm sees a direct correlation between utilization and revenue, so they will outweigh it above ALL things