{ "media_type": "text", "post_content": "Isn’t the new Deloitte GPS comp model going to piss off high performers and make them leave and make low performers happy and encourage them to stay?", "post_id": "5b8b43b4edebe8001323f42c", "reply_count": 20, "vote_count": 7, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Isn’t the new Deloitte GPS comp model going to piss off high performers and make them leave and make low performers happy and encourage them to stay?

likesmarthelpful
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The so called "high performers" at Deloitte are not true high performers. Many get that status because they make noise and kiss a lot of ass. There are many who quietly do amazing work not getting this recognition.

likesmart

OP - High performers don’t care about what happens at the top of a comp band, as they have already been promoted into the next one. What you’re describing is normal in every firm that is not up or out - after a while you max out.

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I love how everyone is acting like this is no big deal. It absolutely is and has people stirred up. People work long hours for recognition via a lot of avenues and the most direct are ratings (now gone in GPS) and money. This contradicts the idea that hard work (efficient, smart, etc) is “worth” it. And for those non-Deloitte people... we don’t get big bumps at promotions. It’s all built around raises incrementally here so if you are low and get promoted early, they will just bump you into the low end of the pay band. It’s a pretty big disincentive to move up faster unless you are sprinting to P.

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OP - ok, but if you’re a real high performer you’ll be promoted to manager in 2 years with a big bump and senior manager 2 years after that.... the models are designed to reward high and growing performance over time.

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@A1 that’s not really true. I was a high performer before I came to Deloitte and built a valuable skillset and negotiated a high starting salary. After I started with Deloitte, I got promoted early to SC but because I was way at the top of the C band I barely saw an increase when making SC.

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This happens in just about all companies. They have pay bands that get benchmarked and as you get close to the top either because you've been in the band for a good time or you came in higher when you experienced hired in. Also, having a lower increase compared to someone at the bottom of the band shouldn't be looked at just by percentage. Having a higher salary means that if you both get the same percentage, you'll always get a higher raise compared to the other person and that will compound as you earn if both are getting the same raises. That is really unfair for the other person.

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Read what I wrote again- they think that they need to brag to do well. It’s not bragging, it’s finding sponsors and champions. Don’t be passive- take your career in your own hands and don’t rely solely on your manager. My manager loves me and sings my praises, sure, but I also make sure I connect with leadership across the firm- telling them about the work I do, what they’re doing that interests me, and where I could support them in the future- so that I am known in many “networks"

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What is the new GPS comp model?

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If the high performer were really a high performer they would be promoted and the point would be moot.

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This isn’t new though. This is always how raises have been. They want to equalize people who are at the lower end of the band

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Manager 1: I’d argue that to be a top performer, you need to do both. I constantly hear from people that they do amazing work but don’t brag about it so they don’t get recognition. That’s their fault- learning how to expand out your network, finding strong champions and sponsors is part of the job.

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There was a memo that went out last week that if you were a a low performer you could get a higher raise and bonus then a high performer if the high performer was at the top of the pay band.

That’s strange. I wonder why they would think that’s a good idea. Maybe it’s to require people to get promoted to get pay increases??

Sounds like our cohort model. It sucks.

Alright, fair points. I see what you guys are saying. I guess at the moment it just feels weird that someone who has an average performance would see a 10% increase but someone with high performance would see 2% increase (numbers are made up). I guess I wasn’t thinking about the larger picture though.

Do they show you guys ths pay band?

They do not

Seems so stingy. I'm definitely at the top of my pay band and they're trying to give me a higher raise them most because of performance even still.

@D4, I would say their manager is not doing a good job if they are not getting recognition with ppmds and leadership. Usually, the people I see who brag all the time are the low performers. Granted it does seem to help which is sad.

@D4 - all well and good, and I agree with you, but you still won’t financially catch up until partner (unless you get an adjustment with a counter, which are rare). So yes, networking and ingratiating help, but only if you are in it to win it - which most aren’t, and isn’t a guarantee.

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