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You think this didn't happen in the old model?
Don't know about old model, but there is literally no way for me to know if the manager isn't giving me candy coated feedback to my face while tearing me to pieces in the Snapshot/counselor discussion. At least with a PE (recent hire so going based on my thoughts), there is a written record of feedback rather than he said/she said with me telling my counselor one thing and him saying something else.
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D1, that is exactly what's going on with me and why I hate the opaqueness of this new system. No transparency for the team member as we only get to see scatter plots in April (Wtf x1) and the snapshots are never revealed to the team member or their counselor - not even during year end (Wtf x 2).
Easy af for managers to screw people over as there is no checks and balances mechanism.
There's a lot of behind the scenes crap that goes on there when it comes to performance
Do you guys not see your reviews and manager comments? That SUCKS. 0 transparency at Deloitte if that's the case.
Yep - such BS.
You see a conglomerate of reviews. This is why I very specifically ask how the questions are answered. Want to ensure answers match the conversation.
That's why as a consultant you should become tight AF with your manager!!! And once you find a cool one, cling onto them for a WHILE
And I honestly think managers don't have to be intentionally screwing anyone over. Some people are bad at giving feedback and will never offer someone a chance to address the issue
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PEs were way more subjective and inconsistent across projects. Main issue I have with current RPM is the lack of transparency -- if they fix that (maybe revealing snapshots after 2 so they can continue to maintain some semblance of reviewer anonymity) so that people can actually course correct during the year then I'll consider it better than PEs in every way
You also don't have a secondary reviewer anymore to keep your primary reviewer honest. So if you're not getting along with your current direct manager you're screwed.
That's why me and my manager are buds, homeboy just gives me high ratings no matter what. This system is so dumb though, not consistent across the firm.
Yeah there is absolutely no way of knowing who screwed guy up.. especially in firm initiatives, you work with new ppl and there is no way of knowing what the feedback
@d6 are you getting promoted fast because you're tight with your manager?