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Hard no - how would you take it if someone below was like ‘I’m feeling burnt out, talked to mental health counselor, need a break’? Be honest: you will most likely view this person as a someone who is a problem who you’ll need to take care of (forget about being a ‘rockstar’ or a ‘high performer’). Not saying you won’t care, but you would not even consider this person for a promotion in the short term and will look to put them on easier projects.
Talk to someone outside of your company and follow their recommendations but strategically - e.g., instead of ‘I’m burnt out and want a local project’ say you wanna start really focusing on your family and building local client relationships and want to get on local account teams / projects. If push comes to shove, say you need better work-life balance and wanna stay local or whatever. Similarly, just push back on hourly commitments of over 40-45 hours a week but not because you can’t handle it.
The EY culture is slightly different than D. If you’ve raised the burn out flag before and gotten nowhere then please call. This is totally different than “oh I’ve been working 2 years and want to go backpack for 6 months”. This is a very taxing job mentally. I’d respect someone more who took care of themselves
D2 you clearly miss the point as OP is more worried about themselves than the rat race... I get what you’re saying but that’s not what they are asking. OP try to work it out yourself obviously but if it doesn’t work then by all means take advantage of the resources that are there for you for a reason.
Take PTO
SM1: ‘respect’ on a personal level, sure. But if this person wanted to get the highest bonus, or go for a promotion, would you support it? After they’ve said they need to go easy / are feeling burnt out and are trying to get on easier projects?
Most people get placed in ‘career cruise control’ mode with average performance ratings and pause on their promotion until they’ve recovered and are back on track (does that ever happen without them eventually quitting?)
Why would it? I think you could have some faith and call in. And then talk to your resource manager, coach etc. saying that you have actually called, kind of a way to make it official. That might give them a stronger reason to help you out
I wouldn’t say they’d get the biggest bonus but mental health is worth more in my opinion. This career is a marathon. Also people take leaves for all sorts of reasons and unless i was close with them i wouldn’t necessarily know why. And if i were close with them and they had been a good performer it wouldn’t change my opinion of whether I’d support them. Plenty of people take medical leaves, come back and get promoted the following year. Mental health is no different
EY1 you clearly miss the point of my posts, as I am suggesting that OP see an outside counsel, therapist, psychologist, psychiatrist, or whoever, instead of the ‘dial-a-shrink’ that our companies pay to pretend like they care. And to definitely not escalate to their coaches and partners unless they are very close, as this will unnecessarily impact their career.