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Any expedience with duffl?
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Late spring roses, and other plants
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Desi folks never disappoint 😁
Any info on the agency Heartbeat in NY?
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Houston downtown JW vs Westin.. Thoughts?
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D25 - I'd consider myself a leader in the firm, but I'm not HR or even a Principal. For all the complaints on here, I decided to try to add some balance and transparency. I'll be the first to admit that I'm a fan of the firm. The people I work with have done well by me and supported me through the more challenging times. If there's a little that I can do to support others - even anonymously on social media - I consider it giving back.
Appreciate D14 and the transparency. He or she is one of the good guys.
D14- what is Talent doing to take into account how managers can sabotage a high performing employee through RPM ratings if that manager is threatened by the employee? I find this measuring system highly insufficient, especially when consensus is not given as an option.
Like a lot of things in this world, it's easy to generalize but far more nuanced when you actually get into the details. Some service lines grew significantly and were tight on availability coming out of year end. They didn't have to cut as deeply. Other areas were softer and had to cut more deeply - potentially even into "good" performers.
Ok that makes sense about the meeting d14. I am assuming 3 performers got cut this year when in the past it may have been limited to 4s
Gotta get outta there. If leadership wants attrition, they are definitely about to get it and hopefully for their sake they know what they're doing
D9 - I'm glad there was something useful in my advice. I'm sorry to hear you've had a hard time getting straight answers from others.
Agree completely and anyone who makes it into this firm has the skills to do that save a few. I'm more concerned with the lost colleagues who were completely caught by surprise. This causes a ton of anxiety for those who are left
D5 - certainly agree with you on the caught by surprise piece. I wish we had communicated more transparently.
D14- thanks so much. I'll put some together. I really appreciate it. :)
Geez, it's getting rough at Deloitte, maybe they're looking to make it more difficult to reach Manager
I got a 4 as well similar metrics was told I need at least 200 PRD hours to get a 3...
Lot of good stuff here. The ratings have been harsh this year and I think the panels deciding the rating aren't used it either. While I guess rating were fair to most, few folks got unlucky. I say unlucky because I think they deserved better and with the same metrics in 2014 or 15 they would have definitely had a better rating. That said one thing I see consistently is whoever got bumped down either had a weak counselor or did not have enough support on the call from their network.
Also being connected to your service line leaders helps a lot. It's definitely not a system that's entirely metrics driven
More like a MBA application process, you get your gmat scores, but then you need to write your essays and make ple read it
*not heard
Thanks D14. Do you see the situation improving this year? Or is it too early to say
You should be worried.
Tech has about 200 layoffs. Our bench is particularly thick right now. Of course I'm trying to staff a project and can't find anyone good. Any C/SC interested? Requirement is high attention to detail
Sorry you will likely be laid off, been in a similar situation before
D14 how is the S&O pipeline looking?
Unfortunately I don't have visibility to the full S&O pipeline. I can tell you that my service line has started the year strongly and our pipeline looks good - but that's just one piece of the overall picture.