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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.
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@d14: while am glad to get some insight into what went on, do you think he firm leadership has any plans to communicate the same in some form? I don't see it happening though, which is bad. Even with all the challenges at Deloitte, I'm grateful for all the opportunities I've had, but when I see my colleagues gossiping their own version of facts (not just on FB) it just makes me feel bad. Is leadership aware and just chose to stay mum?
@d8: when you say tech ha about 200 layoffs do you mean that they will happen in the future? Any clarity on the criteria?
Already completed. Low performers. We've been growing so fast we just haven't cut the fat in the past few years and that's what we did this time
I really think our pipeline isn't as strong as we would have liked it. All these were preemptive steps to avoid a massive issue later. if S&O missed their numbers but if pipeline was strong, they would have parted ways with only certain cases and would have hoped for the best. The strategy for year end and layoffs suggests they don't anticipate a strong year. Again all these are assumptions, dear HR dont kill me if they are not accurate or wasn't something you dint want to be published on a forum like this
D22 - if the metrics you laid out are accurate (and I have no reason to believe you're lying) I think I'd be unhappy with the 4 as well. It would be discouraging to try hard all year and get that kind of result. Only 2 possible reasons really: your firm contributions were perceived as "not impactful" or your counselor sh*t the bed - or some combination thereof. You probably knew all that already though.
thanks d14!
@d14 thanks. I like my counselor but I think the issue was she isn't from my home office and didn't stay for the whole meeting. So frustrating!
Did you bang the partner's wife? Should've gotten a 3....-buddy from Deloitte S&O
So how does the firing process go?... How much time do they give you before letting you go?..& the severance package?
What's terrible about these layoffs is they decided on what people they wanted to layoff and if they were critical to their project, waited until they rolled off to do it. Way to show you're using people Deloitte. Also - someone in round 1 negotiated 12 weeks severance, but Deloitte also did lay her off a few months before she was due her gsap. Any lawyers on the house? Do we have workers rights? Esp given the blatantly unfair ratings
All of this is why I'm no longer at Deloitte! Happened to me too!
Tel you what - I am going through the same thing with my Counselee. She got a 3,3,2,4 ( 5 point scale - 5 being best) - but her year end will be a 2. Same as OP in terms utilization and practice development - but the difference is, people are honest at YE and in the writing part of the reviews but feel bad about giving a bad number - not saying this is you OP, but what was the actual feedback on the wording of the reviews and what kind of conversations did you have with your coach about them?
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Ditto
D9, I think the scatter plots are strictly for the new performance model in advisory, where its no longer a 1-5 scale but a top/middle/bottom scale across 2 criteria (util vs performance). Still wondering if the 1-5 is better.. Anyway, OP, so sorry to hear about the YE review. Seems like there's a lack of transparency.
Scatter plot can also be meaningless. Mine only included 3 months of all the work I did because the people filling them out for me did it past the cutoff, so my counselor told my story and basically said ignore what you see - these metrics don't tell his story at all