So AT Kearney today laid off newly hired high performing associates defying all the promises made during hiring and review calls. 😕

ATK7 and 8, doesn't really matter how firm spins this, but it is just sad when we are out counseling people who has less than 1 year. Either we are so stupid that we hire a lot of stupid people last 2 years (sarcasm), or we are letting them go because there is not enough work. If it is the second, then we should communicate that message to junior consultants ahead of time, not completely blindsided them in a mid year review.

I am one of the associate that got out counseled yesterday, but I saw the writing on the wall and I am prepared for it. I have friends who didn't see that coming at all. Why would they anyway? We are specialist consultants who was told that it takes longer to mature in the firm's pipeline, about 2 years based on leadership. My friends consistently have progressing towards next level or at next level in year 1, so how could they possibly see this coming?

However, I am grateful to the firm and happy that I met a lot of friends there. I hope ATK would communicate its culture and lay off plan better in the future, especially to new hires.

Denial, Anger, Bargaining, Depression, Acceptance

I am on stage 5, but looks like a lot of people are on stage 1 and 2. So, I would like to throw in my two cents.

Is it a laid off? I think so, many people who are out counseled would agree too. Does it matter if it is laid off or performance adjustments? Not at all. Is it fair (aka purely based on performance)? No. Does it matter? No. Did ATK botched its recruiting message and out counseling message? Yes. Did people see it coming? I did, but I have yet to find another associate who saw it coming. After all, this is many new associates first review and the leadership message has consistently been "you are doing fine."

However, I don't have any ill feelings toward ATK. It is a good firm with good people. I want to focus on the positive. So, if anyone who need someone to talk to, then please email me at my burner optimusprimefish@outlook.com. I am happy to help anyone who want to use my network for future opportunities. Leave your burners here for people if you feel like helping as well.

To the dicks who cannot find any compassion in your heart for people who fell on hard times. Remember what goes around comes around. Cheers ladies and gents. :)

A1 the game plan is to get acquired by a big 4 and then get your company name changed, preferably with a '&' in it.

This post is complete and utter bullshit, written by someone who doesn't understand how a business works. The firm didn't fire high performers. Nor was there a layoff. Like it or not, the firm did raise the bar on individual performance expectations...finally implementing something that has been discussed for about THREE years. Every out counsel I'm aware of seemed right to me - sad, but right. Just because Mahler sucks at communicating it, doesn't mean the higher standards aren't the right move.

It's brutal because ATK has never had this culture before. Cutting 10% of your company at mid-year review is just downright tough for everyone involved.
The worst part of this is ATK leadership is trying to hide behind the "up and out" process, but that everyone at the company knows it's a layoff, just call it that and get on with it.

Wops ATK partners and HR are here to do damage control on their brand

This is crazy. The high performing young staff is where all the margin is.

OP. Just not true my friend. I was involved in the process. Fairly standard assessments with multiple points of view. There are always tough cases that could be seen both ways. But if your experience is valid it's the exception.

For those out counseled - it hearts now but it will get better. I know because I was in your shoes last review cycle. I did not see it coming, all my epes were progressing, I did lots of firm development work, my mentor even wanted to move me from NP to FP. But my utilization was low and so the outcome was different. I ended up at one of our main competitors, still in consulting, with a better cultural fit for me personally and I couldn't be happier. I'm doing great on my project currently as I did back at ATK. But if there are no projects, your network is leaving the firm, as an associate you struggle to staff yourself on your own. You need support for that. Which, lets be honest, it's sometimes pure luck - getting to know the right people at the right time. So keep it positive and you will be fine 👍🏼

That's what everyone is wondering. But firm wise restructuring was mentioned couple of times.

We don't fire top performers. That's just not true. We let go (maybe more than in previous years) those that have dubious progression. And to be fair we do have several incapable people

Kearny 8 - you are stuck on this high performer thing. They are bringing up new joiners getting let go without the time to prove themselves. I would reccomend reading what people are saying instead rubbing salt on the wounds of others.

I survived but sad to see lack of leadership. Associates paid the price for it.

When deciding between multiple consulting offers, I picked ATK because I felt that it was a very collaborative and coaching-oriented culture because that's how they advertised it during recruiting events...the company can't make false promises to potential recruits and then backstab them during their FIRST review cycle

😩 worried about the same. Hope you survived OP.

6-9 months.

I think the main reasons this comes as a big shock is due to poor communication from the top and that historically, ATK has had much more of a nurturing culture.

OP, please stop spreading panic. They've been talking about accelerating promotion schedules for a while. More up comes with more out. They did not lay off top performers indiscriminately.

ATK8, what's up with the defensive and negative attitude anyway, how about showing some compassion and empathy to OP and others who are let go. No one here is intentionally trying to spread rumors to drag the firm with them. People are providing constructive, but negative, feedbacks on a very flawed process of out counseling and communication.

If you are not partner or HR, then how can you know it is not true. We are not generalizing the entire firm. These are anecdotal evidence based on personal experience. Your experience may vary.

Regardless of how or why things were done, you're actually undermining the affected people OP. It hurts those interviewing and reduces their negotiating leverage. Use the ATK bowl to vent