The EY resource managers are incompetent! Their salary needs to be linked to practice utilization. They have no incentive to reduce the bench strength.

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Posting as :
works at
You are currently posting as works at

Maybe you're just not selling that much work...

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^this 👌

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How's resource managers responsible for reducing bench strength in your practice when not much work is sold

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You cant blame them for utilization but they are still incompetent and slow

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Yep

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It's tough to reduce bench strength when SMs and PPEDs insist on holding resources for their unsold work. EMs are usually the ones trying to beg SMs and PPEDs to let the folks go that they are holding and have not been utilized for weeks for work that "will have a signed SOW tomorrow." Really, the EM function has very little power

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Not there anymore but Partners can add the most value but a lot are also free-loaders, thats true too

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You can't just pick a senior who got pregnant and doesn't want to travel anymore and make them the RM. There is no understanding of the business model, projects, team diversity etc., which I think should be considered by the RM while proposing people for work.

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My RM manages 200 people. They are really admins, and SMS should be building a team and selling work, and staff/seniors should network to get staffed on projects they want. Take ownership of your career and team.

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True that, PC1. PCs are the most incompetent group within EY. Absolutely zero value add....

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I agree with you EY6...precisely why RMs are redundant, plus they don't have leverage to make a difference. The whole model needs change. Plus the RMs are clueless on skill sets, needs, how and who to align to engagements and show more emotional intelligence. Their counterparts have more weight at Deloitte.

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Y'all are very whiny 🙄

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It won't be right to blame them slow. That role doesn't offer too much flexibility. Its actually a glorified clerk role. Lots of people reach out to them with lots of need in which they have zero flexibility. But also I don't know what motivates them to work.

The issue would be the variation among them. Some are fantastic and some you basically have to bypass

Which practice? Our staffing mangers are interesting

^^^ouch

Rules are rules, sold work trumps unsold work and to hold resources without a billable code requires approval and starting an engagement requires a different kind of code, that also requires approval.

Everytime an RM told me someone was reserved, I would ask if the work is sold or an extension. If neither, the rules are explicitl. SM's typically just need to push and remind them.

From my end, the EMs usually blocks our effort to network. I know many who ended up giving up.

EY does that to you, AC1

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