To PPMD: if you know that a member in your project is extremely unhappy and looking to quit/jump to another project any day, would you do anything? Or just to keep the resource till 2weeks notice.

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Of course. The person should engage their team leads, relationship partners, coaches, mentors, advocates etc to communicate the dissatisfaction and what they would like to do about it or prefer doing. No one wants to see a good staff member resign without a conversation about alternatives. I’ve seen far too many people keep it bottled up till a breaking point instead of exploring other avenues at their respective firm. The beauty of consulting is the vast options before you. It’s up to the individual to navigate their way through other doors with the help of their support system No need to stay in an unpleasant role and feel there are no alternatives.

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I am sure you are not a partner at PwC, right ?

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P1, what you is how it should be done. In practice, what happens is you're told to suck it up. Otherwise you'll just look like a troublemaker, you don't want to stand out, you don't want to appear like a blackmailer blah blah blah... Notorious bad human capital managers keep getting promoted as long as they bring the money in. But if a genuinely nice person is not being able to make sales, one that is likes by juniors who will do anything for him/her? Well... All these things are nice to have but at the end of the day what counts is business. A person could be a Grade A liar and a nasty and mean person but if said person keeps bringing in the money... Such a person will make it to Partner easily as long as some sexual scandal etc doesn't take place.

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To P1’s point this is where your internal network is so important. So if you feel like you don’t have the right coach, look for the right one. It really does help with difficult situations - and this is no exception.

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