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Looking for a TikTok referral please!
A leading MNC require following profile for their Finance project.
1) Asset Management
2) Organisational Change Management
3) Compliance Management
4) Financial Accounting/ Budgeting
5) Information System Security/ Firewall
Role - IT Consultant Exp 6-10 yrs
Role - Sr. Consultant/Asst Manager Exp 12-16 yrs
Candidate should be ITIL certified with hands on exp in Organisational Change Management. Good exposure with ITSM methodology. Please send ur profile urgently on happygk11@gmail.com
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Looking for some advice on the following - I want to make a pivot back to client services, specifically advisory/consulting/transaction services. I have 4 years public accounting experience, and 3.5 years manager experience within the corporate controllership function, both technical and SEC reporting related (more technical than SEC). What roles would I be a fit for? Public experience includes tax and audit. EY PwC KPMG Deloitte
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Make $120k Accenture now doing tech implementations, just got offer 200k TC EY business consulting. I love my job, have a great WLB (working 20 hours per week, no travel, clear path to M in about 1.5 years) - am I an idiot for even contemplating staying? What I would be doing is more PPT/functional vs Onestream/technical which I do now.
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In my experience, top performers are pretty transparent about their long term career goals so I would imagine it’d be the opposite. They make their managers aware of opportunities they want to reach their goals and at what point they’d have to search externally. They are proactive in seeking mentor ship within their organization to receive guidance on their goals, so I would ultimately think that if they feel supported, they will share their anticipated exits or at least give some indication.
SA 1 - I agree with you 100%
Agree with ^SM1; Also, they start pulling back and saying “no” gracefully to things that can increase the workload —> making time for the job search process
Yep. I’m doing this right now. Saying no to working on engagements that I did not personally sell to give me flexibility to interview etc.
When they get passed up for a promo, and or don’t get a rating they deserved.
Ding ding ding
Highest probability sign is when their managers describe them using terms more commonly associated with prisoners on parole.
People ranked top 10% at Deloitte were the quickest to leave my year I made engagement manager , most including myself acted stealthy. It was due to the fact that even though we were literally the best performers the raise and bonuses still sucked
Asset management
People are pretty stealthy about it because so many of the firms cultures don’t really promote raising dissatisfaction. And many people who are high performers basically become dumping grounds for all directors for PD and BD work.
SC1 That's consulting for you. Always getting fat and building a layer or three of fat in some people's pockets, but God forbid there's a period of scarcity because it's suddenly everybody's fault and responsibility to go foraging.
I’ve been called a flight risk most of my career, looking or no. Generally I’m a high performer. In my case leadership identified I could leave just about whenever I wanted and find comparable or better. I think it’s unsettling for some organizations to recognize their employees can choose where they want to work.
Manager 1 ^ interesting point, well said
When they start questioning utilization and different practice options.
K1 we stay away from staff aug
How about you reframe the question: What are the key factors that push a top performer away?
Unfortunately I don’t think that is the objective of OP’s question. Seems like they are trying to figure out someone they want to staff is going to leave or not
One easily recognized sign is when the partner takes credit for the work of top performers publicly and fails to acknowledge them. Matter of time from that point onward.
I was pretty stealthy, everyone was surprised when I left
I was very obvious that I was going to leave
I would imagine that having a manager trying to investigate who might leave would lead someone to be a flight risk
Yep
Makes everyone paranoid, they start planning for a backup plan if they get fired, they find a great new job, and they actually leave without ever having been a flight risk until afterwards
The signs do not always come from the one who is a flight risk. It comes from the manager, the company, your team and even a client. Your actions/behavior as a manager or one of these make a lot people a flight risk. As the boss check up on yourself first or get checked by your peers, juniors, friends, family, SO, or whoever's gives you good advice you are not able to listen to The know your flaws. Learn great leadership. Empower people.
If a manager bullies, disrespects/abuses/gives a very bad eye contact to someone that is a sign and makes that someone a flight risk. They can leave on the same day if they have confidence.
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“...Gives a very bad eye contact...” soooooooo , does this mean dirty looks or that my social anxiety is making people a flight risk?
It’s a sign when they have a terrible manager that doesn’t know how to manage a team
I had two really bad managers that were promoted from SC to M too quickly...no ppl management skills, empowerment, or ability to provide constructive feedback. I went to industry and later found out both were let go.
In the end, managers set the tone on the project. I never thought about leaving until they treated people so poorly yet couldn't deliver on their own work.
Dirty look. My post was just general advice and it may not even apply to what you have done. You may have done all good things and the trigger is not you. Someone/something else can trigger the flight.
You can control your social anxiety. If it is there people can see it easily.
Who gives a shit? If you like him - hire him. Make him valued and give him what he deserves. If not, just move on
I'm a high performer, and when I'm ready to leave I find my replacement and make the transition easy
Not something you can really do secretively in most situations