{ "media_type": "text", "post_content": "What is the next lollipop to be thrown at this after may 27 to make us stay? I am manager and half of my team is resigning after taking the bonus. What will the firm try to make these people stay? Any insights from the leadership group in this bowl", "post_id": "62639bc0abb70600323b886a", "reply_count": 46, "vote_count": 8, "bowl_id": "603bffa1824b0d002258e515", "bowl_name": "Deloitte USI", "feed_type": "bowl" }

What is the next lollipop to be thrown at this after may 27 to make us stay? I am manager and half of my team is resigning after taking the bonus. What will the firm try to make these people stay? Any insights from the leadership group in this bowl

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I think if Deloitte provides Work from anywhere then people will stay. The entire team can connect say for a week in office in 3 months. And let them work from wherever they please for the remaining days.


If you are a manager and your team is leaving, then you probably don't deserve to be manager. If only money was the motivator, then half the world will be selling coke !


I don’t know what Lolipop will be given to all the D employees on 26 may who are working effortlessly to make sure D is achieving all it goal before deadlines but I can share my personal finding what I have seen in recent times -
1. Hikes - D was very very late in the game and it was not enough. Not sure why D took 9-10 months to realise that it is paying very less to its Loyal employees after they left the org for fair compensation.
2. Hiring strategy -Again D was very late in the same not sure …. But they were very aggressive that they compromised with the quality. Don’t know why D compromised with the quality when it is know for the best in class consultant. Isn’t it bad for the D brand.
3. Compensation/roles- people working for Deloitte for more than 1 year got no promotion because of So called D policy (no promotion on first year). But personal joining at same experience is hired for next level and yes compensation difference is huge - 10 Lacs.

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I feel if Deloitte introduces WFH instead of calling everyone back to office. Making return to office compulsory on the name of networking is not genuine. I would stay for a company providing permanent wfh even if I get 50% hike somewhere else.


Right, there should be an option to choose between WFO and WFH . What if I don't want to build my network but stay where I am. Networking should not be forced.


Whatever the hike may be, please don't forget to minus the inflation rate 7%


Doesn't matter what ever firm is doing people will leave. The firm can't give 100% hike year to year on basis. People has to understand this. Looks like greed is playing a main role now


This has been a case every year. Before pandemic, our leaders will be at the edge of their seats in Sep to see how many people are going to put down papers after hike letter. This year is will be no different. We have to accept that with given inflation and ever increasing needs, people look out for better offers. You and me will be no different if we get extra 60-70% for the same work what we are doing rn.


It's definitely the WLB for me. And the same I've heard from other people in my team. I don't feel the leadership is taking any steps to improve that for us. Instead we're being overburdened with the work of those who are resigning.


So true!!


How is the work life balance in Deloitte USI, if it is poor, can it be also a reason for people to leave?


Half of the practice is planning to resign and leadership is aware about this but they can't do nothing about it. 🤣🤣


This is the story every year, nothing new about it.
People wait for hike letters to negotiate a better offer outside.

Acha h jare h , people like me happy with 30%Hike YOY if i get i will stay for long.


I prefer WLB over money. D has already stressed me out a lot. This is also a reason people leave after taking the hikes. Working 12 hours is so common here. If a project need 3 people , only 2 are mapped. Maybe leadership should do something on this regard.


They will give retention bonus to try to retain talent. In one of the audit leadership call they told that it worked for them to retain employees.

Yes one of my friend in Consulting got it last year

This is something which cannot be controlled until demand and supply gap comes down

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