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Worst process to get into project in nagarro.
First go through the internal project interview then client interview if not selected then again tons of interview.Why they people take interviews at the time of hiring.
I am feeling depressed now.
In this tough time where companies are firing their employees, i am not having any project due to this pissed process in nagarro.
Joined on 1sep 2022.One more interesting fact giving interview in zs associate account(contractor) I never want to work as permanent.
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Anyone have a crypto kitty?
Hi Fishes, I am considering a Senior Engineer role with Alteryx (previously Hyper Anna) Sydney. If it's not too much trouble, I was hoping if anyone here could share their experience of working at Alteryx Sydney in terms of Culture, work life balance, politics, work pressure, people, Leadership and product. Thanks.
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Hard pill to swallow: Agile is not always the answer
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It's a plot that's scattered!
It will show how scattered your brain is and whether you are worthy of good rating
Oh hello there! How nice of you to join us from the rock you've been living underneath
Have you not been part of ANY performance calls? All of your performance check-ins equate to a plot point. You're then measured against the rest.
Lol wtf is Deloitte doing
RIP DD1 rating
Note that final ranking is still done manually so you could be in 99th percentile of hours and receive top ratings for all of them and still only get a 2/3.
I'm so frustrated about this! I've worked my ass off all year and if the scarterplots for PRDs get me to a 3, I'll be leaving soon!
Its a cluster feck plot. Talent believes everyone will be spread across the 4 quadrants (they have the weirdest axis) but thats not true. Everyone will be overlapping in the top right with one or two few unlucky ones in between. Then some panel that know nothing about u will assign rating based on ur face !!! Counsellors and ur network has no say. It will be a that panel. This is really screwed up
D5, Apology... I love this scatterplot
Dd1 I am part of the panel, so....
This seems like it would be very toxic to culture. So you know everyone else's ratings?
@EY1 This is in reference to our new and way more complex (yet still equally arbitrary performance management system).
It's a bit frustrating as you really don't know what your manager said about you. He could say one thing to your face and write an entirely different thing in the snapshots. Even your counselor doesn't see that text.
Don't be so hard on OP- maybe they started today. You'll learn about it on Fishbowl if not elsewhere.
@D5 apparently you weren't listening during the calls either. Your counselor still presents you, and rating determination isn't made solely based on the scatterplot
But ur counsellor can't propose a rating and the suggestion is the rating is decided later and counsellor will know the rating later. Promotion readiness is subjective as well, ur counsellor will present and go away, final decision will be taken later by the panel. Thats what is the rumour. A lot more power to panel 💪🏼
The scatter plot is anonymous. And it's barely different than how things used to be with PEs. All this does is swap PEs for a scatter plot.
HR goal - remove the rating number so ppl don't have to justify why 1 or 2 project ratings throughout the year are suddenly 3 year end ratings. Reality - too many ppl in upper right quadrant for because 1) they aren't the right questions 2) reviewees selecting ppl that will give them favorable feedback, 3) different expectations among groups, or 4) ppl really don't know how to align tactical (you did the ppt right) versus strategic (your career is or isn't professing how it should) feedback, or (lastly) 5) the expectations amongst groups is too broad. I'm sure it will be reviewed and changed dramatically now that consulting is on the system.
For those of us looking to join Deloitte down the line, can someone ELI5?