Dear Deloitte Partners

Peering meetings are occuring throughout the U.S. firms, and pretty soon you'll be deciding on raises. "Not as much as the SOX days, not as low as last year." That's the rumor, though it leaves a braod range of 0-10% for many of us.

When you see the departures of good seniors and staff, and cluelessly ask yourself, "Have we explained the benefits of staying?", I have a question for you - have you considered the benefits of fucking paying people?

Turnover is necessary, and is a part of the Big 4. You need people to leave to keep that nice pyramid from staff to partner/director. But your "rightsizing" over the past 18 months means the voluntary turnover you're witnessing, which will increase with poor raises, is going to cost you that much more. You say "what's a few grand?" Well, it's worth it to kick in the extra 3-4K to not have to recruit, hire and train experienced seniors and managers. But you should already know that.

To the koolaid drinking swine who say, no big deal, so what if I'm not making an extra few hundred a month? I'll have an upcoming post of the self-serving idiocy of self-styled "future partners" and why they're willing to forgo short-term raises, and why that is irrelevant to the point that staff and seniors are undervalued.