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.
Saturday, April 17, 2010
Tuesday, September 8, 2009
File under "Wha-?"
Straight from Undle D's website:
'BusinessWeek' ranks Deloitte a best place to launch a career
BusinessWeek magazine announced its Best Places To Launch A Career ranking, and Deloitte claimed the top spot for best employers for new college graduates — marking the second time Deloitte has received top billing on BusinessWeek’s distinguished list.“This is outstanding,” said Barry Salzberg, CEO, Deloitte LLP. “We can all be proud that we’re recognized once again as the place to launch a career. Nothing matters more to us than our people and their success — and we’re committed to making that clear from the moment they walk through our doors.” (That's clearly not the case, but more on that later - Ed.)
"Being ranked number one is an especially great honor. The ranking both recognizes our ability to attract top talent and tells a compelling story about how the Deloitte workplace is experienced by our young professionals,” said Cathy Benko, chief talent officer, Deloitte LLP. James Jaeger, managing partner, Talent, Deloitte LLP, added "our continued high ranking on this list speaks volumes about our ongoing dedication to our talent. We strive to provide our people with challenging growth and development opportunities, while placing a strong emphasis on the importance of career-life fit, in an attempt to enable our talent to create the Deloitte that’s right for them."
First of all, you provide these benefits in the eyes of just enough people - the type willing to fill out the Businessweek surveys - and assume the rest who don't feel as cheery are full of shit. You've fired so many people, the disaffected are mostly gone.
Or are they? Want to see how significant this distinction is when the economy picks up? You have professionals who are captive to the market, just laying in wait for the inevitable opportunity when you're the last to start paying market salaries. When your more talented employees get fed up with poor compensation, we'll find out how much you've thought of human capital.
'BusinessWeek' ranks Deloitte a best place to launch a career
BusinessWeek magazine announced its Best Places To Launch A Career ranking, and Deloitte claimed the top spot for best employers for new college graduates — marking the second time Deloitte has received top billing on BusinessWeek’s distinguished list.“This is outstanding,” said Barry Salzberg, CEO, Deloitte LLP. “We can all be proud that we’re recognized once again as the place to launch a career. Nothing matters more to us than our people and their success — and we’re committed to making that clear from the moment they walk through our doors.” (That's clearly not the case, but more on that later - Ed.)
"Being ranked number one is an especially great honor. The ranking both recognizes our ability to attract top talent and tells a compelling story about how the Deloitte workplace is experienced by our young professionals,” said Cathy Benko, chief talent officer, Deloitte LLP. James Jaeger, managing partner, Talent, Deloitte LLP, added "our continued high ranking on this list speaks volumes about our ongoing dedication to our talent. We strive to provide our people with challenging growth and development opportunities, while placing a strong emphasis on the importance of career-life fit, in an attempt to enable our talent to create the Deloitte that’s right for them."
First of all, you provide these benefits in the eyes of just enough people - the type willing to fill out the Businessweek surveys - and assume the rest who don't feel as cheery are full of shit. You've fired so many people, the disaffected are mostly gone.
Or are they? Want to see how significant this distinction is when the economy picks up? You have professionals who are captive to the market, just laying in wait for the inevitable opportunity when you're the last to start paying market salaries. When your more talented employees get fed up with poor compensation, we'll find out how much you've thought of human capital.
Hello
This blog is dedicated to the goings-on of Uncle D, Deloitte & Touche LLP, and its current mismanagement. Deloitte's response to the credit crisis, and its treatment of lower-level employees, prompted me to set up this blog. Much more to come on a firm that has become an unfunny Dilbert cartoon.
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