Trending @Accenture; AMA:

Here’s a big picture since I have worked in similar capabilities and I know why they ask for this,

1. There are too many people so they need an easy way to rank them. Easiest (rather laziest) way is just count the papers, articles, certifications and do a math. This is like a social score.

2. By asking for all this, they may actually hit upon something that they can share as a credential with the internal leadership or the client which is a big part of a capability’s outcome within Accenture. Capabilities are supposed to be knowledge houses so this will justify their existence. Have seen SMs, MDs shamelessly add their names and market themselves,

Now coming to the PIP threat. If I was you then I’d start searching outside or try to change the team. Working under such terrible leaders is not worth your time.

If you don’t have the skill to search outside then start building it right away because you have time until December (if even you land in PIP). But you should an exit plan. There’s big world outside your team.

@archerbanyan Thank you so much for the clarity-filled answer. Sadly the leadership refuses to communicate like this in reality, again another PIP threat by SM. And yes I have the leadership which loves to publish blogs and POVs as co-author. Need to find a away to move out of capability.

B Schooler?

Means?

2. Yearly hike

My onboarding happened on Jan. I've enquired some experienced ASE's and hell lot of blogs and posts, as per their knowledge ASE's hike and promotion are decided by central team not the project and will get the yearly hike in the next most cycle after completing 1 year which i should've got in this March but didn't.

Company profit/loss should not affect the people at CL-12 ryt? Atleast that's what I've seen and heard.

Whaaaaaaayyyyyyyyy? 😫

3. Variable Pay

ASE's who are in project and Bench both got the full variable.
What's point of being in project and giving it all if an ideal person is getting the full variable without sweating. 😵‍💫

I'm looking forward for your response, i beleive it's gonna be interesting atleast to me 😀

@RobLucci I know about TechLeap and have been part of a grievance raised by a Level 12 so I can give you a bit of direct information.

TechLeap evaluation and scores are NOT connected to the project. We do not have access or know the results. By not promoting you, there is hardly any money saved! Your billing is too less to matter at this level!

Ask the Techleap team to share the exact percentage of your score. Maybe you missed it by a slim margin.

@Illuminati99 Last couple of years haven't been the best for hikes for some teams so am not surprised that there has been a difference between new hires and existing employees. So, you're observation is right.

But here's a different perspective. I've worked for 10 years and my salary went up 4 times. I'd probably land with the same package if I moved 2-3 companies in the meanwhile.

Here's the math for consistent performers.

12-15% every year. Around 20-25% every 2-3 years when you get promoted. And if you buy Accenture stock at 15% discount then you save even more. Compound interest works well in the long-term.

Also, people who come with high packages (don't trust people on face value when they boast their package!) generally don't get a hike the next year and so on. Their salary gets adjusted unless they are a very rare exception. Their immediate hike after joining will be minimal.

A lot of people I know who chased big packages landed roles where they've ended up working 14-15 years and burnt out! And because of an extremely high package, they can't switch companies easily either.

@SimilarCash0 So, there are two ways budget gets distributed end of the year among promotes and DAs.

1. Communist way - Keep everyone happy. So, you give a little to everyone.
2. Capitalist way - Distribute most of your budget to the top performers. Give a little to everyone. (Which is the right way)

Your talent lead is probably trying to keep everyone happy by distributing it among the team members because they probably feel there is an attrition risk.

About the management asking you to spend money for client visits - that is absolutely unethical and wrong. You should bring it up to the skip level lead or HR and ensure this person is set right. Every team or a client event is pre-budgeted.

Are there client projects without budget? No. Accenture will not sign a deal client work if there is no good margin.

If you are comfortable, may I know your current CTC?

What you’re experience is the reality in most teams.

At your level, I’d suggest not to worry about appraisal or peers (otherwise you will become goal-based and overwork) but evaluate if you are learning the right skills (tech and soft skills), getting the client exposure which will make you a leader in the long term and most importantly if are working with the right knowledgeable people. This is the foundation which will separate you from the rest.

You will realize as you progress that a lot of people lose fire in their belly because they are cynical. Some start dropping their hat because they have overworked or don’t have the right skills. So, as of now consider this phase as a foundation at Accenture or anywhere.

Thanks a lot. May be this is what I wanted to hear. Yes. I'm in it for a long haul

Change your skill. Get trained on any of the tech skills such as node or Python or any automation. PMOs are generally the last to be considered for promotion or any bonus.

Work-life balance is a myth in service industry where the business model is based on keeping the client happy and generating more sales with more billing. So, you are at the mercy of the client at most times.

The only times I have seen them are:

1. You have a hot skill such as AI which is in demand and work at your own terms as clients understand the novelty.

2. A project is solutioned extremely well and your leadership team has a good relationship with the client, you will grow naturally as the account grows.

3. You work under great managers who squeeze work from you at times but also compensate you when there is no work load.

Your growth and work-life balance is directly impacted by the quality of people you work under and the project status.

For Accenture Technology, promotions happen during mid-year and annual. Mid-year to contain any high risk attrition for exceptional candidates. The percentage for mid-year is generally a fraction of the annual promotion. For instance, level 10 - there will be 1 slot for 50 candidates during mid-year compared to 4-5 slots annually.