Trending @Accenture; Exit Thoughts || For everyones awareness and engagement
While being on exit path, one should look for what all things.
As performance review cycle is already going on while on exit path. Drop your concerns, problems, solution which may help anyone who is expecting exit by oct, nov, dec, jan.
I have experience for 6 years, working in Accenture since 2023, I have a package of 6.3lpa, still in L 11.
I have Data engineer experience for the past 3 years with tech stacks python, basics sql, airflow, spark and exposed to web development with flask, dash, and have built rest APIs, dashboards.
My work load is getting low nowadays and I feel like I am not gaining any experience.
I feel like moving and whenever i start to prepare for an interview, I get some work until then no work came, then kept on procrastination, this cycle going for me for the past 2 years, need to prepare strongly and align with market standard, could you or anybody suggest me your opinion and suggestions please.
I have hearing issues, whenever I get a call i tell them to text me and that's stuck, and even if somebody pings they are asking immediately joiners only. Really frustrated and started feeling like I was losing everything.
Thank you for bringing such a realistic issue.
Your package is low as per market standard but not too low.
You need to apply for jobs on daily basis on different platform and carrier portal. If they require immediate joiner say you can join them in 30 days based on what they are seeking.
Give the interview it will bring more knowledge and get you prepared once you get rejected and in similar fashion keep on doing until you get the job from someone who can wait for 3 months.
And while on notice then go for negotiation with accenture they revise your package by 15 percent, if not go outside and get a better offer from competitors.
But if you think you will study and then apply and only apply when they give you 3 month serving notice will be less change try what I suggested after 4 months you will come back here to say thankyou.
You should definitely switch now.
Why putting notice period people into PIP
Should not keep them in PIP, until they show bad behaviour or very bad in their skill.
And doing so without informing the person in notice is coward act and wrong. Are you been asked to name someone like that or your manager has purposely given?
I am specifically talking about the cases which is happening during appraisal for the people who are on notice. Yes, my manager was asked for several high performing individuals who are serving notice and also for few who are not serving notice. Many were Ready Now or Promote Now cases among them. Even if he refused Group Leads, TL, and HRs are doing it. Why would anyone do this.
In Group Lead Discussion I am aware AD and MDs are there. So I am assuming you are there. Can you shed some light. Why do we have to reach a target of 10 or 15 percent PIP. From where this direction is coming? It means that Accenture has not estimated correctly during hiring which means this is clear failure on leadership and HR side. Why should employees suffer due to this.
Hi, I am on notice period currently, I have been working in the same project with Accenture for last 4 years with zero escalations and negative feedback till date. I have very good relation with my people lead, client and team. I have requested for roll off after these many years and it somehow triggered the management. I waited for 3 months yet I didn’t get roll off , with no option left I have kept papers. Yes I risked my career but what to do my mental health is just going worst day by day. Even during notice period I have been assigned with multiple task and asked to come to office. Still I choose peace over arguing with them. Yesterday on workday, I was given the worst feedback I can imagine. I am unprofessional troubling Accenture relationship with client it seems. I became speechless. When checked with my people lead he mentioned that his hands are tied and he was asked to put that way for pip December PA cycle to satisfy the bell curve. Seriously? Only because I asked for roll off? They made my life hell. I am clueless now. Wanted to know what will be the impact of this on my experience letter or exit documents? Can a person already notice period be applicable for PIP or any other action? And one last thing, since you are a director level person I hope you would be having the power to raise your voice and change things at Accenture. Honestly I feel Accenture is turning into a worst workplace, please save Accenture from this bad name. I always respect Accenture but few people from the management are degrading this. I gave beyond my best in last 4 years, client has shared 3 paragraph about my work over LinkedIn. Only and only because I asked for a roll off and didn’t agree to the little adjustments offered to my concerns, my senior manager took things personally and kept me in this situation. I never had plans to move out of Accenture especially when I am never to my gratuity benefits. My project is literally sinking today , I fear hardly within couple of months Accenture will lose this client. I bringing this to your notice not because this happened with me but with hope that this doesn’t happen to anyone in future
Omg so bad happened to u 💀💀💀. I can understand how boring it can be to stay in same project for 4 years with good reputation and suddenly....
Bravo! Love to see respect for accenture.
What's done by your TL is unprofessional, kindly raise grievance for her and manager.
PIP mean no hire if you are on notice period which may impact your background check not now but later in future.
Collect all the evidence of your work through out the year write it well, and raise grievance even though your TL has good terms with you; you have to do it for yourself no one in future will come for you to remove no hire tag. Also if as TL if they care they would't say their hands are tied just they are ready to do injustice to save their ass. You also say you have your hands tied due to future background check in other company and don't listen to them just escalate.
Doing this you are bringing voice in management ears along with that HR submits data on such cases in executive reports which outline the malicious practices and to have more employee centric policies for future.
Sir, what is PIP percent this year? what are all the formalities, I was given a feedback over a mail with 1,2,3 line managers which was completely false my effort was not recognized whether they roll off, PIP or layoff, last year same happened
Same condition for me. I will be their target for this year to put in pip.
Sir, if they have not recognised your efforts so that your responsibility to highlight and write a reply back on their review over same email mentioning you don't align with their feedback as they need reassessment and add all the good works you did even changing shift or supporting shift of other person, appreciations, changes that you bring in the team, total incident handled by you , changes raised by you, their can be many thing and then drop the message. This will really help to challenge your PIP and it was get cancel and your people lead or manager will be questioned for giving PIP to a wrong person.
I'm a L9, 40 MAL, 130% chargability, multiple BDs and +1s with 3 CAI as promotion ready and excellent feedback across board.
Despite this my MD is blocking my promotion and I am so done with this. Not asking anything from you, but please look into such cases at your level.
I was always motivated and picked up niche skills, and Accenture has successfully turned me in a demotivated worker who is just doing enough to escape PIP. What's the point of such politics? I get that favouritism exists and will exist, but come on, don't be so blatant about it.
Good hear, your MAL is relatively average; changeability shows you are alone doing work as overtime which you shouldn't as manager you have to bring team upto speed and make sure your SME works and other team member share equal work and if you are in 24*7 and have high changeability then you need to reanalyse as TL that by you need to work extra even though team is there, raises concern that your are not training them.
TL get promotion not because of individual performance because of teams performance and what they make thier team a highly skilled professional or not.
Because you have lead in your next promotion place and you might need to move out depends on project capacity to hold you, in those circumstance will your SMEs can run the team without you.
Did you training any resource as your replacement to be as lead and many other factor.
With the points that you made are centric to you, doesn't sound with leadership quality.
That is the reason most of the TL don't get promotion in very short span, everything is counted and then a decision is made. Hope you are able to fill the gaps and then the see the result.
How many resources you have appreciated in the year, how many you bring to the speed, this makes you a leader not only just work with changeability 130 percent that makes you a good SME.
I am l12 working in shifts for the last 6 months. Suddenly, my start is deteriorating due to this shift and currently I am admitted to the hospital. Can I ask PL to give a permanent morning shift? If he rejects it, will he make the issue of it during the performance review? Worst case can he put me in PIP?
Your concern is valid but accenture operation require rotational shift in 24*7 support to give every resource a fair shift.
If you have legit health issue, you can produce supporting document to HR and your people lead and based on that you will be provided 2 month of shift relaxation and then an analysis will be performed to make decision weather then can put back in shift.
And in case many of your team people raises same concern in such cases Manager are allow to give release to resources and onboard bew resource for project running.
For health concern no one can put you pip or mark bad in any performance review just based on your health it includes multiple factor if you qualify those then you won't be marked for PIP.
What kind of supporting documents can I give? Can you please provide a preference document list or soft copy
In how many years minimum-maximum you have seen or may be it is org policy for promotion from Associate Manger to Manager ?
Min 25 months, now proficiency need-to be P4, rest remains on what you bring in the project and leadership should be aware of your name, project budget for promotion candidate.
Max can't say it fully depends on your skill, your competitors, what you do apart from your tool/domain in project, team management and so on.
Can you let me know if working from a different location other than base location is possible or not? And if so, what to do if manager does not allow.
You can but your people lead should allow he/she must be getting email every two week with location and your attendance.
Also, you manager can also fetch the same from the tool but that managers rarely do as its people leads job to ensure you come to office and managers are directed to bring the percentage of RTO to reach the targeted figure.
My manager is not allowing me for this. Anyway that I can still convince him?
Hi, I've around 10.9 YOE and associated with Accenture since 2017. I'm at level 9 from 2022. My package is 17LPA fixed. Currently I'm doing wfh till next few months, however I'm in tention constantly like what'll happen when they call me office (which is 2500km from my hometown). How I'll shift my family to another different place and how I'll live with family with such a low package, in high expansive city. I tried switching to increase my package but not successful yet, given 7-8 interviews but not hear back after technical round. Please suggest me what should I do? How should I become tention free. I have much depends in my family and sole earner, that's why I think so much.
If your are the soul bread earner, then ai would suggest you not switch at this moment.
Just try to have a good repo with your lead, and raise a transfer request and get it approved from him.
You can raise to nearby your hometown or any good tier 3 cities, their you can manage money, good school for your kids and low expense which eventually beat anyone with 30 fixed in banglore/mumbai.
Accenture options are: Jaipur, Indore, Coimbatore, trivananthpuram and some other tier 2 cities they have very good infra also and very affordable and better in life then tier 1 cities, need not to spend much travelling time to office also if in case it is 5 days in these cities.
