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  #8311 (permalink)  
Old 05-10-2024, 02:40 PM
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Hello! Can anyone advise if a CL10 resigns in Accenture, the notice period is one month right? Also if I were to resign on the 1 Dec and I'm on notice period for one month, will I still be eligible for the year end bonus?
yes and yes as long as ur last day is after salary payment of dec.

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  #8312 (permalink)  
Old 06-10-2024, 02:20 PM
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Saw this interesting post from Reddit Accenture:

I’ve been with Accenture for a while now. I won’t specify how long or where exactly, but I’m based in North America. I’m coming to Reddit to talk about something that’s rotting the company from the inside and, if left unchecked, could ruin Accenture.

For a company that prides itself on being an expert in change, especially when it comes to people, the reliance on cheaper, often low-quality offshoring is a problematic trend. It’s also a direct contradiction to how we should be doing business. Impacts mostly from what I’ve seen:

Client Quality

First off, the work produced offshore is often poor (not always but can be). The English is sometimes bad, and the content we receive frequently lacks basic critical thinking, leaving us with low-quality deliverables.

Culture and Working Styles

The way we’re spoken to by offshore teams can be shocking. I understand that different cultures have different communication styles, but the tone and attitude we get from some of these teams is worlds apart from the respect and clarity we maintain here in North America.

Leadership and Career Development

Instead of onshore teams leading and developing talent within their own practice, they’re stuck facilitating offshore teams who are on different time zones and who they’ll never work with again. This shift undermines meaningful leadership and career development opportunities.

Rework

Often, the offshore work is poor enough that onshore teams end up having to redo it entirely—exactly the opposite of what’s supposed to create value.

All of this adds up to a bad client experience.

Now here’s the kicker: It all boils down to that upward trend on the profit line for shareholders. I can’t help but think this is a toxic trend in our economy. Once one big firm starts, they all follow. It’s up to our clients to demand better (and some already do).

I feel conflicted writing this, but surely I’m not the only one who sees this happening?

Edit: in addition, let’s not get started on the ethical implications of paying these people less to work crazy times of day? Also very contradictory to the virtuous persona the company puts on. I like it here, I want us to thrive but this is not the way.

2nd Edit: I understand the side of those on the offshore teams who bust their backs trying to work hard for onshore. Please don’t see this as a personal attack because I think part of the problem is systemic in the sense that it’s the forced mixed cultures and working styles that can cause a breakdown of comms. It’s Accentures decision that puts both sides at a compromise.

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  #8313 (permalink)  
Old 06-10-2024, 02:20 PM
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From Reddit:

Offshoring is a cost cutting approach that companies follow to generate a cost advantage. Usually, it boils down to staying price competitive.

Why does Accenture need to stay price competitive?

Not a sarcastic question, by the way. Apple products aren’t price competitive, nor is Coke when compared to drinking water.

What market leaders have is a clear definition of value, one which other firms CANNOT copy. That leads to the phenomenon known as 'sustainable competitive advantage'.

Sustainable competitive advantage is a powerful thing. It allows a company to charge premiums for its product or service, frees it from the continuous pressure of price wars, and enables the firm to deliver consistent profits to shareholders without exploiting employees. In short, it creates value for everybody - including the customers, who are willing to pay the premium.

So what is Accenture's sustainable competitive advantage?

I've sat in on presentations by PWC, E&Y, and Eccenture for the same project. All of them responded to an RFP, gave similar bids, promised the same scope, and provided largely similar data on performance, delivery and results.

No difference means it boils down to price.

Until Accenture solves that problem - until the firm is clear on what advantage it brings to the table, and gains customers acceptance of it - price wars will continue, which means offshoring and all other issues will continue.

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  #8314 (permalink)  
Old 06-10-2024, 03:13 PM
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Good input. The issue here is they simply do not care about quality, they care about appearances and lining their own pocket.

If quality is what they care, they will emphasise on building employees morale up.
But no, they rather use the 4 billion to do stock buybacks for the stakeholders for show and to inflate Accenture stock prices, meanwhile lining their own pockets as they are paid in fat RSUs or stocks.

Why would you decrease your own cash flow to purchase stocks when you already claim to be tied up for cash to even treat your employees right. Seems to me to be a last ditch effort to sell out to claim fat bonuses from the higher valuated RSUs from the stock buyback
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  #8315 (permalink)  
Old 06-10-2024, 08:37 PM
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From Reddit:

I joined when Julie sweet was hired and initially everything was great. Got promoted twice within two years, great bonus, and recognition was great. I loved working here, great coworkers, high moral, and great compensation when you work hard. After those two years, it has gone downhill FAST.

My younger brother worked for ACN as well, but in tech. He worked for the company for 3 years with NO PAY RAISE OR PROMOTIONS even though he was 100% chargeable, great client and coworker feedback, +1 leading an ERG. He left and found a WAY better job offer and he is happy, but man I feel like things have changed dramatically and other leadership that have been here for much longer feel the same

I heard Julie may be getting the boot, and I really hope so. We need better leadership at all levels that understand the people are the product. Keep delaying promotions, no pay raise during the highest levels of inflation of my generation, then you will get **** results. I don’t know about you guys, but if I do not get a bonus that helps us deal with inflation, I will be looking for another job then completely give up and allow them to fire me.
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  #8316 (permalink)  
Old 06-10-2024, 08:38 PM
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From reddit:

I will preface this with, I am no fan of Julie Sweet.

However, this is a perfect example of honing in on one data point and leading the audience to the desired conclusion.

Julie Sweet's base compensation is around 95% stock. With bonus, that # is still around 90%

If she wants to live like a real baller (which I'm sure she does) how is she supposed to supplement her paltry 1.5 million cash salary? By selling of some of the metric **** tons of stock she gets.

She doesn't have to be concerned about selling Accenture stock because she's just going to be given truck loads more.

How would you get money if your compensation was 95% stock + bonus? By selling stock you are given every year as compensation.

Again, I think Julie Sweet is a freaking Succubus. However, I don't think her stock sales have literally anything to do with her faith in the company and more to do with the mansions she wanted to buy In Malibu and Miami.
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  #8317 (permalink)  
Old 06-10-2024, 08:42 PM
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From reddit:

Hi, I was put on PIP last year because the HR required our manager to put someone on PIP due to budget. I was on CL9. Originally, all our managers decided not to put anyone from CL9 on PIP in our project because everyone delivered and contributed. They submitted this decision to HR and waited for the approval. However, the HR went back to them and told them that they have to put someone on PIP due to budgeting. Our managers were quite upset about this so they reluctantly had to rank all of the CL 9s from the project. 3 people were tied in last place and I was one of them. Hence, the 3 of us were put on PIP. 2 of those immediately resigned. I was able to pass the PIP because my manager thought that I really didn’t deserve the PIP so he gave me very simple tasks to complete on PIP which I successfully did by November 27 of last year.

However, I’m not sure if this relevant to other countries, but Accenture has this rule called “1 year cleansing” period where they have to monitor the performance of the resource that was able to pass the PIP for a year. If said resource got put on PIP again, the said resource will be automatically terminated this time. Is this true?

I’m currently on a new project and my current manager is way different from my previous manager. I feel like I will be put on PIP this time because I’m really struggling with my current project. I’m also placed on a project where I’m not familiar with the tech. I’m a DBA and yet I’m not doing any DBA stuff. Hence, I’m struggling. I really have a bad feeling that I will be on PIP this fiscal year too.

Is the 1 year cleansing period true about automatically terminating an employee if said employee got put on PIP again within a year? It’s still September, hence I’m still not out of the said cleansing period.
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  #8318 (permalink)  
Old 06-10-2024, 10:38 PM
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Oh so we just spamming BS now? ok let's go

From reddit:

Hi, I was put on PIP last year because the HR required our manager to put someone on PIP due to budget. I was on CL9. Originally, all our managers decided not to put anyone from CL9 on PIP in our project because everyone delivered and contributed. They submitted this decision to HR and waited for the approval. However, the HR went back to them and told them that they have to put someone on PIP due to budgeting. Our managers were quite upset about this so they reluctantly had to rank all of the CL 9s from the project. 3 people were tied in last place and I was one of them. Hence, the 3 of us were put on PIP. 2 of those immediately resigned. I was able to pass the PIP because my manager thought that I really didn’t deserve the PIP so he gave me very simple tasks to complete on PIP which I successfully did by November 27 of last year.

However, I’m not sure if this relevant to other countries, but Accenture has this rule called “1 year cleansing” period where they have to monitor the performance of the resource that was able to pass the PIP for a year. If said resource got put on PIP again, the said resource will be automatically terminated this time. Is this true?

I’m currently on a new project and my current manager is way different from my previous manager. I feel like I will be put on PIP this time because I’m really struggling with my current project. I’m also placed on a project where I’m not familiar with the tech. I’m a DBA and yet I’m not doing any DBA stuff. Hence, I’m struggling. I really have a bad feeling that I will be on PIP this fiscal year too.

Is the 1 year cleansing period true about automatically terminating an employee if said employee got put on PIP again within a year? It’s still September, hence I’m still not out of the said cleansing period.

From reddit:

I will preface this with, I am no fan of Julie Sweet.

However, this is a perfect example of honing in on one data point and leading the audience to the desired conclusion.

Julie Sweet's base compensation is around 95% stock. With bonus, that # is still around 90%

If she wants to live like a real baller (which I'm sure she does) how is she supposed to supplement her paltry 1.5 million cash salary? By selling of some of the metric **** tons of stock she gets.

She doesn't have to be concerned about selling Accenture stock because she's just going to be given truck loads more.

How would you get money if your compensation was 95% stock + bonus? By selling stock you are given every year as compensation.

Again, I think Julie Sweet is a freaking Succubus. However, I don't think her stock sales have literally anything to do with her faith in the company and more to do with the mansions she wanted to buy In Malibu and Miami.

From reddit:

I will preface this with, I am no fan of Julie Sweet.

However, this is a perfect example of honing in on one data point and leading the audience to the desired conclusion.

Julie Sweet's base compensation is around 95% stock. With bonus, that # is still around 90%

If she wants to live like a real baller (which I'm sure she does) how is she supposed to supplement her paltry 1.5 million cash salary? By selling of some of the metric **** tons of stock she gets.

She doesn't have to be concerned about selling Accenture stock because she's just going to be given truck loads more.

How would you get money if your compensation was 95% stock + bonus? By selling stock you are given every year as compensation.

Again, I think Julie Sweet is a freaking Succubus. However, I don't think her stock sales have literally anything to do with her faith in the company and more to do with the mansions she wanted to buy In Malibu and Miami.
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  #8319 (permalink)  
Old 06-10-2024, 10:38 PM
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Quote:
Originally Posted by Unregistered View Post
Saw this interesting post from Reddit Accenture:

I’ve been with Accenture for a while now. I won’t specify how long or where exactly, but I’m based in North America. I’m coming to Reddit to talk about something that’s rotting the company from the inside and, if left unchecked, could ruin Accenture.

For a company that prides itself on being an expert in change, especially when it comes to people, the reliance on cheaper, often low-quality offshoring is a problematic trend. It’s also a direct contradiction to how we should be doing business. Impacts mostly from what I’ve seen:

Client Quality

First off, the work produced offshore is often poor (not always but can be). The English is sometimes bad, and the content we receive frequently lacks basic critical thinking, leaving us with low-quality deliverables.

Culture and Working Styles

The way we’re spoken to by offshore teams can be shocking. I understand that different cultures have different communication styles, but the tone and attitude we get from some of these teams is worlds apart from the respect and clarity we maintain here in North America.

Leadership and Career Development

Instead of onshore teams leading and developing talent within their own practice, they’re stuck facilitating offshore teams who are on different time zones and who they’ll never work with again. This shift undermines meaningful leadership and career development opportunities.

Rework

Often, the offshore work is poor enough that onshore teams end up having to redo it entirely—exactly the opposite of what’s supposed to create value.

All of this adds up to a bad client experience.

Now here’s the kicker: It all boils down to that upward trend on the profit line for shareholders. I can’t help but think this is a toxic trend in our economy. Once one big firm starts, they all follow. It’s up to our clients to demand better (and some already do).

I feel conflicted writing this, but surely I’m not the only one who sees this happening?

Edit: in addition, let’s not get started on the ethical implications of paying these people less to work crazy times of day? Also very contradictory to the virtuous persona the company puts on. I like it here, I want us to thrive but this is not the way.

2nd Edit: I understand the side of those on the offshore teams who bust their backs trying to work hard for onshore. Please don’t see this as a personal attack because I think part of the problem is systemic in the sense that it’s the forced mixed cultures and working styles that can cause a breakdown of comms. It’s Accentures decision that puts both sides at a compromise.
wow cool story bro but


From reddit:

Hi, I was put on PIP last year because the HR required our manager to put someone on PIP due to budget. I was on CL9. Originally, all our managers decided not to put anyone from CL9 on PIP in our project because everyone delivered and contributed. They submitted this decision to HR and waited for the approval. However, the HR went back to them and told them that they have to put someone on PIP due to budgeting. Our managers were quite upset about this so they reluctantly had to rank all of the CL 9s from the project. 3 people were tied in last place and I was one of them. Hence, the 3 of us were put on PIP. 2 of those immediately resigned. I was able to pass the PIP because my manager thought that I really didn’t deserve the PIP so he gave me very simple tasks to complete on PIP which I successfully did by November 27 of last year.

However, I’m not sure if this relevant to other countries, but Accenture has this rule called “1 year cleansing” period where they have to monitor the performance of the resource that was able to pass the PIP for a year. If said resource got put on PIP again, the said resource will be automatically terminated this time. Is this true?

I’m currently on a new project and my current manager is way different from my previous manager. I feel like I will be put on PIP this time because I’m really struggling with my current project. I’m also placed on a project where I’m not familiar with the tech. I’m a DBA and yet I’m not doing any DBA stuff. Hence, I’m struggling. I really have a bad feeling that I will be on PIP this fiscal year too.

Is the 1 year cleansing period true about automatically terminating an employee if said employee got put on PIP again within a year? It’s still September, hence I’m still not out of the said cleansing period.

From reddit:

I will preface this with, I am no fan of Julie Sweet.

However, this is a perfect example of honing in on one data point and leading the audience to the desired conclusion.

Julie Sweet's base compensation is around 95% stock. With bonus, that # is still around 90%

If she wants to live like a real baller (which I'm sure she does) how is she supposed to supplement her paltry 1.5 million cash salary? By selling of some of the metric **** tons of stock she gets.

She doesn't have to be concerned about selling Accenture stock because she's just going to be given truck loads more.

How would you get money if your compensation was 95% stock + bonus? By selling stock you are given every year as compensation.

Again, I think Julie Sweet is a freaking Succubus. However, I don't think her stock sales have literally anything to do with her faith in the company and more to do with the mansions she wanted to buy In Malibu and Miami.

From reddit:

I will preface this with, I am no fan of Julie Sweet.

However, this is a perfect example of honing in on one data point and leading the audience to the desired conclusion.

Julie Sweet's base compensation is around 95% stock. With bonus, that # is still around 90%

If she wants to live like a real baller (which I'm sure she does) how is she supposed to supplement her paltry 1.5 million cash salary? By selling of some of the metric **** tons of stock she gets.

She doesn't have to be concerned about selling Accenture stock because she's just going to be given truck loads more.

How would you get money if your compensation was 95% stock + bonus? By selling stock you are given every year as compensation.

Again, I think Julie Sweet is a freaking Succubus. However, I don't think her stock sales have literally anything to do with her faith in the company and more to do with the mansions she wanted to buy In Malibu and Miami.
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  #8320 (permalink)  
Old 10-10-2024, 11:58 AM
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Default Yearly Increments & Promotion Hike

I have recently been offered a role and I was wondering what is the generally yearly increment (%) generally and how much is the salary hike with a promotion from Analyst to the next level?

I am sorry if this question has been asked but I can't seem to find the most updated values..

Thank you!
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