Roles in accenture singapore

#**8391** (**permalink**) 10-11-2024, 12:12 PM

From Reddit:

It is such a classic, every year, whether the slots are big or small. Yesterday, I was talking to my PL, we discussed what could be the issues and the solution:

We have way too many managers and MDs, and on top of it, we made a lot of acquisitions. MDs and managers don’t go higher or lower or change the company. The talent we hire gets stuck max at L8, and that is if they are lucky.

AI is changing our business model more than our clients. We delivered the boring work that client needed and it was a nice boring money. That stream will end, I guess that we are at the beginning of that end.

We expect people to make sales, but we don’t want to invest in them. The people who are capable of creating high quality assets (not stupid slides, but actual code repositories, research and anything tangible) are mostly staffed in projects with an expectation of 100% chargeablity. While the people on bench are not expected to do any asset development (I am sure that there are individual cases, but I speak in general). We are inefficient. You have seen the posts of people being on bench more than a year, and people giving tips to each other about how to stay on bench and not get hired. This cannot go like this for so long. Either we utilize these people, or we let them go.

We need to change our approach, we need to change our business model, we need to employ AI in our company in almost everywhere. We need a lot of specialists who are going to do 10 men work with AI tools and we need to prepare these people beforehand. We don’t need managers everywhere, we don’t need levels for corporate functions. We don’t need to give millions of bonuses to single individuals. The pay gap between the lowest and the highest paid employees shouldn’t be this high even in the same region. While 80% of a branch is having salaries with 5 figures, we cannot pay millions to that branch’s leadership. If leadership leaves the company because of lower pay, then let them go. There are so many motivated individuals who can do at least as good as the ones who leave for the lower pay. We are endorsing leadership skills all the time, but non of those leaders prioritize their teams and people over their fat bonus. Non of the “leadership essentials” worth listening at that point. Even though acquisitions make sense to our leadership, they are becoming a load on us in long term once the projects of the acquired companies end. We have a lot of structure and model issues. If we don’t fix them, we will have problems that are worse than our current situation. Sorry to the leadership if it sounds so harsh. But you are the ones that are responsible of this situation, not a L11-10-9-8 that works their ass off to increase their salary 20-30% so that they can cope with the inflation and provide slightly better life for themselves and their families. I also have a word for people who are on bench for a long time. Ladies and gents, if you are on bench and feel like you don’t have something to do, you are doing something wrong. Talk to your managers, look for the required skills in job openings in LinkedIn and up-skill yourself with whatever is looked for. At the end, you will either find a project or a new job. Otherwise, you are just burning your career and somebody other than you is paying for it.