| Today 11:33 PM |
| JustATiredManager |
Quote:
Originally Posted by Unregistered
lol people who knows are all stating facts. Wow her luck must be AMAZING to be LUCKY to fast track twice lmao when company not doing well. On the project and ive seen her openly cry in office cos of what? Cos she stress lmao. Is she ready for the next level? Do SA or even C level cry in office just cos they stress and cannot cope? Sorry she just sound like someone who is fast tracked when she isn’t fully ready. Period.
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Crying is not a sign of weakness, the level of toxicity in this comment is. For your sake, I sincerely hope you try out other projects, firms or supervisors and you will realise luck is hardly a major factor in most cases since bs doesn’t going very far for most supervisors. Even if it does/did work, neither that person nor the supervisor will likely go high or far.
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| Today 10:20 PM |
| Unregistered |
Quote:
Originally Posted by JustATiredManager
If you have shown leadership skills in your own rights, client facing achievements, “Plus Ones” and have certifications (certain Pod Leads are particular on this), it is likely one will get promoted when the MAL is ready. However, these few years the budget (hence slots) is limited so it comes down to the finer details.
Do also note that there is two additional layers of moderation - 1) Project Senior Leadership (eg MDs) and 2) Pod Leads. Unfortunately, different Pods have varying slots due to the relative financial performance of the Pods which are outside of L11-L7 control since sales are typically managed by L6 and above.
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Just observe and see cm pod is the smallest pod across all these years and generally promotions are only a handful less than 5. In normal or bad years maybe none or 1-3 max. There are capable people in this pod that I know too but because of such those good ones in the pod aren’t happy about it. Especially heard the pod lead don’t really care about the pod and the promotions for those under it, always give all sorts of reasons and say all project decision.
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| Today 10:16 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
can stop raining on other people's parade?
she is a xmm that got lucky, so be it. work harder
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lol people who knows are all stating facts. Wow her luck must be AMAZING to be LUCKY to fast track twice lmao when company not doing well. On the project and ive seen her openly cry in office cos of what? Cos she stress lmao. Is she ready for the next level? Do SA or even C level cry in office just cos they stress and cannot cope? Sorry she just sound like someone who is fast tracked when she isn’t fully ready. Period.
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| Today 09:52 PM |
| JustATiredManager |
Quote:
Originally Posted by Unregistered
Can my PL initiate the promotion convo for me with management, or it has to be initiated by the project or pod?
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Generally, the TD process is as such:
1. HR will provide guidance to projects with “guidelines” (dependent on financials)
2. Project TD will commence about 4 weeks before the Pod TD
3. Pod TD will commence and only discuss P1/P2/IP and/or those with high MALs and/or those with disciplinary issues (eg complaints, missed timesheet). PLs are then informed to attend these sessions.
4. Pod Leads will make the final recommendation to HR
5. Senior Leadership will moderate if required with both Project and Pod inputs
As you can see, PLs have little influence on the entire process per se as PLs are often not direct supervisors of the counselees (hence a “smaller voice”). But PLs can try to help if there are other “supporters” within/outside of the Project of the counselees (eg other PLs/leadership who can vouch).
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| Today 08:07 PM |
| Unregistered |
Can my PL initiate the promotion convo for me with management, or it has to be initiated by the project or pod?
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| Today 02:49 PM |
| Unregistered |
any good news in ACN recently?
any corporate discount we can make use of?
the last good one is the NIKE one
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| Today 02:12 PM |
| JustATiredManager |
Quote:
Originally Posted by Unregistered
Hi, would like to know of any example of top achievements that a SA/A will not typically do?
I feel like the role and skillset I have in my project in ACN (NBS) is very generic and can be done by a driven intern/fresh grad, if given some time to learn the functional/business specific scenarios for the project. It seems like a waste as I have no opportunity to learn new skills within the project (e.g. Technical skills such as coding/cloud/analytics). I do try to find ways to improve my/my teams workflow through sql/python scripts/powerquery/trying to learn VBA, but those skills are very high level and mostly used for scripting/data search/data cleaning.
On another note, I have seen people in the project also create guides (e.g. A/SA: Guide for how to generate data for a key E2E tesying areas) and tools (AM: automated interface data creation) but don't see them getting promoted. What could be the reasons why someone could be selected or passed over for promotion during TD?
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If you have shown leadership skills in your own rights, client facing achievements, “Plus Ones” and have certifications (certain Pod Leads are particular on this), it is likely one will get promoted when the MAL is ready. However, these few years the budget (hence slots) is limited so it comes down to the finer details.
Do also note that there is two additional layers of moderation - 1) Project Senior Leadership (eg MDs) and 2) Pod Leads. Unfortunately, different Pods have varying slots due to the relative financial performance of the Pods which are outside of L11-L7 control since sales are typically managed by L6 and above.
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| Today 01:16 PM |
| JustATiredManager |
Quote:
Originally Posted by Unregistered
Lol going to call bs on this. Since when interns get involved in BD?
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You misunderstood - there is nothing for anyone to gain in spewing BS on such a forum when all I am trying to do is help most people here as most comments are likely from the more junior resources based on my personal inference. What I meant is that I myself did a lot of meeting minutes during my intern days (not necessarily in ACN), which is very typical of most firms I have worked in. The point I am making here is that the lowest ranked person is a meeting tends to be the minutes taker, so even an AD can be the one taking minutes if the call involves only MDs, which is something I had experienced myself before in person since I was just a SME and was not charging to the BD WBS.
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| Today 11:30 AM |
| Unregistered |
Quote:
Originally Posted by Unregistered
can stop raining on other people's parade?
she is a xmm that got lucky, so be it. work harder
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yeaa some ppl is just lucky
suck it up
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| Today 06:03 AM |
| Unregistered |
Quote:
Originally Posted by Unregistered
Don’t agree that female have advantage because been through that and done a lot and all. But agree with what you’ve shared on the lady, indeed her PL (not her original PL, she changed PL) and this PL happened to be her team manager. It’s extremely obvious for those on the team that the PL took favour for her. She tries her best at work but come on everybody does too. She aren’t that great, I’ve known other SA who was struggling two projects at the same time and even before that A who were in dual workstreams and leading it themselves. So her so called achievements aren’t just sorely her. Still don’t believe it’s justifiable for two fast tracks consecutively. And it’s funny how a project will promote someone who would leave the project or made it so known that she’s been wanting to leave the project. It’s shocking to hear the manager got her another project when he only shares with others that he knows no projects
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can stop raining on other people's parade?
she is a xmm that got lucky, so be it. work harder
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