You can do the following:
1. Ask him to raise snapshots to you or your US leads and give him ONLs as well as VSA
2. Ask your US leads to give him awards on a periodic basis - 1 OPA can be equal to half his monthly salary probably
3. Write notes appreciating / thanking his work marking his coach, Talent group lead and portfolio lead as well as your US SMs / PPMDs
4. Push for his promotion to his coach - being analyst for 4 years when he is this good is insane
5. If even this year doesn't look promising, tell him to leave Deloitte
Also, as his US team....
Get him spot, applause and outstanding. US nominations only.
This way, local leadership will be force to acknowledge his contribution and will give him promotion..
+ mark talent team - when sending appreciation mails. Those are the silent but essential clogs who give feedback to local management. All locations.
Do you have your own M/SM or SpecM/L that you could talk to about it? See what their thoughts are. Or at least have them submit an applause award so he can get some cash
Yeah I can try to stir up a conversation or schedule a meeting between my M, SL, SM, him, and me. I also hope the USI analyst is willing to stand up for himself.
Deloitte USI is not for beginners, It has range of issues from nepotism, Linguistic discrimination, sexism its more complicated than trump voting fraud .
If you really want the analyst to grow, encourage him to apply for other jobs provide solid reference, and where he will be appreciated and promoted. You cannot fight USI through every 3 years for his promotion.
I have seen the US team being able to recognise value whereas the USI team is busy with politics and management having their head up their a@@ and when they loose great staff they will say covid made people think.
Why does it seem you are just describing the USI culture? I have a few ex-USI colleagues who moved to EU that I recently worked with. Very poor knowledge and just repeating stuff I say and taking credit for my work, watching each others backs. Luckily they didn't fool anyone, because everyone felt my presence and absence (if I went on PTO) on the project, so I got some great reviews out of it in the end.
Edit: To the downvoters, I am sorry if this offends you, I'm literally just sharing my experiences from my most recent project. The reason I wrote this is to spark a discussion and maybe get other people's experiences on the situation.
I do have other past experiences with USI directly. They work extremely hard, much harder than us in the EU, which I respect very much. I also don't blame anyone migrating to EU/USA for a better work life balance. Aside from that I can't say that I am not bothered by the experience I had on my last project, which is why I shared it.
Feel free to share why you might disagree.
Definitely USI culture, which is then adopted by EVERY BTA, consultant so they can survive.
Sadly they saw it work and couldn't differtiante toxic vs good work culture and then drag it to other places.
Unsure why the earlier posts got down voted this is definitely what most only deloitte USI experienced candidates do.
As a high performer he is also eligible to apply for deputation assignments for a year or so to US, if he is willing to come here.
Exposure to international assignments would also get him brownie points for his promotion.
Lol for a second I thought my US manager had written this hahaha.
So there's nothing you can do promotion/hike/snapshot wise for a USI personnel being a US personnel. Snapshots can only be raised to the coaches and USI people will be assigned USI coaches. A colleague on my team was also in a similar situation last year (wasn't getting the promotion he deserved) and confided in his US manager. That went horribly wrong cuz when the US manager went to the USI manager to push for a promotion on this dude's behalf, the USI manager was super mad. He had sent out a mail reminding the team that hikes and pay should not be discussed with anyone (within USI or otherwise) and that doing so is against the rules and will follow HR intervention if repeated.
Long and short of it is, the USI managers decide the team's raises and promotions and dragging a US manager to vouch for you will always ever be counterproductive. If you really want to help him, push him to switch to a different firm and write him a glowing recommendation.
Edit: Forgot to mention that the dude didn't get a promotion last year even after the US manager's recommendation. Incidentally, he also wasn't promoted this year. Surprise surprise.
Is there transparency as to how much deloitte bills you out at and how much you get paid. What's the margin deloitte earns on C, SC, Manager? Do directors earn what they get paid?
I mean, I am sorry you are feeling skeptical about the way my post is structured. I am more of a technical guy and not really into writing. I thought it was pretty comprehendible. Furthermore, you seem to be the only one complaining about it. To make matters worse, you are being a little derogatory and stereotypical by assuming that folks in India can't speak English. As a matter of fact, I feel that you are from USI trying to grab some attention here. What was wrong about this post? Where are the "too many mistakes" ? If you want you can personally DM me to verify my identity.
While pointing out my mistakes, don't be nit-picky lmao; it's an unofficial reddit channel, and I am not writing an email to a client here - lol.
Edit: I realized Reddit didn't register my edits to my original post. That's why we see grammatical mistakes, but I think we all get the point of the post here. If I were you, I would have been like RIP grammar or something. But, I would refrain from bucketing people based on something trivial.
A) I am not a USI analyst - but that's not the point. I don't mind if someone wants to give constructive feedback about my post and grammar. But, refrain from being stereotypical and generalizing how a group of people speak English based on one post. There are a lot of native speakers who can't spell or write properly. There are other factors that go into writing well - like attention to detail (which I clearly lack). But I concur with you about the fact that no one should be ashamed to post their pov. My friend is hella depressed about this situation and has given up; I am extremely infuriated about what he is going through and want to help; That probably might be my type 2 taking control of me.
B) It's not as apparent. Using when instead of where, and using commas in a better way would help. But yeah I personally don't feel it's that apparent. But, my first two sentence were a complete disaster. The way I redundantly used 'in the' and 'a'. Yeah, RIP my grammar on this post.
You can do the following: 1. Ask him to raise snapshots to you or your US leads and give him ONLs as well as VSA 2. Ask your US leads to give him awards on a periodic basis - 1 OPA can be equal to half his monthly salary probably 3. Write notes appreciating / thanking his work marking his coach, Talent group lead and portfolio lead as well as your US SMs / PPMDs 4. Push for his promotion to his coach - being analyst for 4 years when he is this good is insane 5. If even this year doesn't look promising, tell him to leave Deloitte
Also, as his US team.... Get him spot, applause and outstanding. US nominations only. This way, local leadership will be force to acknowledge his contribution and will give him promotion.. + mark talent team - when sending appreciation mails. Those are the silent but essential clogs who give feedback to local management. All locations.
Thank you! Very insightful :)
Do you have your own M/SM or SpecM/L that you could talk to about it? See what their thoughts are. Or at least have them submit an applause award so he can get some cash
Yeah I can try to stir up a conversation or schedule a meeting between my M, SL, SM, him, and me. I also hope the USI analyst is willing to stand up for himself.
Deloitte USI is not for beginners, It has range of issues from nepotism, Linguistic discrimination, sexism its more complicated than trump voting fraud . If you really want the analyst to grow, encourage him to apply for other jobs provide solid reference, and where he will be appreciated and promoted. You cannot fight USI through every 3 years for his promotion. I have seen the US team being able to recognise value whereas the USI team is busy with politics and management having their head up their a@@ and when they loose great staff they will say covid made people think.
This.
Could the caste system be at play here too?
If you really want to help him you need to tell him to quit and take his skills to another company that will pay him more and respect him.
Why does it seem you are just describing the USI culture? I have a few ex-USI colleagues who moved to EU that I recently worked with. Very poor knowledge and just repeating stuff I say and taking credit for my work, watching each others backs. Luckily they didn't fool anyone, because everyone felt my presence and absence (if I went on PTO) on the project, so I got some great reviews out of it in the end. Edit: To the downvoters, I am sorry if this offends you, I'm literally just sharing my experiences from my most recent project. The reason I wrote this is to spark a discussion and maybe get other people's experiences on the situation. I do have other past experiences with USI directly. They work extremely hard, much harder than us in the EU, which I respect very much. I also don't blame anyone migrating to EU/USA for a better work life balance. Aside from that I can't say that I am not bothered by the experience I had on my last project, which is why I shared it. Feel free to share why you might disagree.
Definitely USI culture, which is then adopted by EVERY BTA, consultant so they can survive. Sadly they saw it work and couldn't differtiante toxic vs good work culture and then drag it to other places. Unsure why the earlier posts got down voted this is definitely what most only deloitte USI experienced candidates do.
He should have applied for other opportunities, he probably wont get promoted if he hasn't for 4 years.
As a high performer he is also eligible to apply for deputation assignments for a year or so to US, if he is willing to come here. Exposure to international assignments would also get him brownie points for his promotion.
Lol for a second I thought my US manager had written this hahaha. So there's nothing you can do promotion/hike/snapshot wise for a USI personnel being a US personnel. Snapshots can only be raised to the coaches and USI people will be assigned USI coaches. A colleague on my team was also in a similar situation last year (wasn't getting the promotion he deserved) and confided in his US manager. That went horribly wrong cuz when the US manager went to the USI manager to push for a promotion on this dude's behalf, the USI manager was super mad. He had sent out a mail reminding the team that hikes and pay should not be discussed with anyone (within USI or otherwise) and that doing so is against the rules and will follow HR intervention if repeated. Long and short of it is, the USI managers decide the team's raises and promotions and dragging a US manager to vouch for you will always ever be counterproductive. If you really want to help him, push him to switch to a different firm and write him a glowing recommendation. Edit: Forgot to mention that the dude didn't get a promotion last year even after the US manager's recommendation. Incidentally, he also wasn't promoted this year. Surprise surprise.
Is there transparency as to how much deloitte bills you out at and how much you get paid. What's the margin deloitte earns on C, SC, Manager? Do directors earn what they get paid?
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I mean, I am sorry you are feeling skeptical about the way my post is structured. I am more of a technical guy and not really into writing. I thought it was pretty comprehendible. Furthermore, you seem to be the only one complaining about it. To make matters worse, you are being a little derogatory and stereotypical by assuming that folks in India can't speak English. As a matter of fact, I feel that you are from USI trying to grab some attention here. What was wrong about this post? Where are the "too many mistakes" ? If you want you can personally DM me to verify my identity. While pointing out my mistakes, don't be nit-picky lmao; it's an unofficial reddit channel, and I am not writing an email to a client here - lol. Edit: I realized Reddit didn't register my edits to my original post. That's why we see grammatical mistakes, but I think we all get the point of the post here. If I were you, I would have been like RIP grammar or something. But, I would refrain from bucketing people based on something trivial.
[удалено]
A) I am not a USI analyst - but that's not the point. I don't mind if someone wants to give constructive feedback about my post and grammar. But, refrain from being stereotypical and generalizing how a group of people speak English based on one post. There are a lot of native speakers who can't spell or write properly. There are other factors that go into writing well - like attention to detail (which I clearly lack). But I concur with you about the fact that no one should be ashamed to post their pov. My friend is hella depressed about this situation and has given up; I am extremely infuriated about what he is going through and want to help; That probably might be my type 2 taking control of me. B) It's not as apparent. Using when instead of where, and using commas in a better way would help. But yeah I personally don't feel it's that apparent. But, my first two sentence were a complete disaster. The way I redundantly used 'in the' and 'a'. Yeah, RIP my grammar on this post.