McKinsey putting 3000 staffers on pip

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Look Goldman always fired bottom 5 percent each year

Deadwood gets pruned.

Amazon does the bottom 10% and its all subjective on who or why you are at the bottom.

+1

You can be put on a pedestal one day and rub someone the wrong way and now you are suddenly on the bottom. They don’t even tell you you are on a PIP.

Might happen but shouldn't... I've never seen this.

/Amazon Manager and former Mckinsey and Big4

It absolutely is happening at Amazon right now.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Look Goldman always fired bottom 5 percent each year

Deadwood gets pruned.

Amazon does the bottom 10% and its all subjective on who or why you are at the bottom.

+1

You can be put on a pedestal one day and rub someone the wrong way and now you are suddenly on the bottom. They don’t even tell you you are on a PIP.

Might happen but shouldn't... I've never seen this.

/Amazon Manager and former Mckinsey and Big4

I've seen it plenty. Companies have a few subjective performance standards that you can suddenly not meet and be put on a PIP even if knocking sales/production out of the park. Things like communication, representing the company, etc.

[Anonymous]

Kind of related question, what kind of salary would one expect after working at Deloitte for 12-15 years? Consultant role

[Anonymous]

Anonymous wrote:Kind of related question, what kind of salary would one expect after working at Deloitte for 12-15 years? Consultant role

Entirely depends on area of expertise and what level you left at. 60k to 600k.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Word is many em’s at mck are only on 40% utilization right now

If this is true, that’s a really low utilization, business is that bad?

Astonishingly low. I was in this world and knew the axe was going to fall with anything less than 120% utilization. More than 3 days on the bench? Expect to be out.

If you were in this world you’d know it’s not the “bench”, is it.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Idk you likely get some to leave and the others put in the best month’s worth of their lives.

I personally only put people on pips when I want them to improve. Mixed results. The good ones improve and the bad ones can’t improve and they leave/fired. I’m always shocked that a few aren’t willing to actually do their work and would rather be fired, but it happens.

Your strategy only works if there is enough work to go around. The mass pip is because work has dried up. It’s cruel to put someone on a pip and then not actually give them the work they need to succeed

I’m not an HR attorney but honestly, putting someone on a pip and firing them for reasons outside of their control seems really illegal?

As an at will employee in a transparently up or out culture? You’re off your rocker. It’s an incredibly rewarding path until it isn’t or you want off the wheel yourself.

[Anonymous]

Anonymous wrote:Look Goldman always fired bottom 5 percent each year

Deadwood gets pruned.

I wish it happened at my current job. Instead you have to deal with mediocrity and incompetence

[Anonymous]

Is the low utilization a McK issue b/c recent scandals or peer consultancies too?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Idk you likely get some to leave and the others put in the best month’s worth of their lives.

I personally only put people on pips when I want them to improve. Mixed results. The good ones improve and the bad ones can’t improve and they leave/fired. I’m always shocked that a few aren’t willing to actually do their work and would rather be fired, but it happens.

Your strategy only works if there is enough work to go around. The mass pip is because work has dried up. It’s cruel to put someone on a pip and then not actually give them the work they need to succeed

I’m not an HR attorney but honestly, putting someone on a pip and firing them for reasons outside of their control seems really illegal?

As an at will employee in a transparently up or out culture? You’re off your rocker. It’s an incredibly rewarding path until it isn’t or you want off the wheel yourself.

Putting someone on a pip to make them quit, instead of having to fire them, could be constructive termination. Laying off the bottom % of the workforce isn’t illegal but this practice seems like it could be.

[Anonymous]

Anonymous wrote:Amazon is doing the same thing.

Yep. Happened to a friend of mine before the holidays.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Idk you likely get some to leave and the others put in the best month’s worth of their lives.

I personally only put people on pips when I want them to improve. Mixed results. The good ones improve and the bad ones can’t improve and they leave/fired. I’m always shocked that a few aren’t willing to actually do their work and would rather be fired, but it happens.

Your strategy only works if there is enough work to go around. The mass pip is because work has dried up. It’s cruel to put someone on a pip and then not actually give them the work they need to succeed

I’m not an HR attorney but honestly, putting someone on a pip and firing them for reasons outside of their control seems really illegal?

As an at will employee in a transparently up or out culture? You’re off your rocker. It’s an incredibly rewarding path until it isn’t or you want off the wheel yourself.

Putting someone on a pip to make them quit, instead of having to fire them, could be constructive termination. Laying off the bottom % of the workforce isn’t illegal but this practice seems like it could be.

This is common in industries with decent money flying around. Even Cap1 has this practice.

[Anonymous]

Anonymous wrote:Kind of related question, what kind of salary would one expect after working at Deloitte for 12-15 years? Consultant role

Mostly likely a manager role around 150-250k.

[Anonymous]

I worked for one of these firms. They started doing RTO for people that were remote even before the pandemic, and the sole purpose was to get more people to quit. They want “voluntary attrition.”

If you make $150K+ from home and think it’s too good to be true, it is.

[Anonymous]

Someone I know just made partner at McK effective Jan 1. Lucky puppy. They are also really f#cking smart.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Word is many em’s at mck are only on 40% utilization right now

If this is true, that’s a really low utilization, business is that bad?

Astonishingly low. I was in this world and knew the axe was going to fall with anything less than 120% utilization. More than 3 days on the bench? Expect to be out.

If you were in this world you’d know it’s not the “bench”, is it.

Seriously? Bench, beach, whatever you want to call it.