- Accenture11.Jul 2018
Very unstable environment over time, and definitely works against those who need a stable financial environment such as parents of children in high school or college, and especially those with families relying on a single income. Most roles last from six months to two years and since HR has been moved offshore, there is very little to help with transitions from role to role as there was in years past. This is compounded because fairly frequently clients suddenly reduce roles due to financial pressures leaving fair sized groups of people with similar skillsets competing for a small number of Accenture roles in their region and competencies.
There are a lot of good individuals to work with in Accenture.
Too many time wasting Accenture corporate communications floating around each week. For those of us that deal with an abundance of work related client communications, the abundance of Accenture corporate communications are an extra overload that we have to sift through to keep from missing the few important communications that are important.
It difficult for women with young children to keep their job. Since roles suddenly end and taking on new roles causes' loss of flexibility to the employee for the first few months in a new role, mothers often are forced to choose between continuing in their career and their children.
Attitude towards older colleagues
Age has two forces working against an older employee. First, there is an underlying theme within Accenture that younger cheaper employees are best for the bottom line. Second, the theme of having younger employees gives way to having very young employees who determine who they want to fill open positions and they usually choose other younger people over older often much more qualified and experienced employees.
Overall compensation for your work
Two fold issues in this area. 1st Accenture had for many years had a saying at raise time "that they pay for performance". The pay for performance was based on a factor that the top 20% got pay increases and the lower 80% got a pittance of an increase. Many times I’ve heard the frustration this brought to the very hard working mases of Accenture employees, especially when top notch members from a number of teams were brought together on a team for a special project, and suddenly were told they were in the lower 80% of their peers.
2nd, Accenture’s pay policies have a capping effect that tends to generally cap wages at a level to never exceed the average for the industry. Several times in years past, I’ve heard this is a deliberate strategy, and I’ve watched as many of my peers lost their jobs because hiring managers always check to see if candidates for a position fall below their cost threshold.
The ironic result of Accenture policies to “pay for performance” at time for raises and then limiting candidates for roles to a cost limit causes those who meet or exceed the averages for particular roles to be ejected from employment with Accenture.
Planning time off is very difficult for those mindful of keeping their jobs during the first six months of any new role. And since many roles are scheduled for less than one year and those that are longer, often suddenly end, vacations are difficult to schedule in advance and often vacation time is lost to sudden role changes.
In addition, I have been in roles that require morning and evening meetings with resources working offshore which splits up ones workday. The early meetings fall at the beginning of a US workday which isn’t a problem, however also having to be on calls at 11pm everyday locks up one’s freedom to participate in evening activities. You end up working from about 7:30am through about 6pm to 7pm weekdays and then from 10pm through midnight to deal with the evening meetings, Sunday through Thursday.
Accenture works hard to build a brand created from repeated rhetoric and advertising. If you ask the right questions you can get past the façade that Accenture portray themselves to be.
Accenture, on average, has an extremely low retention rate over time.
Most of the client sites are fairly manageable, however, working late, as early as 5:30pm, can sometimes get those who don't have 24hour access locked in areas of the building that make it difficult to get out of the building. (i.e. I got locked on a plaza section of a floor upon going to the restroom because the main room locked at 5:30pm and there was no access to an elevator or stairs from the plaza area. Luckily after about 20 min someone else came by on their way out.)
Inclusive / Diverse
Accenture's policies are very age discriminatory; they rigorously higher an abundance of very young inexperienced people and make it difficult for older employees to remain in a career with Accenture.
Suggestions for improvement
- Figure out what it takes to provide job stability or quit spouting rhetoric that Accenture provides a family friendly place to work. Sudden loss of financial support is drastic for all and especially those supporting families.
What I dislike about the company
The fact that Accenture employees are a commodity that is bought and sold. In this realm, you have to always be the best of the best to keep the clients happy, and to keep your job. However, being the best doesn't help when roles end and short term lapses occur in availability of open roles. Accenture employees are often put in a fast paced process to end their carriers with Accenture and separate the employee from the company while they search for their new role. I’ve gone through that process many times and it’s been dehumanizing every time I’ve changed roles over the past decade.
The following benefits were offered to me
- Are you a Current or Former Employee?Current employee