**HIGH TURNOVER WITH EXPERIENCED HIRES - Recensione dipendente - Technology Consulting Manager presso Accenture

• EXPERIENCED HIRES | It is well known throughout Accenture that the retention rate for experienced hires is problematic. Accenture does not have a successful strategy for integrating experienced hires. When new projects move through the pipeline, new staffing opportunities are not automatically available. Engagement Managers typically onboard Senior Managers who they currently/previously worked with. Senior Managers typically onboard Managers who they currently/previously worked with, and Managers typically onboard consultants/analysts who they currently/previously worked with... homegrown consultants steeped in the "Accenture Way". • MANAGEMENT | Beware of managers not trained in resource/talent management or project/program management. No one speaks up regarding employee bias/abuse/discrimination. This happens way too often! >>>There is little diversity in Senior Manager level and above. • AVAILABLE ROLES | Pressured to take roles not related to the job/role hired for. Not automatically staffed to project assignments! You will have to apply for projects internally, go through internal and/or client interviews to be staffed. Your colleagues are always your competitors. Not a true team environment because you MUST compete for projects. Staffing assignments does not necessarily go to the most qualified candidate, but to the candidate who is well connected through internal networking. • PERFORMANCE REVIEWS | Management is supposed to define performance criteria for each resource staffed to a project. This step is routinely ignored. As a result I've seen countless consultants/managers blamed for project errors they were not responsible for, nor given appropriate expectations for. >>> 360 reviews desperately needed!!! • INTERNAL NETWORKING | Internal "Networking" is used as a smoke-screen to cover the internal practice of bypassing qualified candidates and ignoring workplace diversity.