We keep hearing that more cuts are coming, and the rumor mill is nonstop at this point. If anyone has anything even remotely reliable to share, please do. It’d help a lot of us figure out what to expect instead of stressing over every random whisper.
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Didn't Accenture just get a big contract from FirstEnergy to take call volume from them.
@cv US is always the first target as they have really zero protections. EU is much harder to layoff as they have more protections and it's really expensive due to all the benefits they get once laid off.
@1pd I'll believe it when I see it and want to see their list of names.
@22n This time of year, they especially do this in stealth due to the press so ears to the ground. Also, HR and the Marketing Mafia heavily monitor this site so watch your p's and q's as they analyze social media posts, link them to other web trackers and then try to personify the employees it might be. They have offshore teams analyzing things like 'head room' depletion by age, etc. They also track internally your every 'key' stoke, sign in, activity, do productivity audits and so forth and this is all a part of it. Your teams can show red for example, but if you don't have a gazillion activities showing in that time frame, 'your it.'
@22n They won't go after MDs first as they hang on with their claws and throw their underlings under the bus. You always need a plan B but when it happens the routine goes something like this and heed my warning at the bottom.
First the CFO notifies HR of a budget gap - the reason doesn't matter. It could be for example that they see a recession coming next year so they take premeasures to head off any issues.
Then HR will notify the respective areas where they need to 'recover' (Cut Heads) before the next quarter starts. They time it so that you have the paid 30 days to look for a job internally and externally, covering all the bases so they don't get sued.
First targets are always:
People of the bench unless you have something signed coming up.
Older workers. And that means anything above 40. If you are above 50, especially nearing 55, this is when the insurance costs rise substantially for them so you have a huge target on your back and they will make up any excuse about recovery to trim older workers.
Pay attention to the ground for the first hit on the team or your team adjacent. That is the warning shot. They don't do it all at once. They'll pick off one, unsuspecting and keep quite a for a couple weeks. Then another, then another so they don't give you time to conspire. through the course of a few weeks they'll wipe out whole teams.
So the don't get sued, they'll through in a couple younger off-shore people supporting you instead of putting them back in the pool so if you get hit, know that some of your off-shore people will too and they will be totally unsuspecting.
Next is when it happens, they may assign 'the conversation' to some team adjacent MD that is detached from your team to deliver the news to you. That person, unless they are your family or have been a long time friend, is not to be trusted. They guide that person to do all they can to sherd you out of the firm - all the while they are supposedly listening and helping, and so on. What they are doing is reporting back to HR and Finance if you have found another job internally in a different department. You see they don't want that. Even if your performance has been stellar. They are trying to get you off the books for a quarter or two if you are well paid. If you are older, they want you off the books forever.
So, here is what you have to watch out for:
An instant message say in the afternoon, on a Tuesday by an MD that you don't work with that much saying 'do you have a few minutes?'
Don't answer it today if it's late in the day and you have a packed schedule.
If you are on PTO and they decide it's you, they will also call and e-mail you on PTO that it is urgent, can you please check-in. Don't do it. Especially if you have PTO above the limit that you have not used yet. Everyone check your limits and get the pto out of the way immediately that is above the limit. Put on your schedule and take that time as if they lay you off, you will not get that time back, ever.
Next, do not be transparent about internal jobs you are interviewing with. Be very vague until you have accepted an offer. And even then, don't tell them. Don't tell HR. Let the hiring manager do it. If you are at the end of the year for example, and have accepted an offer, with a new boss and you are in that 30 day period, take pto if you have it - say two weeks, until you start the position. The reason is that MD will tattle to HR that you accepted a new position in or X. Then they conspire with the CFO to force the new hiring manger to rescind the offers. So, you need to work it out in stealth. Take control within policy and within your rights. Otherwise you will be all ready to go, to start your new job, then get a message from HR at 5PM rudely walking you out the door telling you all new open positions are closed. The hiring manager goes dark and that is the end of your career at Accenture.
You don't have to answer every IM asap, especially from those you don't know.
Get your excess pto - over the what they'll pay you if you left - on the books, take it now, and come up with plan B.
The good news is that after leaving, Accenture is the worst place I spent 15 years at even though I got high marks and paid well, it was a terrible organization to share my life with my time with so look at this as an opportunity to do and find better.
Good luck!
No layoffs to my knowledge....
Does anyone have any updates at all? It does not seem any layoffs have happened so far. Anything for New York office? I hope they clean out MD’s
@1pd yes
Is it true that they are finally cutting a bunch of MD’s this month?
Nothing in high numbers for Europe, maybe just smaller numbers that do not be to be reported?