EY reviews

HUGE difference between working in a non-client serving role vs. client-serving role. The auditors and accountants get all the possible training, benefits, perks and bonuses in order to retain as many as they can. Anyone who is non-client serving is treated simply as a number, with little-to-no - career guidance, no training, little to no respect. Bonuses and raises are given to non-client serving folks on a very limited basis, you have to be a superstar performer and prove your performance throughout the year if you even want to be considered for a decent raise or bonus. Forget about promotions, there is still favoritism in a large firm like this one. You have to know the right people and be on their right side in order to get promoted. Not always based on performance. A lot of "likeability." On another note, I've seen client-serving folks (mainly the auditors) get promoted year after year who receive low-to-average reviews from colleagues in the same area. In final, a lot of us are sending our work to the EY office in India (referred to as GDS) and it is very clear that these jobs are being outsourced for cost cutting purposes. Not a lot of other benefits, mainly just a cost cutting initiative.

There is a general sense that it's possible to do more with less so when someone leaves or when new parts of the business open up, it's expected that existing teams will fill the gaps. No accommodation is made in performance reviews and this leads to back biting. Those who get on are the ones who manage to dodge the extra work and those who shout loudest. In my experience, if you are working every hour, you just don't have the time to tell everyone how great you are. Where the Global People Survey results reflect the poor working conditions, they are used to beat up the middle management rather than the firm's leadership team who are the root cause of the problem. Salary structures have now been revised so there is no incentive for people to stay but if your team leave, it's considered to be your fault.