Accenture

• Good projects exist, but it's still a hit and miss.
• There are lots of online trainings.
• There are lots of opportunities for classroom trainings too, but this also depends on whether you are busy or not.
• It is not flexible if you want to study skills.
• Decent allowances and bonuses.

Bad work-life balance. They care more about client needs than employees. I've been on 4 projects, and they all had the same culture. Even when it's obvious that employees are tired and burnt out, they still need people to work over the weekends and extend daily just to meet targets.

Management always has a hard time saying no to the enormous workload and just ends up passing the work to grunts, always trying to please clients.

Projects have too many managers. This is why the team is not cohesive, and most of the time the managers request separate status reports. It's like the managers aren't talking amongst themselves.

Too many status reports and metrics and stuff. Micromanagement every time when you're already piled with so much work. Overall, I'm thankful for the 8 years, but the bad management and culture are what ultimately put me off my role.

Remember when applying to this company, projects are a hit or miss, especially on IT technology roles. If somehow you got lucky and landed on a great project with nice people, a balanced workload, and nice clients, stay on it and don't let go! I've known lucky people that landed on great projects, and I wish I was one of them. If you get stuck on a bad project, it's hard to get out. They won't let you go because they will say you are "locked" to the project. So the only option most of the time is to resign or work your body off until it breaks or burns out.

You should care for employees more, because that's always the mantra of the Accenture way: employees first, before clients. I know some managers who know how to say no to an impossible timeline, so I'm not sure why this is not a common practice amongst senior management.

You know the project is on a bad downhill slope when most senior, tenured employees are starting to leave. And when they leave, the workload is passed off to the grunts again, who are not as knowledgeable as the seniors.