Accenture

Better work culture relative to other IT Service companies.

Handsome "hotskill" bonus.

Good onsite opportunities.

Faster growth in levels based on individual performance.

Those who deliver high performance are expected to slog day and night. Officially, managers would say, "You must not slog or stretch late nights," just to mark "completed" in their self-inputs for annual evaluation, yet they load high performers with more than a doable workload. The management was a lot better four years ago (I can say this because I have served more than four years in this organization).

High performers do not get opportunities because they are overloaded by monotonous work, which in turn does not allow them to think out of the box and make a difference. They end up falling sick, bald, and frustrated, among other things. Whereas, the employees who do not perform take the candy.

Hold your high performers tight, because with this extending, you are going to lose them all. This had been the only difference between Accenture and other service companies, and it is fading. I know more than 25 CSAPG candidates who are utterly frustrated and talk about quitting their jobs.

There should be reasonable perks to motivate people to perform high. Money is not everything. In my experience, they are treated just like resources who have set expectations to deliver skies and nothing less.

You MUST move the high performers between different clients and projects. This will help both the individual and the organisation. Most employees who work hard are never relieved from one project, while others seek GCP roles in other projects and move on.

What Managers & HRs must understand: High performers are addicted to performing at a class level. They CANNOT perform low. How you use their performance is up to you. But again, who they choose to perform for is up to them.

Cheers!