Accenture

Workaholics will like this environment.

The workplace and work tools are the best among peers.

Facilities are also one of the best among peers.

This process-oriented work culture suits those who focus more on processes to streamline work.

Appraisals totally depend on how much the budget is for the project, rather than the performances of the employees. So if you are working for a project (or get allocated to a project) which has a low budget, then forget about getting any good ratings/hikes.

Your success depends 90% on how your relationship/rapport with your immediate supervisor/manager or other leads in your project/assignment has been. 10% is what counted of your actual executional performance. All-in-all, a place where your connections matter more than your work.

Although they boast of having a work culture where employees are allowed to change their skills/change their field of work very easily, the reality is the complete opposite. Once you are tagged to a certain skillset/field of work, you are done. Better to change companies than change your skillset within Accenture.

An employee is bombarded with so many mandatory trainings to be done, which are in no way related nor useful for his/her field of work/skillset and won't help in the future as well. But still, your performance appraisal will be affected/downgraded purely because you missed doing one of the SO MANY mandatory trainings.

HR is non-existent. HR never responds to emails, pings, or even calls. Most of them (if not all). For a small query, you need to raise a request/ticket on the tool and wait for a completely ambiguous response, which makes you reopen the requests multiple times. At least 3-5 days will be lost for getting to know about a small thing (which could be achieved in 2-3 minutes in the traditional face-to-face HR environment).

HR assigned to each employee would be of a different location (almost mandatorily) than the location of the employee.

If your supervisor/leads don't get along well with you, there are very high chances of you being given a PIP (Performance Improvement Plan) rating and being asked to resign from the company. I have seen so many live examples of this in the past 18 months.

Remove the PIP thing.

Appraisals should be done in a 360-degree way. Supervisors rate the team members, and team members provide feedback about their supervisors or managers to their leads in turn.

Scrap the system of providing appraisals based on project budgets. It sends the wrong message. If a project is in loss, but employees are still being overworked, shouldn't they be given appraisals for their work?