Pros
There are many benefits to working at Deloitte. Among the first is that an individual can always find a healthy challenge and will find themself constantly thinking of ways to improve or think out-of-the-box or to stay on top of things. It is not a typical 9-5 job and offers a lot of flexibility from travel to working from home. In addition, an individual can learn almost anything they want to and can achieve many of their career goals with the support of management. There is diversity councils, women councils, and cultural councils which support an individuals lifestyle. Also, for those people who like to volunteer there are opportunities for that as well; throughout the year! The salary is competitive and there is constant potential for upward or lateral movement.
Cons
One of the primary downsides to working at Deloitte relates to recognition and feedback. Teams often not only work late, but strive to provide the upmost value to their clients. In addition to client work there are internal meetings, practice development, counseling, training, etc. that needs to be done outside the typical 45 hour work week and is expected. However, often these efforts are not recognized in total. Senior management tends to lack in providing timely and specific feedback. Feedback is often received late and there are minimal discussions around goals and clear expectations set throughout projects. This does not allow individuals to make changes in a timely manner during a project. Often the feedback is given during mid-year and year-end which is scored and finalized and does not include the feedback receivers facts or thoughts. It tends to be one-sided and if feedback is given it is perceived as if the individual is being difficult. The result is that the individual does not perceive this as "constructive feedback" and decreases an individuals motivation. Sr. Mgt tends not receptive to upward feedback in regards to these types of discussions. The perception is that Sr. management is in the place they are because of their performance. However, if they stop receiving feedback essentially they stop learning. This essentially will become more of an issue with younger generations. This is an industrial age mindset and often leads to quality people leaving the firm. The oher main issue is that staff is often not aligned properly to projects. Although staff may not be aligned in every project due to timing, available projects, etc. this in the long-term does not allow an individual to demonstrate their talents. The individuals may often feel under-valued and not recognized. Contributing ideas outside the norm are often put aside especially by younger staff because they lack experience. However, individuals often bring a lot of prior experience from other areas and can apply it creatively, but again in industrial-age thinking, it is often overlooked.As a result, neiher the client nor the individual obtain the gratification and benefits of being fulfilled.
