Good for experience, but management is moving backwards.
Pros
- Was a consultant in DRSC - Get to handle clients around SEA - You'll learn plenty of hardskills and softskills here - Most clients are very nice and negotiable - Teammates in DRSC MY is very nice, they are always ready to support and answer any technical inquiries. Same goes for teammates in SG, they are mostly nice and willing to guide. - Learning resources wise, Deloitte is quite good at this. We have our own Udemy account as well as Deloitte intranet learning sources, so we always have our internal materials to study too.
Cons
1. Micromanaging attendance to office. Management recently pushing for full RTO, without solid justification to even work in the office (i.e forced us to come to office just for the sake of 'presence' or 'collaboration' or 'productivity'). If we can do work anywhere and able to deliver, then what's wrong with working from home? Higher management also monitor our attendance and will call out those who didn't attend office below 2 days per week for a special 'motivation session'. They will not give us room to voice out or hear our concerns on the physical arrangement. They demand us to be in office, but the infrastructure in office is still problematic (i.e not enough seats, overcrowded). Just because we didnt work in office, our past performance feedback is disregarded. This is not healthy for us employees in long term as most of us have contributed a LOT of our times and mental to deliver to clients and firms. This action shows that the management is not appreciating our efforts. If the management complaint that some of us is abusing the WFH privileges, then they should have the data to see which one of us is abusing it and take action to them, not simply just introducing this physical arrangement to ALL of us without grace period. 2. Lack of competitive benefit and salary packages. If future employee were to conduct research on current market of salary, you'll find that Deloitte is the one of the least competitive in terms of salary and benefit compared to other Big 4 firms or even some MNC firm. Not to mention that we are not entitled to overtime paid (although we can get replacement leave, but this is no longer effective for certain teams, or it is effective but need to go through process to obtain it), and we are expected to work overtime until late night because we signed up to work in long and stressful hours, and it is our "nature of work" in audit, as what the higher management said. 3. Higher management should really try to not impose policies or working arrangement that does not favor to their employees. For example, recently, in order to request for WFH, we need to fill in the application via their form. We need to get relevant approval from the engagement manager and partner, as well as final approval from the reporting partner. Say we are working for client from SG or AU, there's definitely no reason to be working from office since we can deal and communicate with clients virtually anywhere. We already got the approval from the EM / EP for this client, but NAHHH, the reporting partner simply reject our request without any reason. The problem with the level of approval is, the reporting partner usually do not really involve in those engagement, only involved at the very last stage of audit closure. So in that sense, why does the reporting partner get to decide how the auditor do their job instead of the EM / EP? Wouldn't the EM / EP has more visibility or understanding on how their teammates' work? I would think this approval workflow is very illogical. Perhaps it's better to not even introduce this application form if all application is going to be rejected in the first place without solid reason. Though I would give credit for those that apply for WFH through this form due to caring for their children or parents. From what I heard, usually these are approved. But the root issue is still there.
