Sorry to hear about the situation. 

Of course, I can only provide a biased opinion informed only by the description you posted - but it's something that's happening because of the economic climate AND your performance. 

In the sense that the economic climate is not the only reason. They rank people in terms of performance and they get rid of the longtail. Sometimes it feels unfair to be in the longtail when there are attenuating circumstances (I was there and almost got kicked out), but that's just the way things are. 

The economic situation makes things harder because it raises the bar in terms of performance and the expectations that they have of who they keep. 

My suggestion is to take everything they take in terms of support. Never in my entire life have I discovered a situation where burning bridges proved to be useful, so I would advise against that. 

Sorry again and start applying. Feel free to reach out over DMs if I can help in any way. 

Best,

Cristian

Hi there,

of course this is the kind of experience nobody is hoping to make. But now you have to digest it and move on to something better for you.

• If you got low performance ratings on multiple consecutive projects, you must have noticed that something wasn't going well. I can't imagine that this was a pleasant situation for you being on these projects. In general, too many low review scores will lead to the respective consultants being let go. In your case, looking for new opportunities that cater more to your strenghts might not a bad thing all things considered.
• The firm will typically say that they support in finding a new job - even if it is just a phrase. Don't expect too much help (especially if you are not proactively asking them about leads) but take any sort of pointers you can get - partners do usually have extensive networks
• Remain friendly, even if you currently feel anger and frustration. There is no upside for you to be “tough” - you won't gain anything and the gratification that comes with blowing off steam is short-lived
• A lawyer is probably not worth the cost - consulting firms are very experienced with the process of “exiting people” so they likely do not make fundamental mistakes that could be appealed or could end up costing them significant amounts. You can wait and see how the actual exit takes place and then always get legal counsel if something seems fishy

I wish you the best of luck in your search for new opportunities

Hello, 

Sorry to hear that, but as we know it has always been up or out - the specific mechanics of it are very blurry and unfortunately we never know the real reasons. 

Once the decision at been made at the firm, it won't be reversed so I wouldn't loose sweat / energy / political capital fighting it (I know it sucks). 

Instead, I would focus on what lies ahead! You have learned so much during your journey there that it is now time to take the “support time provided by the firm” to reflect on what you like doing, where do you want to land next, how can you leverage the firm's contacts/partners the most to land what you need, etc! 

Also honestly, don't minimize the news and the impact on your morale, energy, etc. It is perfectly OKAY (even recommended), to take the first few weeks of the announcement to recharge, vacation and reflect → don't throw yourself at searching for the next opportunity directly. 

I am very familiar with this unfortunate step and have supported several people going through and beyong it toward the next step! Happy to chat if helpful, feel free to reach out. 

Best of success! Don't worry it will all be fine, you have given yourself an amazing experience on your resume and your skills!

Cheers,

Nicolas 

Hi there,

I am very sorry to hear about the situation. In terms of your questions:

1) Is it a normal and reasonable operation at top tier consulting firms, or more linked to the current economic context?

Most likely, the two projects where you did not perform at your level are the main reason for the decision, however the only ones that can provide a clear answer are the decision makers of the firms. 

2) The partner who announced the decision also told me that they would help me during the new job seeking (no more details yet). To what extent should I believe and accept that?

Most likely, they will try to help; however, I would not rely on that and consider it a "bonus." Meaning, I would look for a job assuming nothing will come out of their support, as there are no guarantees about it.

3) Should I keep friendly and always cooperative with the employer till the end of the contract in order not to burn the bridge or rather challenge the fairness of the decision being a bit tough with them?

Yes, please. Keep a positive attitude towards them, even if you believe the decision is unfair. There is nothing to gain by creating contrasts at this stage.

4) Should I hire a lawyer to understand and defend any compensation that I’m eligible to have?

Most likely, the firm will comply with the law - I would be very surprised if an established firm doesn't do so. If not, I would try to find a reasonable agreement without involving legal action.

Best,

Francesco

Is it a normal and reasonable operation at top tier consulting firms, or more linked to the current economic context ? I know the Up-or-Out mechanics but I'm trying to figure out whether I'm really “deserved” an Out or rather “abused” ? 

This is normal. These decisions are always related to economic context. If the consulting market is booming, some lower performing consultants are not counseled out just because they know how to do slides. The opposite applies here, with a downturn, some perfectly fine “average" consultants are asked to leave, because the bar simply gets much higher. 

“The partner who announced the decision also told me that they would help me during the new job seeking (no more details yet). To what extent should I believe and accept that?”

This is standard practice. You should take it.

Should I keep friendly and always cooperative with the employer till the end of the contract in order not to burn the bridge or rather challenge the fairness of the decision being a bit tough with them?

I don't see an advantage with burning the bridge. Their decision is made, you should accept it. This doesn't mean you cannot politely disagree and share you think they were unfair. But keep the relationship positive. NO ONE is a consultant for life. Even partners are counseled out. Let me repeat: even Partners are asked to leave!

Should I hire a lawyer to understand and defend any compensation that I'm eligible to have?

Usually top consulting firms are fair and even go beyond what is legally required. Having said this, having a lawyer looking at things is a good practice, but don't turn this into an adversarial relationship. 

And let me add this: they are letting you stay while you look for another job. Please do understand that this is going way beyond what they are required to do.

(edited)

Hi there,

terribly sorry to hear that. It is fair to feel frustrated in the heat of the moment. However, I'd like to encourage you to change your mindset and shift to look forward now. My recommendation:

1. Do not seek a lawyer and rather aim to leave on good terms. It is a close network in consulting and you want to be able to leverage past connections.

2. Difficult to judge from the outside but I wouldn't be surprised if the economic cycle played a major role in your situation. I am hearing from many CTLs these days even among my friends..

3. The offer for job support is great yet it is your responsibility to ensure you actually get it. You need to proactively seek their support else it just remains a nice statement without results.

Happy to brainstorm next steps with you over a free coffee chat.

Ping me a DM

Warm regards,

Freddy

Hey there,

Sorry to hear that. This is fairly common and depending on the country you're in, there's different ways of handling that:

Is it a normal and reasonable operation at top tier consulting firms, or more linked to the current economic context ? I know the Up-or-Out mechanics but I'm trying to figure out whether I'm really “deserved” an Out or rather “abused” ? It's certainly normal. As for being reasonable, that's not really an important question. It's firm policy to let people go for a variety of reasons and the two things you mention are linked. Tougher economy > less demand > tougher competition > higher bar for everyone to not get CTLed.

The partner who announced the decision also told me that they would help me during the new job seeking (no more details yet). To what extent should I believe and accept that? It's in the firm's interest to see you get a good new role and stay on good terms, ideally become an ambassador for your firm. This is one way they build influence i.e. through ex-firm agents. So yeah, you should accept the help if it's useful.

Should I keep friendly and always cooperative with the employer till the end of the contract in order not to burn the bridge or rather challenge the fairness of the decision being a bit tough with them? No point in challenging anything, if you ask me. The decision is made, and the best course of action is accepting this gracefully and move on with the help they give you.

Should I hire a lawyer to understand and defend any compensation that I'm eligible to have? If you feel like they're not playing by the rules and withhold compensation that you think you're entitled to, then yes. However, there could be other reasons to get legal support. For example, in some countries (like Chile, where I live) companies are not allowed to let people go for poor performance. So technically, you can't be fired for having a low score. CTLing people is not the same as firing and technically you could just refuse to leave in such circumstances. However, this is a highly specialized area and even if possible, it's not really a good course of action…

Hope this helps a bit. Best of luck!

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I understand that facing such a situation can be challenging and frustrating. Let's address each of your questions:

1. Normalcy of the Situation:

• Is it a normal and reasonable operation at top-tier consulting firms, or more linked to the current economic context?
  • While consulting firms often have Up-or-Out policies, the specific circumstances leading to your departure can vary. It's not uncommon for firms to make decisions based on performance, team dynamics, and overall business conditions. Economic factors can influence decisions, but it's crucial to assess the situation based on your performance and the firm's dynamics.

2. Assistance during Job Seeking:

• The partner mentioned helping during the job-seeking process. To what extent should I believe and accept that?
  • It's common for firms to offer some level of support during a transition. However, the extent of support can vary. Clarify with the partner what specific assistance they can provide. It might include introductions to their network, recommendations, or guidance on job-seeking strategies. Ensure you have clear expectations.

3. Maintaining Professionalism:

• Should I keep friendly and always cooperative with the employer till the end of the contract to avoid burning bridges, or challenge the fairness of the decision being a bit tough with them?
  • Maintaining professionalism is crucial, regardless of your frustrations. It's generally in your best interest to remain cooperative and professional. However, if you believe the decision was unfair, consider having a respectful conversation with HR or a trusted partner to express your concerns. Approach it with the intention of understanding their perspective and seeking clarification.

4. Legal Considerations:

• Should I hire a lawyer to understand and defend any compensation that I'm eligible to have?
  • If you have concerns about the fairness of the decision and potential compensation, seeking legal advice might be a prudent step. Consult with an employment lawyer to understand your rights, the terms of your contract, and any compensation you might be entitled to. They can provide guidance on the best course of action based on the specifics of your situation.

Additional Suggestions:

Document Everything:

• Keep records of your performance reviews, feedback, and any relevant communication. This documentation may be useful if you decide to seek legal advice.

Seek Career Guidance:

• While navigating this transition, consider seeking career guidance from mentors, industry contacts, or career counselors. They can provide valuable insights and support.

Networking:

• Leverage the support your partners have offered for networking. Start building connections early in your job search.

Remember, every situation is unique, and the best course of action will depend on your specific circumstances and goals. Seeking legal advice can provide clarity on your rights and options. Approach discussions with your employer in a constructive and professional manner to maintain positive relationships.

Hi,

Sorry to hear this. Here are my thoughts on your situation:

Is it a normal and reasonable operation at top tier consulting firms, or more linked to the current economic context ? I know the Up-or-Out mechanics but I'm trying to figure out whether I'm really “deserved” an Out or rather “abused” ? 

• This is really hard to ascertain
• To a certain extent, you have to (and will) believe what you want to believe
• If you truly believe that you didnt deserve it, then have faith in your abilities and prove your employer wrong by doing great in your next role

The partner who announced the decision also told me that they would help me during the new job seeking (no more details yet). To what extent should I believe and accept that?

• This is common in consulting. Generally firms don't want to burn bridges, especially because many of them know that people that leave consulting could become future clients
• I would take it at face value - if they help you, great. If they don't, well, you are leaving anyway for greener pastures

Should I keep friendly and always cooperative with the employer till the end of the contract in order not to burn the bridge or rather challenge the fairness of the decision being a bit tough with them?

• My suggestion is always to not burn bridges if you can avoid it - you never know what the repercussions would be
• The decision is already made, I am not sure that you can actually change it anymore, so I don't think its a battle worth fighting

Should I hire a lawyer to understand and defend any compensation that I'm eligible to have?

• I would not. Just have a conversation with HR on this. 

Consulting is just one of the many jobs that exist. There are many people who have left (or counselled out) of consulting and ended up with extremely happy and impactful careers - you might be one of them too. Keep your head up and focus on the future. 

Hi,

Nevertheless they told me that the partners could help me during my seeking. I'm also told that the decision is partly linked to my performance and partly linked to the dynamics of the firm. 

I would take it at face value here. They are not sure about their pipeline and you didn't perform well enough to be the first priority employee for them to keep.

If I were in your shoes, I would accept the situation as it is and move on. Take all the help you can get from the firm in terms of finding a new place for you and also keep applying to other places on your own. I also strongly suggest against starting a legal battle with them. You are clearly at a disadvantage and there's more to lose here than to gain. Think about the impact such a lawsuit can make on your career if this goes public.

Also please remember that getting ahead in management consulting is now just about your performance on the projects but the connections you build within the firm. Keep that in mind in your new workplace.

Good luck!
Nick