Performance achievement system lacks check and balance. Projects are random and do not consider your preferences. - Quality Assurance Analyst Accenture Employee Review

Holidays are limited and work is expected by default for all holidays; even on Christmas day. Promotion and compensation isn't based on merit, it's solely based on manager's discretion. Favorite employees are prioritized. Most promotions are based on tenure and not on how well the person is performing. Performance rating system is abused by management by promotiong only amongst themselves. There is no check to maintain if managers are abusing the compensation packages they give to themselves. Some Junior resources remain stuck at their level for 4 years+ without increase in compensation. Those who do perform but aren't manager favorites are given obscenely low increases of around 2% annually. Project assignments are completely random and do not consider your preferences or concerns. You may be assigned to an office 2 hours away from where you live. Projects will lock you in even before interviewing you, giving you no choice as to where and what the work will be. Work expectations are misaligned with compensation. Managers want you to do work 1 or 2 levels higher than your current role, without incentive. 12 hour work days and double shift days without overtime pay or compensation are common occurrences. Performance rating system is just a renamed peer evaluation system where managers can decide for themselves how unfairly they want to go about promotions. Most leads got to where they are by tenure and not by skill. You will encounter completely clueless leads that will not teach you anything worth while.