creating a great place to work
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Creating a Great Place to Work
SCORE Retrieval FileNo. MM0260
EY’s People First Journey
In the late 1990’s, Ernst & Young recognized we put the firm and it’s clients first and our people a distant third…
…and we made a commitment to change.
People First: Benefits for the Business
Improved Attraction and Retention of the Best People
High Quality Client Service
Stronger BrandBetter Financial
Results
People First: A Two-Way CommitmentErnst & Young commits
to: Consider first how our decisions affect our people Provide excellent learning, growth opportunities, and lifelong relationships Foster an inclusive and flexible work environment Recognize and reward our people in ways consistent with our Values Statement
As individuals, we commit to:
Strive for excellence Take charge of our own
career and actively support the careers of others
Deliver quality in everything we do
Bring our Values Statement to life in the way we act every day
Creating a Flexible Culture
LanguageFlexibility StrategyPrograms vs CultureTone at the topCommunication / Individualized
ApproachEducation/Training/ AwarenessMeasurementTechnology
Lessons Learned….
Language is REALLY important
One Goal, Different Approaches
Programs vs. Culture
Flexibility is NOT… Just for Women Just for Individuals
with Children Just for those on
FWAs For when the
business climate is “right” for it
Flexibility IS…An avenue to greater
productivity and commitmentA part of our Inclusiveness
strategyA business Imperative
We are a people-powered businessImpossible for our people to focus on business needs if their lives don’t workOur people are demanding it
Programs Culture
Tone at the Top… “Everyone at E&Y should expect flexibility in their work to meet their professional and personal goals. It is the kind of supportive culture that we want.” Jim Turley, Chairman and CEO
…“Flexibility is not about fewer hours…it is about working differently.” Jim Freer, Vice Chairman, People …”We’d rather have part of you than none of you”
John Ferraro, Vice Chairman, Client Services
Communication / Individualized Approach “National” messaging
Highlight teams and individuals that work flexibility Voicemails from leadership encouraging flexibility
Local efforts Highlight teams and individuals that work flexibility Voicemails from leadership encouraging flexibility Flexibility days
Education / Awareness Trifolds Website
Education / Awareness
Education: Tips for How You Can Support Flexibility Model behavior that supports “a life
outside of work.” Plan for Flexibility Each Week Develop a Team Calendar Reward Results – Not Face Time Communication – open, honest, constant
MeasurementsMeasuring culture:Global People Survey (organization)
I have the flexibility I need to meet my personal and professional goals.
People Point (individual)How effectively does this person foster a positive
work environment and help our people grow?GPPM (individual)
4 key measures – “People” is one of themPeople goals are mandatoryCannot have an overall rating more than one
rating above your people ratingFortune Survey (organization)Working Mother benchmarking (organization)
Technology Laptop
computers for most and 24/7 support
Sametime (aka IM)
Blackberry/Mobile Broadband
Voice Mail Notification
Flexibility Website
FWAs are one way to achieve Flexibility
FWA OptionsReduced Schedule TeleworkShort-term SeasonalCompressed Work WeekESS options – Flextime and Job Share
Value of FWAsOffering FWAs allows the firm to Retain key people Recruit key candidates Support business strategies
Ultimately meeting the needs of our business, our people, our teams
and our clients.
E&Y’s Commitment to FWAsAn FWA is a mutual responsibility.
An FWA has to work for both the individual and the firm
The operative word is flexible. Both the individual and the firm must be flexible
Granting an FWA is a business decision. There must be a business case behind each FWA. FWAs can be reevaluated, revised, reconsidered or retracted at any time. There is no limit to the number of FWAs in a group.
FWAs Further Enhance Flexibility More than 2000 people are on an FWA; 60% are CSP
and 40% are CBS 85% of those on FWAs are female
30% Senior Managers 20% Managers 20% Senior 3’s
More than 100 Partners, Principals, Executive Directors, and Directors (PPEDDs) are currently on an FWA
125 PPEDDs were promoted while on an FWA Nearly 60% of all FWAs are reduced schedules More than 30% of those on FWAs telework one or more
days per week
FWA Users Are Expected To Meet Performance Standards FWA users are evaluated on the same basis
as their peers on traditional career paths. Everyone on an FWA has access to career
development and promotion Someone on a reduced schedule may have
a longer promotion cycle than his or her full-time counterpart.
FWAs allow individuals to have flexible careers….not part time jobs!
Career Development Client Service
Not just here to be chargeable
Proper positioning on engagements/projects for promotion
Business Development Pursuits Addl’ work to existing
clients
Account Management Build “C” level relationships
People Development Mentoring Counseling
Technical AQR Professional Practice
Exposure Recruiting CPE (same
requirement as full time employees)
Resources for You EY/Assist
Concierge Service Back-up Care Resource and Referrals Health-related, nutrition,
and safety information Professional and
confidential counseling EY/Discounts Flexibility Website
Family Friendly Programs Parental Leave
6 weeks for Primary Caregiver 2 weeks if not Primary Caregiver
Lactation Program 85% of men enroll their wives in the program 95% of EY women use the program
Backup Child and Adult Care Working Moms’ Network
WMN’s Mission:Provide support, resources, networking and mentoring
Increase retention of this critical group of women
Build awareness around commitment to our working moms
Create role models and a culture of support for younger women
What We Do Matters
Flexibility is important to our people, our teams, our firm and our clients.
People First: Benefits for the Business Improved Attraction and Retention of the Best People High Quality Client Service Stronger Brand Better Financial Results
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