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Creating a Great Place to Work

Creating a Great Place to Work. SCORE Retrieval File No. 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.

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Creating a Great Place to Work

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  1. Creating a Great Place to Work SCORE Retrieval File No. MM0260

  2. 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.

  3. People First: Benefits for the Business • Improved Attraction and Retention of the Best People • High Quality Client Service • Stronger Brand • Better Financial Results

  4. Ernst & 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 People First: A Two-Way Commitment

  5. Creating a Flexible Culture • Language • Flexibility Strategy • Programs vs Culture • Tone at the top • Communication / Individualized Approach • Education/Training/ Awareness • Measurement • Technology

  6. Lessons Learned…. Language is REALLY important

  7. One Goal, Different Approaches

  8. Programs vs. Culture Programs 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 commitment • A part of our Inclusiveness strategy • A business Imperative • We are a people-powered business • Impossible for our people to focus on business needs if their lives don’t work • Our people are demanding it

  9. 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

  10. 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

  11. Education / Awareness

  12. 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

  13. Measurements Measuring 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 them • People goals are mandatory • Cannot have an overall rating more than one rating above your people rating Fortune Survey (organization) Working Mother benchmarking (organization)

  14. Technology • Laptop computers for most and 24/7 support • Sametime (aka IM) • Blackberry/Mobile Broadband • Voice Mail Notification • Flexibility Website

  15. FWAs are one way to achieve Flexibility

  16. FWA Options • Reduced Schedule • Telework • Short-term Seasonal • Compressed Work Week • ESS options – Flextime and Job Share

  17. Value of FWAs Offering 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.

  18. E&Y’s Commitment to FWAs • An 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.

  19. 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 FWAs Further Enhance Flexibility

  20. 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!

  21. 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) Career Development

  22. EY/Assist Concierge Service Back-up Care Resource and Referrals Health-related, nutrition, and safety information Professional and confidential counseling EY/Discounts Flexibility Website Resources for You

  23. 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

  24. 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

  25. 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

  26. “Branded” as a Great Place to Work

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