Arbeitsatmosphäre

Atmosphäre im Team ist sehr gut.

Vorgesetztenverhalten

Die Vorgesetzten innerhalb der Abteilung sind insgesamt als gut zu bewerten. Entscheide sind in der Regel nachvollziehbar. Das Top-Management kommuniziert ihre Entscheide oftmals kaum oder sehr intransparent, dementsprechend sind diese Entscheide dann oft auch nicht nachvollziehbar.

Kollegenzusammenhalt

Ausserordentlicher Zusammenhalt innerhalb des Teams und der Abteilung.

Kommunikation

Innerhalb des Teams funktioniert die Kommunikation gut (4-5 Sterne Level). Auf Firmenebene und gegen aussen lässt die Kommunikaiton oft zu Wünschen übrig.

Karriere / Weiterbildung

Perspektiven werden regelmässig aufgezeigt durch die Betreuung des Counselors. Ebenfalls wird man gefördert, wenn man den entsprechenden Einsatz zeigt. Oftmals bekommt man jedoch das Gefühl, dass versucht wird eine finanzielle Entschädigung durch eine Karriereperspektive zu ersetzen. Im Sinne von "nächstes Jahr machen wir dich zu XY aber dieses Jahr springt nicht viel raus".

Gehalt / Sozialleistungen

Das Gehalt ist immer pünktlich und als in Ordnung zu bezeichnen. Mit einem Wechsel zu anderen Unternehmen kann man sicherlich ein besseres Gehalt erzielen (nicht zwingend innerhalb Big-4). Die Sozialleistungen sind ebenfalls als ok zu bezeichnen. Viel ist es nicht, bei KMUs bekommt man oftmals mehr.

Arbeitsbedingungen

Lärmpegel ist oft sehr hoch, da viele von uns sehr viel telefonieren mit Kollegen in Deutschland. Leider reichen die dafür vorgesehenen Think-Tanks absolut nicht aus um allen einen Platz anzubieten. Die Laptops sind als knapp ausreichend zu bezeichnen und stossen ab und zu an ihre Kapazitätsgrenzen. Ansonsten ist die technische Ausrüstung (u.a. in den Meetingräumen) als begrenzt zu bezeichnen. Die Räume, welche gut ausgerüstet sind, sind oft ausgebucht und zum Teil funktionieren die Geräte auch nicht so wie sie eigentlich sollten.

Umwelt- / Sozialbewusstsein

Man versucht oft mit irgendwelchen Kampagnen hier etwas zu unternehmen. Das ganze scheint jedoch oftmals nur aus der Marketing-Abteilung zu kommen. Die Verschwendung von Karton-Kaffebecher ist immens. Man könnte hier mit Recycling-Becher oder auch mit Tassen für jeden Mitarbeiter (Branding) abhilfe schaffen.

Work-Life-Balance

Wer erwartet einen 9-5 Job zu haben ist in der falschen Branche.

Image

Das Image hat leider etwas gelitten in der letzten Zeit. Insgesamt ist sicherlich EY als Arbeitgeber interessant, aber das Image in der Bevölkerung hat sich nicht gerade verbessert.

Verbesserungsvorschläge

• EY sollte an der Bürokratie arbeiten. Es ist zum Teil enorm aufwändig gewisse Prozesse anzustossen und durchzubringen. Oftmals sind solche Prozesse auch sehr schlecht dokumentiert was die Frustration beim arbeiten sehr erhöht. Zudem wäre es dringend nötig die interne Kommunikation zu verbessern. Vielleicht bringt da ein neuer CEO ja frischen Wind.

Pro

Insgesamt mag ich die Leute bei EY. Es hat sehr viele interessante Persönlichkeiten von welchen man viel lernen kann. Die Arbeitskultur ist sehr offen und man stosst oft auf offene Ohren mit neuen Ideen oder Kritik.

Contra

Die Kommunikation in Krisenfällen ist schlicht ungenügend. Etwas mehr Offenheit und Transparenz würde gut tun.

Arbeitsatmosphäre

Colleagues at EY are approachable and are sharing knowledge and experience

Vorgesetztenverhalten

Superiors are making their best to find timely solutions if issues appear. Team performance is approached from a diversity side (people with different backgrounds both educational as well as cultural) as well as from a content side (experience, coaching, training).

Kollegenzusammenhalt

Projects are run in a collaborative approach and knowledge/experience sharing is ensured through coaching and timely feedback

Interessante Aufgaben

Usually assigned tasks are given in a context and it is possible to drive ones involvement in different topics

Kommunikation

There are multiple layers of information flows from competency, department to country and regional level. Additionally at least quarterly sessions with the own superior are giving opportunity for further clarification, goal setting/tracking and adjusting the required developmental activities (e.g. training, project work)

Gleichberechtigung

EY has special programs to enhance inclusion of women. Both inside and outside my team we have colleagues combining maternity and work alongside each other. This contains a maternity leave of 3-6 months and part time arrangements.
EY as well supports fathers who want to take care of their children. Both paternity leave as well as sabbaticals and part time arrangements are available.

Umgang mit älteren Kollegen

We both have new joiners in their 50ies as well as people being in the firm for 38 years in important positions

Karriere / Weiterbildung

Employees are developed within three dimensions: experience (from projects), training (from web based learning to classroom courses and events) and mentoring/coaching

Gehalt / Sozialleistungen

Equal salary for equal work is a fact at EY. Furthermore the salaries are standardized by grade. Additional flexible salary arrangements are applied to recognize outstanding performance. However, compared to other big four the salaries seem to be lower (e.g. on glass door)

Arbeitsbedingungen

Most Offices are shared and open space. Separate rooms for focused work are available.

Umwelt- / Sozialbewusstsein

EY is publishing a yearly sustainability report with a broad range of topics which are actually implemented. The stated results are outcome of orchestrated efforts to improve EYs sustainability

Work-Life-Balance

In general the working hours can be adapted to accomodate personal needs. It is possible to work part-time and the performance assessment is outcome based and not based on hours worked. However working in the advisory service line might mean travelling on a weekly basis which can be strenuous.

Pro

EYs tagline is "making a better working world". To my experience this is really the case. Be it with Women Fast Forward, Flexible Working Arrangements for employees or Development activities like "Leadership Development Academy" with Aiducation

Gleichberechtigung

I do believe that EY Switzerland takes diversity very seriously. There are many campaigns promoting it and providing some useful tips & tricks to increase awareness. Our teams tend to be very multicultural, in which different backgrounds, mindsets and personalities are highly valued.
Actually, one of our Managers once shared an interesting lesson with us:
He was interviewing a few candidates for an open position and after making a shortlist, he shared his selection criteria with us: At the end, it all came down to choosing the candidate whose profile was the most different / unique compared to our existing profiles (backgrounds / skills / personalities). By doing so we gained a new point of view and a great complement to the team.

Umgang mit älteren Kollegen

Even though our average age is below 30, we do have the opportunity to work with more experienced people who are usually very open to becoming mentors and are open to hear feedback and concerns / suggestions on how to improve processes, etc.
This "open door policy" with our Partners / SM is not for granted and we should all leverage from it by driving the conversation and sometimes making "the first step" / following up on conversations.

Karriere / Weiterbildung

After having worked in more than just one Service Line and Industry Sector, I have come to the conclusion, that the professional career, skills development and motivation is the responsibility of each employee. EY offers a great platform for exploring different directions (changing direction in case you wish to try something new) and reaching out to this huge network full of knowledge; however we (employees) are the ones that need to be in the driver's seat.
Of course, we also expect support from the company when it comes to providing the right opportunities, allocating time and budget for trainings / learnings, etc. Usually, this can be negotiated with your Counselors / Partners. To be honest, although such conversations / processes can take more time / energy than desired, as long as you have a own clear vision of where you want to go, EY will most likely support you.

Work-Life-Balance

This depends on your current engagement and team setup / project managers. Usually quite flexible when in comes to compensating overtime / home office when sensible, etc.

Verbesserungsvorschläge

• I do believe that EY is evolving day-by-day based on market needs and employee's expectations. However, we still have a few challenges ahead of us, e.g.:
• 360 Feedback & consequences: there seems to be little / no focus on correcting bad leadership behaviors from managers and above. I have not yet seen a good solution to provide bottom up feedback and upper leadership correcting behaviors. There is still a big room for improvement here.
• Childcare support: To offer equal opportunities to all (females / males / with & without family) I do believe that an effort needs to be made to find a good solution for childcare services, especially in Switzerland where the public schooling system is not designed for 2 working parents. Other companies offer such services and this does make a huge difference when it comes to choosing an employer.

Pro

One of EY's key focus areas is to promote highest performing teams. I can confirm, that this has been the norm for me during my projects so far. We usually have a clear view on our goals as a team, and quality is essential to achieve the desired results. This requires effort to focus on the details, review our work under a "4-eye-priciple" and seek for feedback on a frequent basis.
I find it very enjoyable to be surrounded by people that share this work style and whom I can rely on professionally.
Overall EY offers a great platform to get to know the different industry sectors, to be on top of the latest topics while enjoying a good time with your colleagues and having fun during events or after working hours.