Own your career and boost the relevant work experience
Gut am Arbeitgeber finde ich
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.
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.
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.
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.