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Maintaining Long-Term Employee Relationships
Cindy Milrany, CFO/CAO
Freese and Nichols, Inc.
• Multi-service engineering, architecture and environmental science firm
• 119-year history means experience, strength and stability
• 15 offices in Texas and North Carolina
• More than 550 experienced professionals, technical experts and support personnel
Why Long-Term Employees Matter
• Retention of organizational knowledge• Linkages to long-term client relationships• Reduction of recruiting and training costs• Maintain culture as firm grows
Our Employee-Focused CultureFlexibility and Discretion
Stability and Control
Extern
al Fo
cus an
d D
ifferentiatio
n
Inte
rnal
Foc
us a
nd In
tegr
ation
Family-Oriented Cultural Profile
• Value Drivers— Commitment— Communication— Development— Appreciation
• TheoryGain organizational effectiveness thru human development and participation
Family-Oriented Culture:CommitmentOur Guiding Principles• We are ethical• We deliver quality• We are responsive• We add value• We improve continuously• We are innovative• We develop professionally• We respect others• We appreciate our clients
and fellow employees• We give back to our
communities
Family-Oriented Culture: Communications
• President’s Roundtable• Principle Luncheons• Open Door Policy• Freese.com Blog• President’s Letters• CI Luncheons• Strategic Plan Roll-out
Family-Oriented Culture: Development
• Career Ladder– Developed for every discipline– Includes employee career
assessment– Education and experience
for each step of career– Possible technical, sales and
management career paths– Used for Development Plans
Family-Oriented Culture: Development
• Performance Review and Individual Development Plan (IDP)– Expected competencies– Individual performance goals– One-year and three-year career
development goals– IDP with training, project
assignments, offer of technical coach– Training linked to FN University
Family-Oriented Culture: Appreciation
• Thank Tank– Online thank you– Everyone can thank
everyone– Aligned with our
core values
Hierarchy-Oriented Cultural Profile
• Value Drivers– Efficiency– Consistency– Quality– Timeliness
• TheoryGain organizational effectiveness thru control and efficiency
Hierarchy–Oriented Culture:EfficiencyAutomated Processes
Hierarchy–Oriented Culture:EfficiencyResource Management
Resource NameFeb 11 Mar 11 Apr 11 May 11 Jun 11 Jul 11 Aug 11
Sch Hrs Sch Hrs Sch Hrs Sch Hrs Sch Hrs Sch Hrs Sch HrsAnne M. Carrel 202 210 202 202 170 162 162Charles Allen Kucherka 217 277 275 271 237 233 147David T. Bennett 145 323 321 325 285 277 277Davin D. Hatley 166 270 330 320 254 322 232Gary Ray Smith 126 134 140 148 136 184 179Lizanne Marie Douglas 268 356 328 258 240 238 233Michael G Morrison 248 175 143 174 174 157 129Michael Stafford Gunning 273 286 206 186 278 262 270
Hierarchy–Oriented Culture:Quality and Consistency
Technical Excellence Program
Hierarchy–Oriented Culture:Quality and Consistency
• Quality Control– Quality is an on-going process– Quality Control Plan defines reviews
• Quality Assurance– Initial, mid-point and final reviews– Kick-off meeting documentation– Quality Control Plan– Project Schedule– QC and QA Review Forms
Hierarchy–Oriented Culture:Timeliness
Keeping Projects on TrackProject Manager Portal• PM Dashboards• PM Process• Project News• Project Status• Project Action Items
Innovation-Oriented Cultural Profile
• Value Drivers– Creativity– Future Thinking– Transformation– Improvement
• TheoryGain organizational effectiveness thru creativity and vision
Innovation-Oriented Cultural: Creativity
• I2 Team• Innovation Newsletter• Innovation Award• R&D Fund
Innovation-Oriented Cultural: Future Thinking
Employee Contributions to Strategic Planning• Futures Committee
– Subject matter experts provide insights about future trends
• TEP Reports– Technical staff provide current trends in
services, technology, regulatory trends
• Market Scans– Account Directors provide understanding
of shifts in client expectations
Innovation-Oriented Cultural: Improvement
• CI Steering Committee• CI Luncheons• CIdeas• CI Teams• Standing Teams
– PM Steering Committee– CAD Steering Committee– GIS Steering Committee
Market-Oriented Cultural Profile
• Value Drivers– Customer Focus– Competition– Accountability– Market Share
• TheoryGain organizational effectiveness thru customer focus and competition
Market-Oriented Cultural: Customer Focus
• Hedgehog Concept– In his book, Good to Great, Jim Collins told a
story about a fox and hedgehog. Despite the fox’s attacks, the hedgehog consistently survived, even thrived, by doing one thing – rolling into a ball of spikes.
• Our Hedgehog, our one thing…Be the very best at client service, resulting in long-term mutually beneficial relationships
Market-Oriented Cultural: Competitive
• Core Competencies– Understanding client needs– Being the technical experts– Exhibiting ethical behavior– Being a trusted advisor
• Competitive advantages in the marketplace
Market-Oriented Culture: Accountability
• Bi-monthly President’s Reviews– Project-level reviews
• Annual Performance Reviews– Individual’s goals tied to firms’ goals
• Performance Portals– Performance for groups,
projects and employees
My Utilization
Market-Oriented Culture: Market Share
Overarching Goals• Stewardship of Resources• Integrated Services Delivery
– Across the project life cycle– Leveraging our multidisciplinary expertise
and that of our partners
Long-term Employee RelationshipsMoving Toward Our Desired Culture
Profile Perceived by EmployeesProfile Desired by ManagementEmployee Survey Aligned with Profile
98 99 00 01 02 03 04 05 06 07 08 09 10 11 12100
150
200
250
300
350
400
450
500
550
3.0
3.5
4.0
4.5
5.0
Number of Employees Employee Satisfaction
Long-Term Employee Relationships Employee Engagement
Emp Opinion Survey
FNI University
Individual Dev Plans
Career Ladders
Mentoring Program
Technical Coaching
Wellness Program
Leadership Training
Cultural Assessment
Sr. Leader Training
Long-term Employee Relationships:Being a Great Place to Work
• 2013 Best Companies to Work for in Texas• 2011 Best Place to Work for in the Coastal Bend Area• 2010 Best Midsize Firm to Work for in Dallas-Ft. Worth• 2009 Best Small & Medium Companies to Work for in America • 2009 Top 10, Best Civil Engineering Firms to Work For Nationwide
Thank You