Measuring our Success

Measuring our success

We give our employees the tools to gauge the firm’s success and employ their feedback


In our FY2012 Global People Survey (GPS), we got high marks and/or saw improvements in several areas, including learning and development, providing constructive feedback, creating an inclusive environment and collaborating to bring fresh insights to our clients. We also received positive comments about our focus on Enhanced Working Practices (EWP) and our Marquee rewards program. We were able to achieve these strong results because we listened closely to the feedback from the FY2011 GPS and put a few key actions into place:

  • Open and transparent environment: we actively solicited and encouraged staff feedback including live Q and A in Town Halls; conducted various staff focus groups; developed a new CEO’s Suggestion Box on our Portal; and created a Staff Council, which provides a means for twoway dialogue and input to our CEO and his Canadian Leadership Team (CLT) on matters of importance to our staff. We also focused heavily on transparency around compensation and related discussions, including a new portal site with transparent information around compensation, held local office sessions to demystify performance appraisal processes, and held training sessions to enhance our people’s understanding of our human capital programs.
  • Performance management: we simplified and streamlined a number of our performance management processes, tools and forms to be more readily available and accessible and provide quicker written feedback on client engagements, tasks and projects. We still have more work to do, but are well on our way to making a difference. Some examples of actions we’ve already taken and will continue to take in response to this specific feedback include:
    • Work/life flexibility: we increased monitoring of workloads, looked more closely at our resource levels and staffing models to identify options to better address peak period needs; asked partners and senior staff to support and help manage workloads and day-to-day informal flexibility; and promoted and supported participation in our various flexibility programs.
    • Total rewards: we increased the use of our Marquee rewards program including greater recognition through Spotlight bonuses; provided staff below manager with more Acclaim points to improve recognition of their peers efforts; and increased the transparency around compensation decisions so that people have a better understanding of their total rewards and how it links to their performance and progress in their career.

For a sample of our results, please see the Key Performance Indicator table.