Maintaining Long-Term Employee Relationships
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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

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Maintaining Long-Term Employee Relationships Cindy Milrany, CFO/CAO

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Maintaining long term employee relationships cindy milrany cfo cao

Maintaining Long-Term Employee Relationships

Cindy Milrany, CFO/CAO

Freese and nichols inc

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

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 culture

Our Employee-Focused Culture

Flexibility and Discretion

External Focus and Differentiation

  • Internal Focus and Integration

Stability and Control

Family oriented cultural profile

Family-Oriented Cultural Profile

  • Value Drivers

    • Commitment

    • Communication

    • Development

    • Appreciation

  • Theory

    Gain organizational effectiveness thru human development and participation

Family oriented culture commitment

Family-Oriented Culture:Commitment

  • Our 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

Family-Oriented Culture: Communications

President’s Roundtable

Principle Luncheons

Open Door Policy Blog

President’s Letters

CI Luncheons

Strategic Plan Roll-out

Family oriented culture development

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 development1

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

Family-Oriented Culture: Appreciation

  • Thank Tank

    • Online thank you

    • Everyone can thank everyone

    • Aligned with our core values

Hierarchy oriented cultural profile

Hierarchy-Oriented Cultural Profile

  • Value Drivers

    • Efficiency

    • Consistency

    • Quality

    • Timeliness

  • Theory

    Gain organizational effectiveness thru control and efficiency

Hierarchy oriented culture efficiency

Hierarchy–Oriented Culture:Efficiency

Automated Processes

Hierarchy oriented culture efficiency1

Hierarchy–Oriented Culture:Efficiency

Resource Management

Hierarchy oriented culture quality and consistency

Hierarchy–Oriented Culture:Quality and Consistency

Technical Excellence Program

Hierarchy oriented culture quality and consistency1

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

Hierarchy–Oriented Culture:Timeliness

Keeping Projects on Track

Project Manager Portal

  • PM Dashboards

  • PM Process

  • Project News

  • Project Status

  • Project Action Items

Innovation oriented cultural profile

Innovation-Oriented Cultural Profile

  • Value Drivers

    • Creativity

    • Future Thinking

    • Transformation

    • Improvement

  • Theory

    Gain organizational effectiveness thru creativity and vision

Innovation oriented cultural creativity

Innovation-Oriented Cultural: Creativity

I2 Team

Innovation Newsletter

Innovation Award

R&D Fund

Innovation oriented cultural future thinking

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 understandingof shifts in client expectations

Innovation oriented cultural improvement

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

Market-Oriented Cultural Profile

  • Value Drivers

    • Customer Focus

    • Competition

    • Accountability

    • Market Share

  • Theory

    Gain organizational effectiveness thru customer focus and competition

Market oriented cultural customer focus

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

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

Market-Oriented Culture: Accountability

My Utilization

  • 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

Market oriented culture m arket share

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 relationships moving toward our desired culture

Long-term Employee RelationshipsMoving Toward Our Desired Culture

Profile Perceived by Employees

Profile Desired by Management

Employee Survey Aligned with Profile

Long term employee relationships employee engagement

Long-Term Employee Relationships Employee Engagement

Individual Dev Plans

Emp Opinion Survey

Career Ladders

Mentoring Program

FNI University

Technical Coaching

Sr. Leader Training

Leadership Training

Cultural Assessment

Wellness Program

Long term employee relationships being a great place to work

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

Thank You

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