If you can be the chair person or CEO of your company now, what will you change immediately?

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I’d be focused on the healthcare sector (which is my focus as a consultant) and call all the bullshit. The bigger the media shitstorm, the better.

When I get voted out by the board, I’ll sign a movie/Netflix docuseries deal and call out more bullshit.

likefunnysmart

My salary ⬆️

likefunny

Nice! You are the executive getting raise after the buyout lol.

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Free Big Macs all day

likeupliftingsmartfunny

No travel domestic or international.

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Would you be able to do that without having a revenue or profit impact to the organization?

Way less f*cks given or even lipservice about what 95% of protestors and petitions have to say.

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When I was at D: change util to not count holidays, PTO, and training (or has that changed in the 5 years since I left?)
When I was at BAH: lower bonus eligibility level down to SC/A
All firms: allow sales credit to be applied to everyone who contributed to a winning sale
All firms: have a public internal roadmap that allows staff to have insight into plans for service lines and firm overall
All firms: create internally published comp bands (at least for A-SM levels) so you don't have staff always asking "what kind of comp can I expect at X level?"

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Adding to my earlier reply:

-Create dedicated BD teams inside all practice areas/service lines/etc that run 90% of the capture process so random staff aren't thrown on every single capture that comes through the doors.
-Substantially boost benefits to match the best bits and pieces from the various firms I've worked at over my career (6 months parental leave, 5% 401k contribution + 5% match, $5000 annual training allowance, $1000 HSA contribution, 10 volunteer hour allowance per month, fully reimbursable gym membership, travel bounty system for finding cheaper travel than corporate travel site, new service offering/BD bounty program)
-Stand up an in-house tech/service offering incubator that would allow staff at all levels to apply for a 4 week program to create a proof of concept/MVP and, if it looks like it'll work out well, build it out with full backing from leadership and full resources

On the latter one, I spent about a year at D trying to get something like this off the ground back in ~2013 and couldn't find a single PPD who was willing to sponsor the initiative, but I still think it's an idea with real merit.

Parental leave for mothers and fathers, 6 months minimum.

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If I'm EY CEO, I'd do a multi year complete overhaul of all back office business support systems, and hire the best SI, architects and PMs in the market to manage it. Our business support systems are either in the stone age, are embarrassingly bad, or doesn't work half the time. It's likely causing the firm billions of dollars a year on productivity impact. I think we can also eliminate a good amount of internal roles and overhead that are still relevant due to poor SI and automation.

It's absolutely embarrassing we provide consulting services for the things above and internally sit on a 1 out of 5 on the maturity scale.

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This is true. The internal team that implemented SAP wasn’t terribly competent.

Hiring and recruiting needs tangible metrics for speed to get talent in the door and incentives to retain high performers.

Align sales to revenue and drive adherence to forecasts at the PPED level.

Hire consultants because....

Caring and prioritizing employee retention, feedback, and care programs

Fire myself. I am wayyy under qualified

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