To be named a Best
Firm to Work For or
a Best Small Firm to
Work For, firms were
ranked based on
survey responses in
measuring a different
aspect of employee
the issues at play
within each category.
This category reflects the quality of work consultants perceive their firm
is doing. It is not a measure of the actual work being done, but the more
valuable a firm’s consultants perceive their work to be, the more engaged
they tend to be in their clients’—and their firm’s—success.
Firm culture reflects the shared values, standards, ethics and goals of a firm.
Gone are the days when firms would hire a generation of future partners
from a leading campus and hone their skills over a career. Today’s firms are
comprised of talent that has spent years at other firms, and in other industries.
As a result, building and sustaining a strong culture becomes more difficult.
Uncertainty tests leadership in big ways. The economic uncertainty of the
new normal tests their decision-making and internal communication skills.
In 2015, leadership had to chart a new course and generate confidence in the
firm’s direction. The more confidence the rank-and-file-consultants have in their
leaders, the more apt they are to be happy at their firm. The opposite is also true.
The campus pipeline is just starting to be refilled, which will force some
promotions up through the higher staffing levels. However, setting and
communicating those goals is a challenge. Handling it well can make consultants
want to stay with your firm longer; doing it poorly can encourage defections.
This category reflects how well consultants perceive their firm as enabling them
to balance their life outside work. Given the heavy work and travel regimen
required, this is a difficult task. Setting expectations and communicating
what’s expectated can go a long way to making consultants feel appreciated.
This category reflects consultants’ satisfaction with their compensation and
non-cash benefits and does not necessarily reflect those firms that pay the
most. The happier consultants are with their job, the more they’re willing
to settle for less money. Such is the case with smaller firms who continue to
report higher satisfaction despite smaller paychecks.
Compensation Career Work/Life Culture Leadership Client
& Benefits Development Balance Engagement
TO WORK FOR