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Career/Life Program "Deloitte' is the brand under which tens of thousands Cathy Eenke, Deloime is chief talent officer, and her team of dedicated professionals in independent firms through- discovered that lack of flexilulity was the namber one out the world collabocate to provide audit, consulting, feason women gare for leaving the company, and the financial advisory, rikk managemeat, and tax services nabber two reave that men peovided foe leaving," Yer to selected dients. These firms are members of Deloitte accoeding to Benko, Deloine had 69 ditferent types of Touche Tohmatsu Limited (DTTL.) a UK private coe- flesible woek arrancement, raneing from telecommatpany limited by guarantee," inje to compeensed workwecks, "and people were still Like any ather compasy, Deloite seeks to be produc- leaving because of [thel luck of Akxibilikf," tive, to be profitable, and to grow, in short, to saccend. MCC was designed to provide all of Deloitte's emFor Deloitte to suckeed, it must fetain talented employ. ployers-bot just its sopentarn-with opportuaities to ees: bowever, retainitts these employes has beceme in- have the Alouldity ther wanted and needed in their cacreasingly challenging givea the nature of traditional reer. MOC mables molopees to manage their career carecr paths in poblic accounting. better in relation to changing work-life iwues." MCC For maay decades, employees of public accounting focues on how employees want their careers to unfald, firms traditionally followed rather predictable career which helps to foster greater employee loyalry to the paths. However, those predictable carcer paths have firm." changed, and alternative cateer paths are increasing. Under the MCCC peogram, "le|mployees periodically Cheryl Leitschuh, presidest of Leitschuh Leadership fill aur a peofile ditailing wherher they want to stay on Consalting in Mirneapolis, says, "I don't think there') their current conne, "fial up" by taking on more projects any otficial definition, but anything that falls oat of and responehiliry, or "lial down," fiducing their hours or the 80-hours-a-week, face-time traditional career amount of travel, for ecample." MCC-allows prople model, which is the paradigm that has beought the to dial up or dial donn, depending on life circumstances. profession to where it is, is considered an aliernative whether they'te fredh out ef achool ne a harried new parcateer gath.," in considering what younger people ent. For the lante, this can mean putring in fewer hours want in their careers, Anae Weisberg. Deloitte's di- or pasing en travel oe new peoisct, without hurning the rector of taleat diversity, asserts that "you can'r as- chance of proenction in the future "11 sume that the way you manage your carcet is geing As a starting point for caroer planning, all emsloyees to woek fog generations beliad you, So doa't over- peceive a defsulr peofle thar reflect the emeployees' curlay your experiences on them and expect them to fall rent career situation. The MCC defrult protile contrins into the way you did things." 5 some of the career fea- four career dimenaions that cam be dialed up or dialed pares that Deloitre's yousger employees seek in these down as enployeer progress through their careen and altersative career patbs include "long-tern career de- face changing life circumstanoes. 12 The career dimenvelopment, maltiple experieaces within a single com- sions are (1) pace of carer tehe raqe of career peogrespany, flexibility, a sense of purpose, respect and open sion), (2) workload (the quantity of work outpoti, (5) communication, id. locatioe and whedale iwhen and where the work is perIn 2005, Deloutte ILP began experimeating with formedi, and (4) role (the employee" position and techanges to the traditional eaployer-employee rela- upoesihilitiss within the firm. tionship to retain more of its well-tducated, carefully Dialing down can mean cutting back work hours or secruited, high-potential mideareer employees. The ex- work load oe woeking from bome. itDialingtepmeans perimental program, known as Mass Career Customi- employees will add respoesibilities so ther cam grim a zation (MCC) - was born out of Deloitte's own need broader and nicher set of work experiences. Althowgh to addreis attritios" aed "to kecp high performens,-1 dialieg up in noe a promecene, it does make employers Based on an analysis of employee exit surver data, mose marhetable. Herwever. "hlise becaise eminloyees 664 ask to dial up or dial down doesn't mean that they will MCC program, Deloitte now is trying to make believbe approwed by their managers, " 2 David Rosenblum, a ers of its clents., 1 Los Angeles-based partner an Deloitte's consulting practike, indicates that diat up requests can be more challens- Discussion Questions ing than dial down requestsi Accordling to Rosenblum. 1. Explain the busic nature of Deloites MCC employes' experiences cannot be acederated when they prockrant. need to do certain things before they move to the next 2. Explain how Deloitte's MCC program can help level, 17 emplorees manape their carcen and deal with According to Cathy lienko, the program was rolled work-life issues. out to 80 percent of employers in the company's U.S. 3. What are the benefits of MCC for Dekiate? For offices by the end of 2009. 11 Of those employees choosibg to avail themselves of the non-traditional Dekinte' emplopees? career path afforded by MCCi about rwo-tbirds dial 4. Do you think the MCC program has a downside up their careers and about one third dial down their for Deloitte? For its employees? Explain your careers. 19 Moreover, men are as likely as women to answer. dial-up or dial-down their careers, 20 The MCC pro- 5. Would Deloine's MCC program be easily adupted gram seems to be resonating with employees as indi. in other companies? Why or why not? cated by improvements in cmployce satisfaction with 'overall careerilife fit' and retention of high-perform- Chapter 17 Case References ripper. 16 to paemi 300\%it teid papeik 4. Thic lanary dotou 16 icpagni (facicy 2010i4 is is pagril. 16. Ioth. 6. Ited. 17, Ifw. 17. Ibil 11. Ind. tiet Slai (Marh zo0sit 10. tier 53 a daich 2005cos. zoosin be 2 pasel (Junar) 2010i 16 if pagr) Ifacer 2a104 1616 pays. 22. thed. CAAPTEA 1T CAAELO MAKAQLUENT 665