TZL 1547 (web)

E levateAEC FEATURED SPEAKERS

LINDA DARR, PRESIDENT & CEO, ACEC Linda Darr has more than 30 years of experience in transportation and infrastructure policy. As ACEC’s CEO since August 2018, she represents 5,600 member firms involved in America’s infrastructure design. Under her leadership, ACEC successfully lobbied for the Bipartisan Infrastructure Law and became a key player in its implementation. Linda also serves as the 2021 FIDIC North America Chair and collaborates with a federation of 51 state and regional organizations. She led the Engineering and Public Works Roadshow, marking the first collaboration between ACEC, APWA, and ASCE to showcase infrastructure projects and promote workforce development.

KIT CEO, MIYAMOTO INTERNATIONAL Dr. H. Kit Miyamoto built a worldwide engineering and disaster management firm from a small engineering practice into 25 locations on four continents with one purpose: make the world a better, safer place. Its purpose-driven mission and a strength-focused culture drive the growth of the company and attract equally purpose-driven, passionate, teamwork-focused team members. Dr. Miyamoto is a world-leading expert in disaster resiliency engineering, disaster response and reconstruction. He provides expert engineering and policy advice for USAID, World Bank, UN agencies, and various governments. MIYAMOTO, GLOBAL

JOSEPH FUREY, PRESIDENT & CEO, MICHAEL GRAVES ARCHITECTURE Joe Furey has more than three decades of experience in the AEC and other professional industries leading business operations, mergers and acquisitions, and strategic and financial planning, analysis, and reporting. He joined the firm in 2008 as the CFO focused on the business, growth strategies, and succession planning, and became president in 2018. He has built the continued growth and prosperity of the Michael Graves companies around common purpose, cooperation, and teamwork. Based on his passion for sports (meaning football), he knows how to coach a team to win and have fun at the same time.

that every employee understands and aligns with the company’s mission and values is essential for a unified organizational effort. Lastly, the effectiveness of diversity and inclusion initiatives in recruiting and retaining employees has also dropped. This suggests that many firms may need to reinvigorate their efforts in these areas. Strengthening diversity and inclusion programs will not only foster more inclusive environments but also enhance the attractiveness of firms to potential and current employees. The 2024 Best Firms To Work For employee survey provides a comprehensive view of the organizational climate across the industry, highlighting both achievements and areas for growth. While we celebrate the strides made in workload management, workplace respect, and social opportunities, firms must address the concerns around compensation alignment, IT support, and diversity initiatives with equal vigor. By taking a proactive approach to these insights, firms can continue to build workplaces that not only meet but exceed the expectations of their dedicated employees. Together, the industry will strive to create environments where every team member feels valued, respected, and empowered to succeed. Kyle Ahern is an employee experience and data strategist at Zweig Group. Contact him at kahern@zweiggroup.com.

KYLE AHERN, from page 5

adjustments or upgraded facilities, these efforts are making workplaces more comfortable and conducive to productivity. Lastly, trust in management’s grievance handling has significantly improved across the board. This boost indicates that employees feel more secure in voicing concerns, reflecting a strengthened commitment to transparent and responsive communication channels within firms. ■ Areas of concern. However, there are areas that have seen notable declines across the industry, starting with the alignment of compensation with responsibility. This decline points to growing dissatisfaction with compensation fairness. Addressing this will be crucial to ensuring that remuneration strategies effectively recognize and reward employee contributions. The efficiency of IT support has also decreased. This suggests issues with IT support responsiveness across various firms. Efficient technical support is vital for maintaining productivity, and this area will require immediate improvements to meet employee expectations. The clarity of mission, vision, and values has seen a decline. This decrease indicates potential communication gaps regarding core principles in many firms. Ensuring

THE ZWEIG LETTER JULY 29, 2024, ISSUE 1547

Made with FlippingBook flipbook maker