Management at EY Australia

Performance feedback is quarterly, with a simple and effective internal system, which ties into the progressions/promotions cycles. Managers are present on jobs to help guide the audit and answer questions as needed.

They are very good mentors and generous with their time. There is a big emphasis on feedback and developing employees

Really great leaders at EY who build great relationships with juniors and take time out of their day to engage and support their colleagues. EY is very much a 'people first' place. Performance management at EY is going through a developing stage and there is currently limited clarity around what criteria we are evaluated against and how we are remunerated and rewarded; but this will be changing apparently.

The majority of managers provide great support - even on top of their own workload - to ensure you can develop and learn new skills. My experience has been getting face to face recognition and the quarterly formal feedback we receive.

Very accessible, make good mentors and there's a big emphasis on coaching new staff. Feedback system is great and you get recognized for good performance.

Most of my managers are accessible and really good mentors. Each of us gets assigned a counsellor/career advisor who we talk to if we want advice. They are also in charge of representing us.

Very accessible, great performance feedback system, recognition is done well with quarterly performance reviews with your 'mentor'

Managers are overall very good, they accept your opinion and are nice to work with. Though some are quite busy & it can be hard for them to mentor you properly.

They are very friendly and down to Earth. They will help you and encourage questions.

Most managers are excellent and invest a lot of time in your development

The managers are accessible for the most part and make excellent mentors. communication, feedback, praise and recognition are all provided

Great mentors and always want to see how you are going

Managers are generally accessible. Sometimes can be difficult getting them to answer your questions in a timely manner.

Lately there's been quite a bit of stir regarding the upper management. Lower level folks don't feel as if their interests are being represented by leadership in terms of providing them with the right support and flexibility, as well as the strategic direction of the team being aligned to their professional goals.

There have been varied experiences when it comes to managers. Some managers are approachable and give timely feedback. However some managers don't communicate well within the team.

I am very dissatisfied with the managers in my team. They are not accessible - they are unapproachable and prefer not to be disturbed.

Managers mingle with juniors everyday and I learn a lot from them

On the whole, I have been really satisfied with my managers at EY. One thing I would say can sometimes be a downfall is that managers don't receive regular, ongoing and official feedback from junior staff on their performance. Currently our formal feedback platform does not permit upwards feedback. I see this is a big issue as the manager role goes beyond high performance with projects/clients, and also includes the management of people element. Managers should be held accountable for this part of their role and equally praised for great leadership in a formal manner.

Managers in our team are very good at teaching us and encouraging us to take on responsibility.

Managers are easily accessible. Have time to have coffee, etc.