Pros: slight improvements toward improving engagement
Cons: terrible work-life balance, exclusion of ba from organizational strategies, exclusion of ba from performance appraisal, ignorance of employee needs, process inflexibility that ignores participant needs
Aon Hewitt continues to work toward engagement, and they have made some measure of progress in doing so, but they are still quite far from achieving such engagement.
They have made great strides for their business, including greater alignment toward business-to-business clients, the securing of a very high-profile client, and the elimination of the – more... dreaded "adherence" metric for its benefits advisors.
Unfortunately, work-life balance continues to suffer. The company often ignores the fact that what happens outside the work environment will affect what happens inside the work environment. Thus if an employee's needs outside of work are not met, this will spill toward work performance. Of course, this is often ignored.
The company is atrocious at meeting employee needs in general. Physical needs, emotional needs, mental needs are all ignored in an effort to make the bottom line. People at the company - particularly those on the phones - simply do not feel appreciated. For example - the performance appraisal system fails to truly reward people or identify what benefits advisors do correctly, but are amazingly effective at pointing out what people did wrong, rather than truly assist one in improving performance. Managers are generally not trained effectively toward handling their employees. Employees are not ever involved in strategically planning the direction of the organization, and if they are, it is only for a short time, until its employees appear appeased, at which point, all of management basically go back to ignoring its employees again. The result is that the organization performs quite poorly and inefficiently. – less