Building a Strong Company Culture at AECOM

Business Challenge:
People and Culture
Evolve 2021

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Engagement
“Create caring and robust connections between every
employee and their work, customers, leaders,
managers, and the organisation to achieve results
that matter to everyone in this sentence.”
David Zinger
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• What is the trend?
• Where do we want to move
to?
• How do we get there?
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Experience
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to?
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Communication
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to?
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Communication
Leaders = Master communicators.
1- Push Communication.
where sender do everything.
“In modern management, PM role involves jumping
through constant communication hoops.” by PMI
Types of Communications:
3- Interactive Communication.
where it involves the sharing of information back
and forth between sender and receiver in real time.
2- Pull Communication.
where sender creates content that receivers can
passively access at any time.

As a Leader, Interactive Communication is the first and
most Effective Tool to CREATE a BOND among team
members and a loyalty to the Establishment.

How does AECOM
used to Communicate
with the team?
Mails
Top management
announcements.
New
Year
Party
Town
Hall
Sports
Day
Surveys
Push Communication
Interactive Communication.
Pull Communication
Dashboards
Ecosystem

2021 Global Pulse Survey
59%
41%
Completed Not
41%
59%
Completed Not
Global Results MEA Results
4.02
/ 5
Overall Engagement
4.27
/ 5
Overall Engagement

Engagement score by
seniority
MEA lowest scoring questions
(% who Neither Agree nor Disagree/
disagree/strongly disagree)
1. I see positive changes as a
result of the new strategic
direction of the company.
2. I feel inspired to do my best
work every day.
3. My opinions and ideas are
respected and valued. I feel
included at AECOM.
4. I would recommend AECOM
as a great place to Work.
29%
21%
20%
21%

44%
43%
I would
recommend
AECOM as a
great place
to work.
South Africa Data While the lowest Engagement Level for all MEA areas
is 4.32/5, South Africa Engagement Level is 3.67/5

Targeted topics and teams for a communication plan.
1- Communicate the company strategic direction.
2- Prepare a well-established communication plan to cover all job levels.
3- Focus to present AECOM to the team as a trusty Brand.
4- Restore the gathering events (Town hall, Sports Day and New year
party) immediately when possible.
5- Apply the rewards and recognition program to the team through an
effective communication/ reporting methods.
6- Target Managers and Advanced professional Level with special
communication, rewarding and training plan
7- Initiate a special contain program to South Africa team.

To initiate “Let's Talk.” A web-based program . Simply the project is a Teams Video meeting for 30-45 minutes
on biweekly basis with a top management personal with a selected attendees from different countries/job levels.
Session attendees to be different each time and HR to nominate them. During the meeting, he will give updates and
achieved results summary and listen to people thoughts, ideas or answer their questions. This kind of interactive
communication will be helpful. People will transfer their messages through the meetings and after that to all
colleagues.
Recommended Idea

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Behaviour
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to?
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What is the Trend?
• Our people have had time to think, challenge the
previous norm
• This has led to the “Great Resignation”
• Coupled with the KSA boom of 2019
Behaviors

Where do we want to be
• Choice employer for professionals seeking
opportunities in our industry
• A Leader in design & supervision of landmark
capital projects
• Aligning our vision with that of our employees
Behaviors

How do we get there?
• Review our structure to understand what our
current team wants
• Ask the right questions during hiring
• Allow for the fulfilment of our people’s goals:
• Win the right projects
• Align our reward system with goals and purpose
• Communicate our goals clearly to our people
• Allow for time to discuss goals / alignment throughout the
year
• Provide opportunities to discuss with others outside
AECOM
Behaviors

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Understanding corporate
direction, goals and values
TEXT
TEXT
to?
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Architecture, Engineering, Construction, Operations, and Management
AECOM Publicly Listed in 2007
EDAW
ELLERBE BECKET
DAVIS LANGDON
EARTH TECH
TYCO
TISHMAN
URS
ACE International
Hunt
Shimmick Construction
Management Services - out
AECOM’s Evolution
The company has been made up of many mergers and acquisitions
John Dionisio
Michael Burke
Troy Rudd
Lara Poloni

AECOM has a Global Reach
We are made up of a huge amount of people from different locations
55,000 people globally
clients in more than 150 countries offices in 45 countries
We are truly an International Brand made up of diverse Cultures
TITLE ONE
TITLE TWO
TITTLE THREE
TITLE FOUR
With 64% of employees feeling like they don’t have a
strong work culture, according to a report by TruPath,
many companies are falling short in providing their staff
what they need to succeed in the workplace.
https://www.forbes.com/sites/forbescoachescouncil/2018/
01/29/15-best-ways-to-build-a-company-culture-that-
thrives/?sh=473c68281b96

5 Years 6 Years 4 Years 16 Years
AECOM Corporate Values are in our DNA
We strive for the best

AECOM Values
Our Values have driven our results - stock up 152% over the last five years
Safeguard
We operate ethically and with integrity, while prioritizing safety and security in all that we do.
Innovate
We think without limits and embrace new ideas, shaping digital solutions to help clients address current
and future challenges.
Collaborate
We connect unrivaled expertise from around the world to anticipate and solve our clients’ most pressing
challenges.
Deliver
We grow our business through relentless client focus, operational excellence and exceptional project
execution.
Sustain
We take action to make a positive impact on the planet, enrich the communities we touch and build
legacies for future generations.
Thrive
We build diverse teams, create an inclusive workplace and provide opportunities where each one of our
people can reach their full potential.

AECOM values its people and is
investing time
https://sloanreview.mit.edu/culture500/company/c113/A
om?cv=inclusivity
Good company to work for
wanting to learn new skills
in your career are limited a
when they should be nor a
they deserve
Pros
Good Flexibility with hours
Cons
Career progression is limite
are pay rises.
There is also a big focus on utilization rate (make sure you a
Pros
Great work environment and flexible schedule
Cons
Lots of training and. non-competitive salary

What is missing?
How do we fix it – Innovation Time!
Rip & Mix
“Innovation is the creation
of something that improves
the way we live our lives”
Barack Obama

INTERNAL LEADERSHIP CHANGES
1. Define what is each business unit’s Culture – make it a goal
for P+L Leader and attach KPIs to it. e.g. Survey result
relating specifically to Culture and Satisfaction and could be
tailored to tenure.
2. Leaders must train in this space and filter to future leaders
to continue it down – equipping leaders to have tools – 360
survey of leaders.
3. Leaders must lookout for Health and Wellbeing – number of
staff engaged during health and well being moments – paid
AECOM activities.
4. Emotional Intelligence training - number of staff trained.
Solutions – Breaking it down
What is missing in our DNA
Quick Wins Mid Term Long Term

CORPORATE CHANGES
Begins when you engage with AECOM
1. From the Interview describe and explain the culture
2. Define team culture and diversity in bids
3. Culture, Safety and Wellbeing moments

CORPORATE CHANGES
When You Join AECOM
1. This is who we are and what we stand for (Business line
leads beliefs and who they are as a person)
2. This is who we are and what we stand for (Business line
leads beliefs and who this person and what are their values)
3. Team Specific welcome pack with simple basic items –
AECOM shirt / mask / Cup / Bag with Flag Sticker
4. Assigned a buddy
5. Are you new to the country / here is where you can get the
things you need and where you can live
6. Do you want to learn about the local culture (here is a run
down) – here are options to learn the language
7. What is your birthdate
8. All the above integrated within an AECOM employee app

When you work with AECOM
1. Link you to other people around the world
2. Let’s be globally local (GILT) initiative
3. Ensure equity and market alignments for
people.
4. Financial Rewards every 6 months.
5. Offices must have the same standard.

Celebrating Milestones
1. When you hit milestones at AECOM (5
years, 10 years, 15 Years+)
2. Finalizing projects and obtaining
awards
3. Spread the word

When leave AECOM
1. xxxxxxxxxxxx

EVOLVE Leadership Program
Believe –
Create Meaning
Become –
Learn &
Grow
Belong -
Connection
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Culture
Communication
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Building a Strong Company Culture at AECOM

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