Investing in Our People: Towards Career Advancement and Skill Development

At Grant Thornton, we firmly believe that our people’s contribution to meeting company’s ends and expectations should receive appropriate recognition. This is why we try to always have our people at the top of our concerns and priorities. Within this framework, we adopt a holistic approach to evaluating our experts, incorporating both informal and formal processes within an environment of open, mutual, and accessible communication. Through our approach, we always create opportunities for our people’s growth and empowerment, both individually and collectively.

True progress stems from a people-centric culture rooted in values and principles such as mutual trust, unwavering respect, and seamless collaboration. Here, each member of our professional community feels valued and supported.

By cultivating an environment that fosters creativity and embraces diversity, we ensure that every voice deserving to be heard finds its place, and every talent finds its place to be seen. Together, we walk towards the realization of a shared vision for our organization.

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Counselors

In our unwavering commitment to support and guide our people along their journey to strengthen their professional growth, we have established the role of Counselors. The Counselors set the stage for personal reflection, focusing on recognizing our people’s strengths and drawing attention to areas that require improvement. We, therefore, ensure that every team member can live up to their potential.

In terms of procedure, the role of Counselors is anchored in the process of Counseling Sessions, scheduled at least three times a year, in agreement with the Counselors. Finally, Counselors are responsible for informing and training professionals on the implementation of health and safety policies, ensuring a sense of security is established for everyone.

The responsibilities of the Counselor include: 

1.

Coaching employees with regards to their performance

This refers to giving constructive feedback during the year, helping employees to identify and build on their strengths, and also to understand and improve their areas for development. 

2.

Coaching employees with regards to their development

This refers to discussing with employees their interests, and also any opportunities that they could pursue within Grant Thornton, in terms of their personal development as well as their career development. 

3.

Appraise their performance

This refers to completing the Annual Appraisal forms, taking into account all the available information regarding the employees’ performance during the previous year, and 2) arranging and conducting at least three face-to-face meetings or Counseling sessions to discuss the performance appraisal and to plan for the year’s goals. 

4.

Motivate and inspire employees

To "go the extra mile" and increase their engagement and commitment to Grant Thornton.

5.

Communicate

Commuicate to the People Experience and Culture Department any requirements or needs that link to the employees’ performance, personal development and career development; and to counselees any information that is shared with Counselors for the purpose of downward communications. 

6.

Health & Safety

Build a culture of health & safety, co-operate with the counselees, making sure they get proper training and they understand and follow the company's health and safety policies