Pros

PwC generally manages to recruit some fantastic people, and as a result it can be a fantastic place to work. Other benefits may include global mobility / secondment opportunities and exposure to big brand names (although both of these are dependant on your choice of line of service and industry group – People opting for middle markets tax groups obviously would not enjoy the same extent of opportunities in these two areas).

The firm has been pushing various flexible working and work/life balance messages & initiatives – the efficacy of these will, off-course always be dependant on the individual actually taking advantage of them, and to a lesser extent the people they work with.

Training is benefits is an oft quoted benefit – my personal experience has been that this may be a slightly exaggerated benefit, but this is simply my subjective opinion. I have no doubt, however, that PwC does act as a great training ground overall, whether you opt to use it as a stepping stone, or whether you see yourself there long-term.

Cons

- Difficulty in measuring quality of output - not a PwC specific issue, but in areas such as audit it is easier to measure quantity than quality - as a result, some people do have the slightly cynical view that recognition and reward will link to quantity rather than quality. This is not quite true and certainly quality is valued, but unfortunately it is not always easily measured, and as a result, rewarded. This, combined with the fact that PwC is a very large organisation, means that, with some exceptions, progression often comes down to the amount of time you have spent with the firm.

- Cyclical work flows – dependant on your line of service, industry group and time of year – For auditors, certain months can be highly demanding, and leave little time for a personal life, and some staff may feel that there is an expectation that they will work long hours. But equally, there are quieter periods, which do offer the opportunity for much easier hours or time off. Again, not really a PwC specific issue.

Advice to Senior Management

A suggestion with many issues, but... Clients should be charged extra when we are required to work until (or past) mid-night to meet their deadlines! And some of that compensation should flow to the staff... Well, its a nice dream anyway!

A more practical suggestion: relax or increase caps on leave in lieu of over-time - during quiet periods it has no cash flow impact, so is a relatively cost effective way (in cash flow terms) to reward staff for their efforts.