Behind the scenes of the impactful roles we place, the teams we build, our dedication to tackling climate change and sustainability challenges, is our ever-growing and passionate team. In our ongoing ‘Faces of Acre’ series, we want to shine a spotlight on the people who make up the Acre team and give our employees a platform to share their passions, speak up on important topics and talk about the pro bono work they take part in.  

In our latest Faces of Acre instalment, we sat down with Anna Keen, Acre’s Performance Director and founder of our Learning and Development business,英亩框架，讨论作为英亩员工发展的一部分进行的联盟过程。安娜讨论了联盟过程的价值，她对培养人的热情以及联盟为何如此重要的一部分，而英亩的成功也是如此。

联盟是什么，想法从何而来？

老实说，像大多数最好的想法一样，我们偷了它！早在2015年，LinkedIn给我发了一本书，由他们的创始人里德·霍夫曼（Reid Hoffman）撰写，名为“联盟”。在招聘和领导团队中度过了多年，这本书确实改变了我对工作的看法。这本书的总体前提是雇主/雇员的关系被破坏了，几代人一直基于拥有所有控制权和权力的公司。这本书解释了他们在《人才战争》中如何挑战这种模式，并引入了一种简单而强大的结构，其中有一份双向合同，以增加个人和组织的价值。这引起了人们的共鸣，并亲自影响了我如何看待自己的职业，如何引导人们照顾我的职业以及如何看待招聘世界。

Why was the Alliance introduced at Acre?

The catalyst for introducing the Alliance to Acre was a frustration with our existing appraisal process which had become demotivating and ineffective. Every year we would go through a labour intensive, bureaucratic exercise to score and assess behaviour and then conduct awkward meetings that actually eroded trust rather than built it.

现在是时候尝试一些新事物了，我觉得I联盟可以真正努力，因为它显然与我们作为业务的关键的价值观非常一致。它使我们能够生活在正直，真正合作，并真正围绕我们如何发展和养育员工进行创新。

在我在Acre的六年中，我真的认为这是我们作为一项业务所做的最有力的事情之一。We moved from having conversation about performance scores to ones about our teams' ambitions and motivations, from completing long winded appraisal forms to co-creating simple statements on what individuals wanted to achieve in the next 12 months that would enable Acre’s growth but also allow them to acquire skills, experience and exposure that supported them to achieve their goals within Acre or beyond.

为什么联盟对英亩的文化如此重要？

It creates an opportunity to build trust and transparency from day one. When someone joins us, it provides clarity on how we are going to help develop them in both their career at Acre and beyond. It sets a different tone for how we have

development conversations with people and challenges us and them to look beyond conventional development and focus more on supporting them to gain skills but also different experience and exposure. This process is not only aligned to their long-term ambitions, but we also support them to create time to focus on certain values aligned projects makes for a more holistically fulfilling experience at Acre. For example, Jack Mulloy, our Senior Consultant for Sustainable Finance, was given permission to temporarily step back from his work to take part in pro bono work for Sea Shepherd, along with Catherine Harris, Sector Director for North America, to work on the board for the Future-Fit Foundation. The more fulfilled people feel, the better their wellbeing and productivity will be. As a society we have deluded ourselves to think that people turn up to work and we will take everything that is thrown at them.

Throughout their time at Acre, we encourage every member of our team to get curious about their values and behaviours, recognising the more you know about yourself, the more authentic you feel and the easier it is to bring your whole selves to work. My ambition for Acre is that we are a group of diverse individuals with different experiences and perspectives but that are highly aligned on our mission, a place where everyone feels like they can belong.

It is honestly a privilege to conduct the Alliance process and see the passion and potential of our employees. I hear from people who have already achieved so much at Acre and yet there is still growth in their role and development, and they want to achieve all of this at Acre. Our missions align and for me it’s one of the most powerful things we have ever done.

您怎么知道它可以正常工作？

我们会从团队那里得到不断的反馈，即听起来这是多么令人耳目一新和奖励这种方法，这听起来很有趣，我们知道我们在从英亩中前进时与联盟取得了多么成功。我们的员工流动人数很少，但是不用说，人们确实从英亩继续前进，我们为总体而言，我们正在帮助实现这一举动感到自豪。不是因为他们不擅长工作，而是远离工作，而是因为我们再也无法为他们提供所需的挑战或成长，并且有雄心将自己的职业带到其他地方。通过这些对话，我们支持人们进入行业，重返教育或完全改变职业，进而与我们合作，在英亩内留下可持续的遗产。他们成为我们校友的一部分，倡导我们在市场上，参考我们的工作，并投入我们的长期成功。

您是否一直对人们的发展充满热情？

My parents are both teachers and when I completed a skill set test at school it came back that I should get into teaching too, but it just wasn’t for me. I have always got a lot of joy out of watching other people succeed and supporting them in achieving their goals. I'd always enjoyed the training element of my previous roles, developing people and watching them thrive. I believe the real success of a company is based on the people who make up the team and how well they’re looked after. The revenue is just an outcome of the success of how well developed and supported the people are.

我们目前在伦敦，纽约和阿姆斯特丹办事处都有机会，如果您想加入积极而充满活力的员工，并具有强烈​​的开放，诚实，正直和成长的文化，请点击这里.