NUDGING MANAGERS TO MANAGE BETTER

InMobi, a Great Place to Work® Certified Organization, is disrupting how organizations build great managers. Studies on what drives a high-performance culture have unanimously zeroed down on day-to-day actions of people managers as the key. The organization believes that not all high performers are equally prepared to become people manager. The competencies needed to manage an organization’s culture are unique and important. InMobi has built a nudge based system to support new people leaders in acquiring these competencies and not leave the job in hands of those who are unprepared.


Learn more about the biggest ideas behind building a high-performance culture from over 20 speakers at Great Place to Work® Conference 2018. Register here >


 

GUESS WHO GOT PROMOTED?

Our study of workplace culture shows that the best organization maintain their significant edge over the rest by being more fair. At INautix Technologies, a Great Place to Work® Certified Organization, promotions are reviewed and recommended by an independent committee with representation from various teams. To ensure absolute fairness, nominations for managerial promotions also require at least three additional sponsors who would have been direct stakeholders of the nominee’s performance.


Learn more about the biggest ideas behind building a high-performance culture from over 20 speakers at Great Place to Work® Conference 2018. Register here >


 

HOW TO GENERATE MORE REFERRALS?

Majority of people now access the internet through mobile phones. American Express, a Great Place to Work® Certified Organization, launched a mobile app that allows people to apply for jobs at AmEx using smartphones. But they didn’t stop there. The app makes it extremely easy for prospective employees to connect with the current employees and get referred for. Internal referral hires perform better than hires from other sources. In less than a year, 30 percent of their applications are now coming through mobile phones and the organization has received 2,000 additional referrals every month since its launch in 2015.


Learn more about the biggest ideas behind building a high-performance culture from over 20 speakers at Great Place to Work® Conference 2018. Register here >


 

HELPING EMPLOYEES FIGHT STRESS

According to WHO, one in four people in the world will be affected by mental disorders at some point in their lives. Lost economic output on account of poor psychological health will amount to USD 1.3 trillion between 2012 and 2030 in India. Atria Convergence Technologies introduced a 24/7 counselling helpline which is equipped with counsellors proficient in various regional languages who can be accessed through both phone and email. Employees can schedule a session whenever the need be and utmost confidentiality is maintained throughout. Going one step further to ensure collective wellbeing, the organization has also extended this facility to employees’ immediate family members.


Learn more about the biggest ideas behind building a high-performance culture from over 20 speakers at Great Place to Work® Conference 2018. Register here >


 

WHY EMPLOYEES REALLY QUIT

Exit interviews, in itself, may not be the most scientific way to understand the reasons why employees really quit an organization. A churn analysis compares perceptions of employees who took part in two consecutive employee engagement surveys (the loyals) and perceptions of those who exited the survey in the second year (the churned). A fast-growing health insurance company partnered Great Place to Work® Institute and identified that employees from the churned group had significantly lower perceptions on areas such as job security, fun at work, fair appeals and pride in organization’s accomplishments. Such an analysis can help organizations understand the real reasons why their employees quit and keep a check on these areas to manage their attrition better.


Learn more about the biggest ideas behind building a high-performance culture from over 20 speakers at Great Place to Work® Conference 2018. Register here >


 

HEARD OF CHILD TRAVEL POLICY?

Room To Read, one of India’s best NGOs to work as per a recent report (download full report from here) by Great Place to Work® Institute, has a Child Travel Policy for any employee who is a parent traveling for business with a child under the age of 2. The organization aims to reduce long-distance travel for working moms who are breastfeeding. However, in situations where travel is a must, the organization supports the moms by giving them the opportunity to bring the child along. The cost of travel and stay for the child and caregiver is borne by the organization. The policy is open for male employees as well.


Learn more about the biggest ideas behind building a high-performance culture from over 20 speakers at Great Place to Work® Conference 2018. Register here >


 

HIRING FOR CULTURE

Leaders at organizations across the world have started to recognize that hiring related decisions deserve deliberation equivalent to that is given to other strategic decisions. Hiring individuals that fit the organization’s culture, is being given equal or greater attention as compared to other criteria being evaluated by organizations. Research on best practices uncovers a well-known but underleveraged insight for getting hiring right. The people best suited to work well with any organization’s existing best performers, and most demanding customers, are the friends of these very employees and customers. Instead of limiting referrals to existing employees, Ujjivan Financial Services, an Indian microfinance firm, requests their customers to refer potential candidates who can join the firm.


Learn more about the biggest ideas behind building a high-performance culture from over 20 speakers at Great Place to Work® Conference 2018. Register here >


 

FACE-TIME WITH THE CEO

A large part of building a strong business involves creating personal connections. Being a CEO involves not only drive and passion, but emotional intelligence as well, embracing their humanity and engaging with their workforce. At Make a Difference (MAD), the City Team Leads get to meet the CEO once a month to gain perspective on strategies and projects. This helps to align them to the common goal on a frequent basis, creating a highly mobilized and enthusiastic team. Understanding why your human resources do business is more important than understanding what they do, and this kind of understanding is only attainable through in-person interactions. At MAD, this face-time with the CEO helps to give Team Leads their higher sense of purpose and ultimately make the difference they set out to make.


Learn more about the biggest ideas behind building a high-performance culture from over 20 speakers at Great Place to Work® Conference 2018. Register here >


 

BUSTING BUREAUCRACY

In a world where organizations aim to be agile and innovative, corporate bureaucracy continues to play speed breaker. In 2011, Google, a Great Place to Work-Certified Organization, launched the Bureaucracy Busters Program to cut down on internal red tape and make administrative processes more efficient so that Googlers could get back to the stuff that matters. Instead of creating a committee of senior leaders to conduct an internal review of various processes, Googlers were asked to post their bureaucracy-cutting suggestions on an internal site and vote on the ones that they found the most promising. Last year, close to 5,500 Googlers voted on over 1,600 Googler-generated ideas.


Learn more about the biggest ideas behind building a high-performance culture from over 20 speakers at Great Place to Work® Conference 2018. Register here >


 

HOW GOOGLE INNOVATES?

DeepMind, the Google sibling focusing on artificial intelligence, has announced the launch of an “ethics and society” unit to study the impact of new technologies on society. How does Google nurture a culture where its people are always learning? Their Googler-to-Googler program makes this possible by offering Googlers the chance to share their passions and expertise with other Googlers. More than 70% of all Googlers have attended a training led by a fellow Googler. These classes include Introduction to Laser Cutting, Baby Sign Language, Wilderness Skills, and pretty much anything else one can think of. The organization has put multiple programs in place to develop the skills of G2G facilitators. One of the most popular courses – The Creative Skills for Innovation brings together a diverse group of Googlers in one room to tackle challenging questions like: ‘How would you change the experience of commuting to work?’ One such lab generates around 15 insights from user research, 400 ideas, and 10 prototypes.


Learn more about the biggest ideas behind building a high-performance culture from over 20 speakers at Great Place to Work® Conference 2018. Register here >


 

CultureInShorts

NO AVERAGE PERFORMERS

In 2016, nearly 60% of employees scoring below 30% in their key responsibilities in a given quarter that joined ‘Magnificent Comeback’ program at Mahindra Insurance Brokers, made a successful comeback. On identifying employees for this program, leaders consciously arm these employees with the constant support and reinforce a sense of belief. For a period of three months, immediate teams and the management ensure that the employee does not feel left out or overlooked and try to build their confidence gradually.


Learn more about the biggest ideas behind building a high-performance culture from over 20 speakers at Great Place to Work® Conference 2018. Register here >


 

CultureInShorts

NOT SO ANONYMOUS FEEDBACK

In most organizations, 360-degree evaluation is often an anonymous process. People offer comments that are personal in nature rather than constructive. Organizations should ensure that everyone understands the purpose of the exercise is to be constructive, not personal. The 360-degree feedback session at Marico is a live face-to-face feedback to an individual by a cross-section of members of the organization. This live face-to-face 360-degree feedback is unique to Marico and the success of this can be attributed to its culture of openness and transparency.


Learn more about the biggest ideas behind building a high-performance culture from over 20 speakers at Great Place to Work® Conference 2018. Register here >


 

CultureInShorts

MIND GAMES FOR GOOD

There is extensive research that suggests that mental health is linked to a range of development outcomes, including better health status, enhanced productivity and economic output, improved interpersonal relationships, and improved quality of life. Thousands of employees at American Express, a Great Place to Work-Certified organization, spend time at what the organization calls the elevation zone. This dedicated space provides a mentally stimulating environment for employees to energize their minds by way of physical activity and mind games. This involves activities which help employees reduce stress and rejuvenate, and improve their physical fitness.


Learn more about the biggest ideas behind building a high-performance culture from over 20 speakers at Great Place to Work® Conference 2018. Register here >