The Spirit of Onboarding

The welcoming program at Marico, titled ‘Slice of Marico’ includes a personalized gift, letter as well as a poster displaying the ‘Spirit of Marico’. The posters capture the Marico values and purpose while having a super-hero theme intended to inspire. 69% of employees are more likely to stay in an organization for a longer tenure if they experience great onboarding, resulting in high loyalty and retention. Through this program, new hires have a slice of the culture embedded in them right from the first day, building a bond and sense of pride.

 

Influencing for Free-Thinking

At the Godrej Headquarters in Mumbai, a new type of experimental space called the Godrej India Culture Lab has taken shape. The aim of the Lab is to create a culture of free-thinking for employees to generate new ideas and innovate. 75% of employees feel as though they are more pressurized to be productive than creative at work. Serving as a catalyst to create conversations around powerful thoughts of employees, the Lab’s cultural investigations have spanned across various themes that are relevant to contemporary India. Success, to them, is a continuous process of exploration and discovery, intended to empower for innovation.

 

 

Mentoring in Reverse

The challenges and opportunities in managing a millennial heavy workforce are often discussed in the people space. Hundreds of studies have been conducted across the face of Earth, but a unique and yet simple way to decode millennials has come from Mars!

Mars Inc., a global manufacturer of candy and other food products, has paired up MBA Interns with senior leaders as a means to reverse mentor.  This unique program allows interns to educate senior leaders on the new generation entering the workforce and learn their career wants and desires. Interns also coach leaders on the ever-increasing social media influence using fun competitions like creating a Facebook page or learning to blog. A similar project was implemented at a US-based Fortune 500 company with 50 mentees. 80% participants rated the exercise “extremely effective/effective” for Business and 97% rated it “extremely effective/effective” for Personal.

Mars has been globally recognised as a great workplace. Take the first step in your organisation’s greatness journey and apply to the Great Place to Work® – Certification™

 

 

The Boss’s Debut

Acknowledging the challenges faced by first-time managers, Godrej Consumer Products Ltd provides a range of customized training interventions to help new managers in developing people management skills.

Ensuring a smooth transition of employees from individual contributors to people managers is of critical importance. At the same time, this transition is generally not an easy one for the new manager as well as the team. Hence, GCPL aims at making this transition a successful one through learning interventions and reinforcement of the skills needed to become a great people manager and keep the organization’s culture and employee experience intact.

Our research study on Mid – Size (organisations with 100-500 employees) workplace cultures reveals that receiving management support while taking up leadership positions has been identified as a Key Driver of employee engagement. Getting the best out of people by creating a favourable context for learning eventually leads to building greater capabilities among them and equips them as they step into new leadership roles.

Do you really know your colleagues?

In order to enable networking among their colleagues, Nearbuy India launched a  ‘Know Your Colleague Series’, to encourage employees across locations to engage with one another. This series includes setting employees from different teams up on blind dates with one another, giving them the chance to get to know each other in an informal setting. Having people connect with folks they don’t necessarily work with helps build the ties that keep the organisation strong and keeps information and ideas flowing. Such quirky initiatives foster camaraderie amongst co-workers and improve inter-employee relationships.Camaraderie is more than just having fun. It is also about creating a common sense of purpose and the mentality that we are in it together.

Policies on Probation

At CACTUS Communications, any new policy is introduced only after getting a buy-in from employees. This is done by putting the ‘policies on probation’ for 1 month! During this probationary period, Cactizens are invited to offer their suggestions so as to refine these practices to make them more relevant. This ensures that they genuinely listen to their people, understand their sentiments and that all its practices are employee-centric. After incorporating these ideas, the final practice is implemented so that it meets employee expectations and is hence proved effective. Thus, involving employees in decision making leads to higher morale, motivation and stronger bond of responsibility.

 

A DAY IN THE LIFE

The ‘Women’s Executive Shadow Program’ at Adobe Systems is geared towards providing leadership and career development opportunities for women employees. An intensive, one-day shadowing experience where employees get a chance to partner with a key leader in the company to experience a day in the life of the executive. While executives have the opportunity to introspect on their leadership philosophy and contribute to talent development, the program gives women at Adobe a valuable opportunity for professional development, networking, executive visibility and cross-functional exposure.
It encourages women leaders to learn from each other, share success stories and inspire one another.

 

GET, SET, LEAD!

 

The People Leader Learning Path (PLLP) programme at American Express aims to develop leadership capabilities for the current as well as potential future roles of people. The programme identifies needs that go beyond the immediate job and is diversified into 2 components- ‘First Things First’ for new people leaders and ‘Raise Your Game’ for the seasoned leaders. Developing capabilities of each individual on a continuous basis helps create a pipeline for succession planning and a non- stop supply of talent for leadership.

 

NUKKAD NATAKS

Organizations in India are required to implement awareness programs according to the sexual harassment prevention guidelines. American Express, a Great Place to Work® Certified Organization, partnered Be.Artsy, a social enterprise that offers several innovative products to increase awareness on such social issues, to design a play Nukkad Natak to create awareness for their millennial employees. This form of street theatre is very popular as it enraptures the audience with its sheer energy, presentation and delivery and is also a medium by which they can engage a large audience in a single forum. The pilot for the series, conducted in May 2015 garnered a heartening response from the leadership as well as from their employees and covered 1250+ employees.


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 >