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July 2011, Bangalore
WHAT CAN WE LEARN FROM
„INDIA‟S BEST COMPANIES TO WORK
FOR‟?
India‟s Best Companies 2011
The “recession” is a fading memory…
to a workforce which is predominantly
young…
73% 27%
> 35 years < 35 years
Yet, it is a season of discontentment…
2008-09 2009-10 2010-11
8.32%
10.83%
12.11%
Source : www.economywatch.com/
Out ! - India‟s largest study on workplace
culture…
2
0
0
9
2
0
1
0
2
0
1
1
373 395
471
Number of
Registrations
No. of Employees Participating: Over 67,000
Study saw representation from 20
Industries …
Information Technology
Construction & Real Estate
HealthCare
Financial Services & Insurance
Biotechnology & Pharmaceuticals
Manufacturing & Production
Professional Services
Education & Training
Media
Hospitality
Telecommunications
Employee
...have pride in what
you do...
Job
...and enjoy the people
you work with
Other Employees
Trust the people you
work for...
Management
Relationships are the key…..
A great place to work is one where you:
So, What is A Great Place to Work?
Employee
... give their
personal best
Job
... and work together as
a team/family
Other Employees
achieve
organization‟s
objectives
Management
in an environment of Trust…..
So, What is A Great Place to Work?
Business Benefits – Cumulative Returns of the „100 Best‟
SOURCE:
Russell Investment
Group, 2010
0.00%
50.00%
100.00%
150.00%
200.00%
250.00%
"100 Best"Reset Annually
"100 Best" Buyand Hold
S & P 500 Russell 3000
224.36%
111.39%
41.70% 47.06%
Cumulative Returns 1998-2009
“100 Best” vs. Stock Market
“100 Best” are essentially the Best Companies as per GPTW‟s assessment.
Voluntary Turnover in India‟s Best
Companies
18%
6%
14%
14%
13%
21%
13%
19%
21%
17%
0% 5% 10% 15% 20% 25%
Financial Services &Insurance
Manufacturing &Production
Professional Services
Construction & RealEstate
Telecommunications
Industry Average 2011 India's Best 2011
*Source – Best Companies to Work For – 2011 study
India‟s Best Vs. Industry Average
Essential elements of a Great Place to Work®
Individuality is valued
Welcoming Atmosphere
Part of something larger
Two way Communication
Manager’s Competence
Integrity – Reliability of Management
Professional Support
Collaboration
Demonstrated Caring
For the Job
About my Team
With the Organization
Equity
Impartiality
Justice
T
R
U
S
T
Credibility
Respect
Pride
Fairness
Camaraderie
In reality, two employees may have different
experiences in the same organization…
In reality, two employees may have different
experiences in the same organization…
“ Oh, he is ok if you get on the right side of him”
That is why we use two lenses…
Trust Index©
Employee Perspective
Culture Audit©
Management Perspective
What Employees Say What Managers Do / Can Do
Workplace culture was assessed using two
tools…
Employee Response captures employee
experience through an
anonymous survey
Management Response captures people practices &
policies at the workplace
2011 Study – Key Statistics
Employee perceptions have marginally
improved from 2010 but are still below 2009
8985
82
72
55
8683 81
71
53
9187
84
76
62
50
60
70
80
90
100
Top 5 Top 25 Top 50 Rest Bottom 25
Study 2011 Study 2010 Study 2009
% o
f P
osit
ive R
esp
on
ses
Media, Hospitality and Auto components
saw the biggest drop in employee
perception…
65 66
79
71 71
84
50
60
70
80
90
Media &Entertainment
Automotive & AutoComponents
Hospitality
Study 2011 Study 2010
% o
f P
os
itiv
e R
es
po
ns
es
Some of the sectors with highest increase
in Employee Perception…
7276 74 76
80
66 69 68 71 71
50
60
70
80
90
IT Retail Energy PSEs Edu &Training
Study 2011 Study 2010
% o
f P
os
itiv
e R
es
po
ns
es
Supervisory levels are less engaged..
7773
70 71
78
7269 70
50
60
70
80
90
SeniorManagerial
Managerial Supervisory BelowSupervisory
Study 2011 Study 2010
% o
f P
os
itiv
e R
es
po
ns
es
As are employees with 3 – 5 years tenure …
77
7169
7275 75
7877
70 68
74 7476 77
50
60
70
80
90
< 6 mts 6 mts to2 Yrs
3 to 5Yrs
6 to 10Yrs
11 to 15Yrs
16 to 20Yrs
> 20 Yrs
Study 2011 Study 2010
% o
f P
os
itiv
e R
es
po
ns
es
and the young are less engaged…
E
n
g
a
g
e
d
E
n
g
a
g
e
d
Key trends in Best Workplaces
Over 75 percent of employees in Corporate
India have been in their organization for
less than 5 years...
But the percentage of tenured employees
with more than 15 years is double in Top 50
Tenured Employees
The Best
All Companies
12 %
6 %
It takes time and sustained efforts to be a
Best Workplace…
Both small and large organizations can be Great Workplaces
99 88 80 72 71
36 25
Less than250
250-500 501-1000 1001-2000 2001-5000 5001-10000 Above 10000
Total Companies Top 50 Companies
2% 6%
6% 14% 13%
25% 40%
However, large companies have better
representation in the Top 50 List
*Source – Best Companies to Work For – 2011 study
Key Findings of Study 2011
Work life balance & Flexibility have
improved the most over last 8 years in the
best workplaces…
80 8581 84
6774
40
60
80
100
People are encouraged to balance theirwork life and their personal life.
I am able to take time off fromwork when I think it's necessary.
Top 25 India-2011 Top 25 India-2010 Top 25 India - 2004
% o
f P
osit
ive R
esp
on
ses
Many more employees at the best
workplaces now agree that they have
“Special and Unique” benefits…
81 7869
40
60
80
100
We have special and unique benefits here.Top 25 India-2011 Top 25 India-2010 Top 25 India - 2004
The Top 25 score over the rest is in
perception about equity related to fair pay
and share of profits Fairness - Equity
76 7473 7061 5458 51
40
60
80
100
People here are paid fairly forthe work they do.
I feel I receive a fair share of theprofits
made by this organization.Top 25 2011 Top 25 2010
% o
f P
os
itiv
e R
es
po
ns
es
Their employees perceive them to be doing
a better job of attracting talent…
83 81
68 67
40
60
80
100
Management does a good job of attracting talent for key positions
Top 25 2011 Top 25 2010
All Companies 2011 All Companies 2010
% o
f P
os
itiv
e R
es
po
ns
es
They do a relatively better job of creating an
impartial workplace
6973
6670
54 5752 55
40
60
80
100
Managers avoid playingfavourites.
People avoid politicking andbackstabbing as ways to get
things done.
Top 25 2011 Top 25 2010
All Companies 2011 All Companies 2010
% o
f P
os
itiv
e R
es
po
ns
es
Impartiality
And they are fun places to work too!
83 8166 65
40
60
80
100
This is a fun place to work.
Top 25 2011 Top 25 2010All Companies 2011 All Companies 2010
% o
f P
os
itiv
e R
es
po
ns
es
Key Findings of Study 2011
What to focus on to become a
“great workplace?”
Differentiating Statements!?
1. What are “Differentiating Statements?” What is
their significance?
2. Differentiating Statements are derived comparing
The Top 25 Best Workplaces with the Average or
Bottom 25 Workplaces Average Positive Scores
across all the 59 statements.
3. These statements represent issues or aspects
that are difficult to do very well consistently. They
are a “tough ask.”
What makes the Best Workplaces difficult
to replicate?
1. Equity - Fair share of profits/ Special & Unique
Benefits & Fair pay
2. Reliability- Management‟s actions match their
words / Management delivers on promises
3. Impartiality - People avoid politicking/ favouritism
4. Camaraderie- Fun place to work / when people
change work units they are made to feel welcome
Employee Comments Analysis…
Analysis of unstructured employee comments using
software based on Artificial Intelligence principles.
BUZZ ANALYSIS
Determination and depiction of most frequently used
words in employee comments. (Can be done for any
demographic)
SENTIMENT ANALYSIS
Determines the sentiment expressed in the
comments and keeps count and calculates
percentages (Positive, Neutral and Negative).
Q 1 – What makes your Organization a great
place to work?
Top Words: Environment, Family, Team, Culture, Opportunity, Facility
Q 2 – What will make your Organization a
better place to work?
Top Words: Team, Salary, Facility, Job, Training, Growth, Policy, Environment
Q1 Q2
Top words in Q1 not prominent in Q2:
Environment, Family, Culture, Freedom
Top words in Q2 not prominent in Q1:
Salary, Promotion
Buzz Comparison Q-1 Vs. Q-2
Positive
Sentiments
Negative
Sentiments
Sentiment Analysis for the Qn – “ What
makes your Organization a great place to
work?”
Building People Practices
Employees do not want HR processes, HR does!
What employees
want
What
managers do
People
Practices
Employees do not want HR processes, HR does!
HR Processes Managers‟
Competence
Illustration – Aligning People Practices
Area of Differentiator
OHS Data (percentile scores)
India Top 50/ Score
Current / Proposed People Practice
HR Processes and Manager’s Competence
Candid Commun-ication
I feel well informed about issues that impact/concern me – (42)
I can ask management any reasonable question and get a straight answer. (76%)
Speaking •Town hall sessions • Leadership blogs • Videos •Open Book policy
Listening •Intranet forums •Cutting Chai with CEO •Employee Survey •“Write to Know” •Team feedback – 360 degree etc •“Get out of the door” policy •“Express Yourself” boards •Best question awards •Hotline •Ask CEO – intranet forum
•Welcoming •Feedback from new joiners
Communication process & policies Communication Resource Centre Employee Handbooks Skills in listening & communicating bad news Skills in confrontation
“The Best” Workplace Culture
Qualities, Practices, Policies, Procedures,
Processes ► Variety
Breadth of programs, policies, and methods for implementation.
► Originality Programs, policies, and practices that are unique and creative, while “bearing the mark of the company”
► All-inclusiveness Programs, policies, and practices are for everyone.
► Human Touch A sense of appreciation, generosity, and warmth in programs and policies.
► Integration Programs and policies linked by a central theme, an overarching framework in which the programs are delivered.
Variety
1. Many different types of programs/practices
2. Many methods of delivering programs/practices
Example- Variety in Listening
Listening
Personal Meetings:
Staff, Team, HR meetings
Tea/Coffee with the CEO
Large group meetings:
Open forums
Town Halls
All-hands Sessions and Brown Bags
Technology enabled:
Dedicated e-mail addresses
Blogs
intranet
Surveys
Newsletters
METHODS PROGRAMS
Listening Large group meetings:
Town Halls
METHOD PROGRAM
Originality
1. Programs are creative; unique
2. Programs are developed by the company, not bought or cut and pasted from outside source
3. Company might have taken the idea from another company, and then given it their own “SPIN”
1. Town Hall Meetings
2. Team Meeting
3. Employee Survey
1. Stacy‟s Chat Time
2. Coffee with the COO
3. „TGIF‟ sessions
4. Googlegeist –
Google‟s annual
company-wide
employee
satisfaction survey
5. Talk Time
Listening - Originality
All Inclusive
1. Programs and policies are available to everyone,
regardless of rank, age, gender, race, disability, etc.
2. Employees at all levels participate in creating or
delivering programs.
1. Town Hall Meetings
1. Women‟s Forums
2. All inclusive organization-wide employee surveys
3. New hire feedback
4. Candidate interview evaluation forms
5. Blogs/ Chats
6. Forums for different ethnic groups
7. Forums for economically socially and physically challenged people.
Listening – All Inclusive
Human Touch
1. Programs and policies convey
a sense of caring, warmth, and
respect
1. Individualized, personalized
2. Genuine, Sincere
3. Programs are generous
– Rewards
– Compensation
1. Intranet Chats
2. Suggestion Box
1. One-on-one meetings
2. Tea/Coffee with the CEO
3. Off-site feedback retreats
4. Candidate interview
evaluation forms
5. Skip level meetings
Listening - Human Touch
Integration
• Programs fit together with a
common theme, concept, or
philosophy
• Programs tied to the company’s
vision, mission, or values
• Programs related to the
company’s products
1. Town Hall Meetings
2. Open Team Q&A Sessions
3. Department meetings
Practice Various Methods/ Platforms for
Listening to employees
Integration with
Values/ Culture
Direct
Q&A
Anonymous
feedback
Feedback
for
Leaders
Town Halls Y X X Share Value stories
Employee
Surveys
X Y X Questions on Values &
culture
360 degree
Feedback
X X Y Questions on Leaders
demonstrating values
Ethics
Hotline
X Y X Acting on non-
adherence to Values
Listening - Integration
Learning from the Best Workplaces…
1. Building the foundation - Articulating a People Philosophy
2. Strengthening the foundation – build the differentiators • Equity
• Reliability
• Impartiality
• Camaraderie
3. Building the pillars- Creating great people managers
4. Putting the roof - Articulating and institutionalizing your
Employer brand • Attracting talent for key positions
• Equity –equal treatment
• Creating a fun place to work
Do you have the people practices that will help you to
institutionalize the above? - the best workplaces do.
Thank You
