The steps and benefits of an international Great Place to Work program

Transcription

1 The steps and benefits of an international Great Place to Work program Our dedicated and experienced consultants and project managers have the mission to support you and help you make this a successfull and smoothly run international project.

2 Who we are Our mission is contribute to a better world by increasing trust, pride and camaraderie within organizations. We believe that good employment is the way to create sustainable organization success. Every organization can be a great workplace, Great Place to Work exists to make this happen. We are the international partner for organizations in the process of research, development and acknowledgment of good employment. Good to know that: For 30 years we have been listening to employees 20 years of the Fortune 100 List in America 15 years in many countries in Europe and Latin America Every year we examine organizations, respresenting 12 million employees Regional lists: Latin America, Central America & Caribbean, Asia Pacific and Europe (19 countries) Unique World's Best Workplaces list since media partners in 57 countries Our global network: 52 offices operating in 57 nations NORTH AMERICA United States Canada LATIN AMERICA Argentina Bolivia Brazil Central America & Caribbean Costa Rica Nicaragua El Salvador Panama Guatemala Puerto Rico Honduras Republic of Dominica and 25 islands in the region Chile Colombia Ecuador Mexico Paraguay Peru Uruguay Venezuela AFRICA Côte d Ivoire Kenya Nigeria South Africa MIDDLE EAST Bahrain Kuwait Oman Qatar Saudi Arabia United Arab Emirates EUROPE Austria Belgium Denmark Finland France Germany Greece Ireland Italy Liechtenstein Luxembourg Netherlands Norway Poland Portugal Spain Sweden Switzerland United Kingdom Turkey ASIA-PACIFIC Australia China & Hong Kong India Japan Korea Singapore Sri Lanka

3 5 reasons that differentiates us Due to the globally consistent methodology and its location in 52 countries, Great Place to Work is able to support organizations in multinational projects. Such projects are carried out in multiple countries and are coordinated by the country in which the organization s head office is based. There are five main reasons which differentiate us from other suppliers. 1. Universal model and methodology Our model is based on trust, pride and camaraderie. Empirical research has shown that these three factors improve business performance and go beyond borders. In every country, we use the same questionnaire (available in all languages) for our employee survey and the evaluation of HR policies. This enables the project to be conducted in an internationally consistent way. The reporting format will be the same in each country (customisation per country is still possible) and the results can be easily compared. 2. Local partnership and consultancy 3. Benchmark possiblities We specialise in helping companies build high performance workplace cultures using our assessment tools and supporting organizations where they are in their transformation. We can coordinate the survey process from one country, but since we are located in 52 countries, we can increase the impact of the survey by doing local follow-up, like workshops and training, in the specific countries where you operate. With over 30 years of working with Best Workplaces of every size and in every sector, we are able to provide insights, benchmark possibilities and share best practices. Each country will receive a benchmark with the national Best Workplaces. It is also possible to create a specific benchmark where we compare the organisation with a specific industry/ size of organization/region. 4. International recognition as good employer by the Best Workplaces list 5. Centrally organized projects mean less time investment and lower costs Through our Best Workplaces list, we are able to provide recognition for your company as a Best Workplace. Employer branding is crucial for containing and attracting new employees. We offer national as well as regional and global recognition with our 106 media partners worldwide. One Great Place to Work project team (a consultant and project manager) from one country will coordinate the project, so we can ensure that everything runs smoothly and efficiently. The project costs are lower because we can organise the survey from one system.

4 Other multinationals participating in the Great Place to Work survey Lloyds Bank: Lloyds Bank aims to be the Best Bank for Customers ; a mission we live and breathe for our external customer on a daily basis year in-year out. But are we the best employer for our employees?, is the question management asked themselves a couple of years ago. In order to explore this further we decided to participate in the Great Place to Work survey. The survey has provided us insight in the level of trust our employees have in the organisation, its management and the culture in general. Since we have participated in the survey, we are better aware of what is important to our colleagues, listen to colleagues at all levels of the organisation, share business ideas and above all celebrating special moments and creating memories together. Since our first participation in 2015 we have shown significant improvement and colleagues indicate that they feel at home and they experience the working environment as friendly and a real Great Place to Work. Adecco 'Happy employees, happy customers. Or, as Simon Sinek states: Customers will never love your company until the employees love it first. That is why the GPTW survey matters. It shows us how we perform in that respect, what people s views are of us and how we can make a difference with each other. The survey is an important yearly indicator, that we add on to with our own regular polls with the aim to go deeper into the subject and to improve. We are incredibly proud and happy with the appreciation of our colleagues in the Netherlands and were rewarded with a 7th place in the multinationals category in Globally, we even ranked second! With that, we, as The Adecco Group, are truly a Best Workplace.' Mars At Mars the Netherlands we have very strong consumer brands in our portfolio (including M&Ms, Snickers, Pedigree, Whiskas ), but we also strive for good employment. The second place that we achieved on the list of Great Place to Work this year is our own employees acknowledgment that we are a great place to work. But the Great Place to Work logo also gives us that acknowledgment in attracting talent. For us, our ranking on the list is twofold: first of all, our employees show internally as well as externally that they are proud about Mars. And lastly, Mars is already known by job-seekers, but we are more and more seen as a potential employer!

5 What we do We believe that Every organization can be a Great Workplace. Great Workplaces perform better than other organizations and offer greater resistance against negative external influences. The things that contribute to a strong organizational culture can be found within the organization itself. Trust, pride and camaraderie are distinctive elements in a workplace. We offer A universal methodology which is based on empirical research and provides insight into the aspects that help to develop a Best Workplace. Local support to organizations in developing towards a (more) people-oriented organization. A large international network in which knowledge is shared and benchmarks provided. International recognition as a Best Workplace and publicity for your organization. Trust Index Employee survey Culture Audit Management perspective Survey for all employees based on the Great Place to Work Model. The study provides insights into the degree of trust, pride and camaraderie, which are the three factors that influence the performance of employees. The report gives insight into the success factors and points of improvement. A qualitative study into the organisational (HR) policies and practices. The audit provides insights into the relative strengths and weaknesses within the nine practice areas and analyses whether the policies and practices support the desired culture and whether they are effective. By combining these two research tools, a comprehensive view of the organization emerges. This enables the organization to obtain unique insights into the effectiveness of the policies being pursued.

6 International employee survey The Trust Index helps organizations to gain insight into the level of trust, pride and camaraderie in the organization. The survey results provide a clear overview of employees perception of the organization and the results report allows you to quickly get to work with the results and start the internal dialogue. The survey available in all languages The questionnaire consists of 58 statements, which are based on the Great Place to Work Model. Every statement is linked to one of the five dimensions of the model. There are also two open questions: 'What makes your organization a Great Workplace? And if you could do one thing to make it a Great(er) Workplace, what would it be? The questionnaire is available in every language. The anonymous survey is mostly conducted online, but it is also possible to work with paper surveys. It is possible to add organization-specific statements, open questions and/or demographic questions. Reports The Great Place to Work report consists of several documents which easily take you to the analysis phase and follow-up of the results. In an international project, we can offer reports at all levels in the organization, such as business units and teams. In the country report, there will be a benchmark with the Best Workplaces of a specific country. Additionally we can make a report at global level with a comparion between countries or the whole HR staff across countries. We can also benchmark with a specific industry. Online platform to share documents and track the response 24/7 In the Netherlands, we work on a secured online platform. With this tool, we can share data and documents which can also be accessed with your colleagues in other countries. You also have 24/7 insight into the response at all levels. There is easy access to the results at all discussed levels and the possibility to share them via several channels.

7 Audit of HR policies The Culture Audit helps organizations to gain insight into their company-wide policies. The design and organization of policies and programs directly influences employees perception and performance. As management, therefore, the way you shape your policies influences the employee experience. Great Place to Work asks organizations for both quantitative and qualitative information as evidence to show how the pursued policies are being put into practice. In the first part of the Culture Audit, we ask for factual information, such as the annual number of training hours, staff percentage turnover, number of employees, etc. In the second part, we ask open-ended questions linked to nine practice areas. Our research has shown that through these practice areas, management can influence the levels of trust, pride and camaraderie within an organization. For multinational projects, the Culture Audit can offer two approaches: 1. You can work with a central Culture Audit in which the basis for all countries is the same and the local countries can add their own practices. 2. All countries fill out their Culture Audit on their own. This approach will enable you to see the difference between the countries. It is a chance to give meaning to the global core values on the one hand and learn best practices from each other on the other. The local country participating with the Culture Audit gains insight into the effectiveness of their policies. Report The report depends on the country in which you operate. We always make a solution that fits your needs the best. The evaluation will be performed by the Great Place to Work local offices. Five criteria Research shows that there are five factors of success that increase the effects of policy and programs. Great Place to Work assesses each practice area according to these five factors (criteria).

8 International list participation With the yearly publication of the list of Best Workplaces, we recognise organizations which show good employment. This is the only list based on studies that analyse both the employees perception (Trust Index score counts for 2/3) and pursued policy (Culture Audit score counts for 1/3). The quality of the list is ensured by its strict criteria. The list is internationally recognised. National list participation gives access to participation in the European list as well. Multinationals have a chance of being placed on the global list of Best Multinational Workplaces. European list participation To be eligble for inclusion on the list of Best Multinationals in Europe, a company must have: At least 1,000 employees around the world. At least 40% (or 5,000 employees) of its global workforce located in another country than the country in which the organization has its headquarters. Appeared on at least three national lists of Best Workplaces in Europe. World's Best Workplaces list participation To be eligble for inclusion on the list of World's Best Workplaces globally, a company must have: At least 5,000 employees around the world. At least 40% (or 5,000 employees) of its global workforce located in another country than the country in which the organization has its headquarters. Appeared on at least five national lists of Best Workplaces in the world. Top 10 World's Best Workplaces 2016 #1 Google #2 SAS Institute #3 W.L Gore & Associates #4 Dell EMC #5 Daimler Financial Services #6 NetApp #7 Adecco #8 Autodesk #9 Belcorp #10 Falabella The World s Best Workplaces 2017 will be published on 26 October 2017.

9 What are the benefits of being listed as Best Workplace? Proud employees are the best internal ambassadors Extensive media attention Better reputation (internal and external) More job applicants Source of inspiration for other organizations Access to an international network of Best Workplaces When obtaining a place on the list, the organisation may use the Best Workplaces logo over the course of a year in all its corporate communications. Timeline The publication of a national list, and the award ceremony, vary per country. The national list publication in the Netherlands is at the end of March. The European list is published in June and the World s Best Workplaces will be published in October. In the proposal phase, we will give you an overview of the publication dates that are relevant for the countries participating in the project. The planning for the survey will be based on these deadlines (if you want to participate in the list); we then use the deadline of the first upcoming list publication. Each country has its own award ceremony, media partner(s) and tools for employer branding. In the Netherlands, we provide our Best Workplaces with a media toolkit, possibility to purchase merchandise, partnerships with several media partners, press releases and the website

10 Preparation The program The Great Place to Work program consists of different phases that we recommend should be followed. The project team will consist of a dedicated consultant and project manager with experience in conducting international, and sometimes complex, projects. Below you will find a brief explanation about the service that we provide during these phases. We can work with a contact person from your headquarters and/or, if you prefer, we can also have contact with your local offices. 1. Preparation Evaluation In-person meeting with the consultant and project manager to discuss the project plan and planning. We can provide a commitment workshop and/or a kick-off meeting for all the HR directors, for example. 5 Fases Study What do we need from you? Internal communication to the countries, managers and employees. We can offer templates and tips. An import template with number of employees, addresses and group structure. The final questionnaire and texts to start the survey. Your personal consultant and project manager are always available if you have any questions or concerns. We will give you tips and help you prepare the survey for the start date. 2. Study The project manager will coordinate the Trust Index survey. For instance when the invitations are sent, we can send an extra reminder if needed, keep you updated on the response (you can also check it yourself 24/7) and we keep in close contact so we can add employees to the survey if necessary. The project manager will coordinate the Culture Audit process for the various countries. We will send the templates to the specific local countries. 4. Acknowledgement Follow-up If you perform both the Trust Index and the Culture Audit, a country can enter the national list if the criteria have been achieved. Local offices will facilitate in the communication and tools for employer branding. If you as multinational fit the criteria for the regional or the multinational list, the HQ will be informed and the media toolkit will be send. 5. Evaluation We value your feedback and evaluate the process each year to improve our services and to help you with the follow-up of the results. Time indication 3. Follow up The reports will be available on the online portal so everybody can access their reports at the same time. We offer several follow-up workshops such as results interpretation and action planning. Local consultancy can be determined per country. On average, for multinational projects we take: 4 weeks for the preparation phase 2 weeks for conducting Trust Index 2 days for one person to fill out the Culture Audit (you will receive specific recommendations for this timeline) 3-4 weeks for evaluating the Culture Audit and generating reports for the Trust Index. Within 2-3 months, you can start on the follow-up of the resulsts.

11 Frequently asked questions What are the costs? The costs are based on the following factors: Employee survey: fixed price per project depending on company size (including project management, one in-person presentation of the results and one report at organisational level), variable price per employee and variable price per underlying group. Additional services may include: languague, extra reports or extra statements. We use a project fixed price for the whole project, not per country. Culture Audit: fixed price per project depending on company size. This price is per country. List participation: is included, tickets for Best Workplaces events are excluded in the Netherlands. Workshops: varies per workshop and country. We always visit you to discuss your ambitions and the project outlines, so that we can make a good proposal. When can we start? The start date depends on your wishes. Please remember that if you wish to participate in the list, different deadlines apply for each country which may influence the start date. We can provide further details. Some countries may start at different moments (for example in two waves). We do not recommend this and there will be extra project costs involved. But if you wish to do this, we will help you achieve the best planning. Does this fit by our organisation? Good employment never ends and is not something that only applies to certain types of organizations. Our model fits every organization, independent of size, sector or phase. We have organizations which have high scores and wish to maintain them. However, we also have organizations with very low scores which take this as an opportunity to improve in the coming years. What does the report and questionnaire look like? We can send you a sample report and the questionnaire of the Trust Index survey and Culture Audit. Please contact us (see our contact details below). What are the benefits? Please visit our website or contact us for a business case in which we show what the benefits are for your organization and your employees when you work on trust, pride and camaraderie. May we call you or arrange a meeting? We can always arrange a phone call or meeting to provide you with more information and explore how we can help your organization become and remain a Great Workplace. Contact us via or nl_info@greatplacetowork.com.