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What it Takes to Make the Fortune 100 Best Companies to Work For® List

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What it Takes to Make the Fortune 100 Best Companies to Work For® List

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In today’s competition for top talent, understanding and leveraging your company’s great workplace culture is more important than ever. In this presentation, Great Place to Work®—the company that conducts the research for the Fortune 100 Best Companies to Work For® list and selects the top 100 Companies each year—shares how you can assess, benchmark, and recognize your company as a great workplace, including:

• How to Apply for the Fortune Best Companies to Work For Lists
• Eligibility and Deadlines
• Selection Methodology, Models & Scoring
• Benefits of Applying to the List
• Tips for a Strong Submission

For over 15 years, the annual Fortune 100 Best Companies to Work For® List has been the gold standard of lists that recognize great workplace cultures. As Fortune’s most popular list franchise, the 100 Best Companies to Work For® List surpasses even the Fortune 500 in readership. Learn how your company can join this elite group of organizations today!

In today’s competition for top talent, understanding and leveraging your company’s great workplace culture is more important than ever. In this presentation, Great Place to Work®—the company that conducts the research for the Fortune 100 Best Companies to Work For® list and selects the top 100 Companies each year—shares how you can assess, benchmark, and recognize your company as a great workplace, including:

• How to Apply for the Fortune Best Companies to Work For Lists
• Eligibility and Deadlines
• Selection Methodology, Models & Scoring
• Benefits of Applying to the List
• Tips for a Strong Submission

For over 15 years, the annual Fortune 100 Best Companies to Work For® List has been the gold standard of lists that recognize great workplace cultures. As Fortune’s most popular list franchise, the 100 Best Companies to Work For® List surpasses even the Fortune 500 in readership. Learn how your company can join this elite group of organizations today!

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What it Takes to Make the Fortune 100 Best Companies to Work For® List

  1. 1. Learn What it Takes to Make the List Everything you’ve always wanted to know about the Fortune 100 Best Companies to Work For® List
  2. 2. Contents • Background & Approach | 3 • List Methodology, Models & Scoring | 8 • Culture Audit© Submission Tips | 24 • Eligibility and Deadlines | 32 • FAQs | 36 • Benefits of Applying | 41 • How to Apply & Guide to Participation | 53
  3. 3. Great Place to Work® Institute One of the world’s largest studies of workplace excellence • Nearly 3 million employees surveyed last year • 6,200 companies represented in over 45 countries
  4. 4. Great Place to Work® Recognition: U.S. Best Companies Lists Fortune Magazine List: Apply Now 1,000+ employees Fortune Magazine List: Learn More 25-999 employees
  5. 5. 1998 2001 20042003 2002 2005 2007 2008 2009 2010 2011 2012 2013 2006 20001999 2014 2015 Great Place to Work® and Fortune Magazine partnership 1998 to Present
  6. 6. Our Approach For Great Place to Work® and our media partner, Fortune Magazine, it is important that our lists: – Employ a validated methodology – Are based on current, reliable, and verifiable information – Reflect the voice of a representative sample of the employee population
  7. 7. Our Commitment • Integrity: We take great care to produce lists with a high level of ethics and fairness. • Confidentiality: If you don’t make the list, we do not release your data. We don’t tell anyone that you even participated. • Positive Recognition: We represent winning companies in a positive light, based on their unique cultures.
  8. 8. List Methodology The Great Place to Work® Evaluation Methodology
  9. 9. 100 Best Companies to Work For List= Employee Experience + Workplace Culture 2/3 1/3
  10. 10. We Assess the Employee Experience and Workplace Culture at Your Company Using Two Proprietary Tools Trust Index© Employee Survey Employee Perspective Culture Audit© Questionnaire Workplace Culture 2/3 of total score 1/3 of score
  11. 11. 2/3 Part 1: Trust Index© Employee Survey Assessing Employees’ Experience of Your Company Sample Trust Index© Employee Survey questions Your company’s Trust Index© Employee Survey results count for 2/3 of your overall score
  12. 12. 2/3 1/3 Trust Index© Employee Survey Great Place to Work® works with your company to administer the survey to a representative sample of employees. Survey includes: • 58-statement survey that assess the dimensions of the Trust Model© (See Slides 13-18) • 2 open-ended questions: 1) Is there anything unique or unusual about this company that makes it a great place to work? 2) If you could change one thing about this company to make it a better place to work, what would it be? • 6 standard demographics  Job Type, Sex, Age, Tenure, Racial/Ethnic Identity, Work Status
  13. 13. Our Trust Model©: Assessing The Employee Experience "A great workplace is one in which you trust the people you work for, have pride in what you do, and enjoy the people you work with.” Great Place to Work® Trust credibility fairness respect Employee pridecamaraderie relationship to your job relationship with other employees relationship with management
  14. 14. 2/3 1/3 The Trust Model© Credibility Communication  I can ask management any reasonable question and get a straight answer. Competence  Management has a clear view of where the organization is going and how to get there. Integrity  Management delivers on its promises.
  15. 15. 2/3 1/3 Respect Support  Management recognizes honest mistakes as part of doing business. Collaboration  Management genuinely seeks and responds to suggestions and ideas. Caring  Management shows a sincere interest in me as a person, not just an employee. The Trust Model©
  16. 16. 2/3 1/3 Fairness Equity  I feel I receive a fair share of the profits made by this organization. Impartiality  Promotions go to those who best deserve them. Justice  If I am unfairly treated, I believe I'll be given a fair shake if I appeal. The Trust Model©
  17. 17. 2/3 1/3 Pride Personal  I feel I make a difference here. Team  People here are willing to give extra to get the job done. Company  People look forward to coming to work here. The Trust Model©
  18. 18. 2/3 1/3 Camaraderie Intimacy  I can be myself around here. Hospitality  This is a friendly place to work. Community  There is a "family" or "team" feeling here. The Trust Model©
  19. 19. Part 2: Culture Audit © Questionnaire Understanding Your Company’s Culture 1/3 Your company’s Culture Audit© score counts for 1/3 of your overall score
  20. 20. Culture Audit© Questionnaire: • Usually completed by a company’s Human Resources and/or Internal Communications group • Culture Audit© Part 1: General Information – Questionnaire including: Company information, demographics, benefits, onsite perks, and more. • Culture Audit© Part 2: – 15 open-ended essay questions – Assesses 9 key practice areas that are critical to building a great workplace (See Slide 22) • Optional supplemental materials to show Great Place to Work® more about your company’s culture.
  21. 21. 18 What people think a great culture is…
  22. 22. Communicate organizational goals Inspiring Create a sense of higher purpose Share information Speaking Be honest and transparent Respond to concerns Listening Be accessible for questions, suggestions, and concerns Recognize outstanding performance Thanking Show regular and personalized appreciation Give employees training in skills Developing Help people grow professionally and personally Competitive Benefits Caring Distinctive Benefits; Care in times of Crisis Hire individuals with skills for a job Hiring Help people with gifts/talents who fit into the culture Inform employees of organizational successes Celebrating Celebrate organizational successes in unusual ways Offer fair compensation Sharing Share rewards of mutual efforts equitably What it actually is…
  23. 23. Culture Audit© Criteria: How We Assess Cultural Practices ►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.
  24. 24. Culture Audit© Tips Tips for Putting Your Best Foot Forward With the Culture Audit©
  25. 25. Good Answers vs. GREAT Answers Good Answers • Provide a list of programs and practices • Speak generically • Offer no or few examples • Omit the how, and focus on the what GREAT Answers • Provide a list of programs and practices • Illustrate their unique spin on the practice • Provide stories of the practice in action • Focus on “what” and “how”
  26. 26. EXAMPLE Culture Audit© Question for “Speaking”: What are the distinctive ways in which managers, especially senior managers, share information with employees and foster a culture of transparency?
  27. 27. Good Answer (Partial Response) “Management speaks with our employees through practices like town hall meetings, site visits from executives, regular email communications including a monthly newsletter, an anonymous suggestion box, and a new in-house social media network. We have an open-door policy and employees are told they can speak to any management team member at any time.”
  28. 28. GREAT Answer (Partial Response) “This past year we needed to communicate a restructuring. Our CEO hosted a town hall meeting that was live broadcast to our remote locations. Department managers held follow-up meetings with their teams. Managers were equipped with responses to frequently asked questions. Employees could submit questions (anonymously) to leadership. Our CEO responded to each one in a series of videos emailed to employees and shared on the Intranet the following week.”
  29. 29. EXAMPLE Culture Audit© Question for “Thanking”: How does your company show appreciation and/or recognition for employees' good work and extra effort, or other achievements?
  30. 30. Good Answer (Partial Response) “We celebrate employees’ service anniversaries in 5 year increments. Each employee achieving this milestone receives a substantial gift which they select from our service award program catalogue. The item is mailed to the employee’s home on their service anniversary along with a certificate signed by our CEO.”
  31. 31. GREAT Answer (Partial Response) “We celebrate employees’ service anniversaries in 5 year increments. Each employee achieving this milestone receives a substantial gift which they select from our service award program catalogue. Employee’s gifts are mailed to their homes on their service anniversaries, along with a personalized letter of thanks from the CEO. Service anniversaries are also celebrated with a posting on our intranet. Colleagues often send notes of thanks and congratulations. At our quarterly all-hands meeting, all those celebrating service anniversaries are brought on stage for a group photo and round of applause from their colleagues.”
  32. 32. Eligibility & Deadlines
  33. 33. Fortune 100 Best Companies to Work For List Eligibility Requirements & Deadlines Eligibility Requirements • 1,000+ U.S. employees • 5+ years in business Get Started Now! Upcoming Deadlines • Deadline to register: July 31, 2015 • Last date to start survey: August 31, 2015 • Culture Audit Submission Due: August 14, 2014
  34. 34. Great Place to Work ® Best Small and Medium Workplaces List Eligibility Requirements & Deadlines Eligibility Requirements • 25-999 U.S. employees • 2+ years in business Learn More Here 2015 Deadlines • Deadline to register: May 15, 2015 (Past) • Last date to start survey: May 22, 2015 (Past) • Culture Audit Submission Due: June 12, 2015 (Past) • List Announcement: October 22, 2015
  35. 35. Additional Eligibility Requirements • Government agencies with more than 999 employees are not eligible. • Must apply as the parent organization, including all subsidiaries, divisions and departments (contact us as certain exceptions do apply). • Cannot be going through a merger/acquisition impacting 25% or more of the U.S. employee population.
  36. 36. FAQs Most Commonly Asked Questions
  37. 37. How long should our Culture Audit© submission be? • Median length of 100 Best Culture Audit©: 55 pages • Median length of Small & Medium Culture Audit©: 21 pages • We value quality over quantity
  38. 38. Who evaluates my Culture Audit©? • Application reviewed 2-3 times by rigorously trained evaluators • Evaluators include: MAs in Organization Development or Industrial/Organizational Psychology, MBAs, Human Resources professionals, journalists • Screened for conflicts of interest • Sign strict confidentiality agreements
  39. 39. What are Supplemental Materials? • Physical or electronic materials that help you tell your story • Welcomed, but not required • Not scored
  40. 40. What Supplemental Materials can I send? • What to submit: – Annual reports, news articles, press releases – Employee communications – Recruiting, training, & orientation materials – Photos or videos of employees at work or participating in company activities • What not to submit: – SWAG – Oversized items – Perishables
  41. 41. Why You Should Do It The Benefits of a Great Place to Work® Evaluation
  42. 42. Low Risk Simply for participating, all participants receive • Metrics • Self-awareness • An employer branding opportunity The Benefits of a Great Place to Work® Evaluation
  43. 43. Trust Index© Employee Survey Results: Free Summary Report for All Participants
  44. 44. Self-Awareness: Testimonial from a List Participant “The very process of considering the questions asked in Part 2 of the Culture Audit© helps us better understand what a great place to work is and where we can/should focus our own efforts to continue to improve. We know that we have already created a great place to work, and regardless of whether we rise in the rankings, it is instructive to think about what we can do better in light of the questions asked in the essays and our core value of Continuous Improvement.”
  45. 45. Completely Free: List participation with Great Place to Work® is, and has always been, free. The Benefits of Completing a Great Place to Work® Evaluation
  46. 46. Simple to Start: Our application tool makes it easy and intuitive to get started. If you participated within the last 2 years, it’s now easier than ever! The Benefits of Completing a Great Place to Work® Evaluation
  47. 47. Confidential: Unless you make the list, no one will know whether you’ve participated. The Benefits of Completing a Great Place to Work® Evaluation
  48. 48. For companies that make the lists… The 100 Best Companies to Work for is Fortune’s most popular franchise, surpassing even the Fortune 500 in readership. Wide-Reaching Recognition
  49. 49. Trust is a Measurable Driver of Success Interaction Associates. Building Trust 2013. http://interactionassociates.com/sites/default/files/research_items/Building%20Trust%20201 3.pdf HPO/LPO = High Performing/Low Performing Organization
  50. 50. High Trust = Loyalty + Commitment
  51. 51. Trust Index© Employee Survey Results: Opportunity to Compare to 100 Best Benchmarks and Customize Survey
  52. 52. Survey Customization Options • You can customize your Trust Index© Employee Survey to provide relevant and actionable demographic data specific to your organization (i.e., department, region, location). • Provides an opportunity to measure your employees’ response to initiatives unique to your company by adding your own survey statements. • Note: Customized demographics and statements are not considered in scoring for the list and have no impact on evaluations or list rankings.
  53. 53. How to Apply Getting Started With Your Application
  54. 54. Download Your Guide to List Participation Today! Apply Now! Click Here to Apply Now! Email: US_ListandReviews@greatplacetowork.com Phone: 415-844-2500 ext. 390

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