3 Essential Steps to Start Building a Great Employee Experience

ANTONIETTE MENDOZA-TALOSIG

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“What if our company doesn’t get Great Place to Work-Certified™?” 

It is a common question I get from clients when we meet for the first time. Many of them hesitate to engage us because they are uncertain if they have what it takes to be Great Place to Work-Certified™. They also ask me what steps they could take to kick start their journey, and I understand where they are coming from, sometimes it is not easy asking for your employees’ opinion of their workplace experience. 

What’s more important here is the desire to listen to your employees and learn what you can do to become better employers. So, if you’re a business leader or an HR practitioner who finds yourself in a similar situation, you are not alone.  

Over the years, I have observed  companies that have built and sustained their unique workplace culture and have spoken with leaders of the Philippines’ great workplaces who have inspired many, myself included. While each company or leader is unique, they have taken similar steps in building their employee culture, starting with  

1. Identify Your Culture Champions

Great leaders lead by example. When you’re building your company culture, you want to have people who imbibe the values of your organization and will show everyone else the way. These people are your culture champions. When it comes to culture champions, no one is better suited for this role than your executives and managersNaturally, employees take their cue from the leadership team on how they will conduct themselves within the organization.

The Human Resources and Marketing departments will also play a crucial role here. HR will be responsible for identifying the company’s culture champions and articulating the company’s values, while marketing will promote these values to the employees.  

All three must work together in creating your company’s values and instilling these among your employees.

“Creating an employer brand is a tripartite framework. The CEO serves as your executive sponsor, because no matter how passionate your HR person or marketing head is, it won’t be successful if there’s no buy-in from the highest ranking executive.”

– Cathy Ileto, Director and Board of Trustee, Public Relations Society of the Philippines

Having said that, you should also recognize certain employees who excel in living out your company values.  They, too, are your culture champions.

2. Spell Out Your Definition of a Great Workplace

Each organization has its own unique culture, but not everyone discovers what it is exactly that makes them different. While you may be tempted to replicate what top employers do to become a great workplace, you’re not guaranteed the same results because of your uniqueness. Instead, you need to start listening to your employees. 

The Great Place to Work® Trust Index© survey is the tool we use to help organizations listen to their employees and understand what makes them special. Even if you don’t get certified the first time, your employees’ feedback will serve as a goldmine of information to find out what you’re doing right and discover opportunities to do better.

“When we embarked on our Great Place to Work-Certification™ journey, never in our wildest dreams as a company did we even think that we would be awarded as one of the Philippines’ Best Workplaces. We went through this whole process not thinking of the award for us. It was primarily more of an introspection and a reflection of what else we can do for our employees.” – Von de Leon, CEO, Western Union-AROC

Western Union AROC Philippines Great Place to Work Certified
Western Union AROC Philippines Great Place to Work Certified

3. Design Your People Practices with Intent

It is always tempting to launch numerous programs that you think will benefit your employees. But as with many things, it’s better to focus on quality over quantity. When it comes to your people practices, your employees care more about how you deliver them than anything else. They want to see and feel that you are sincere about each program that you create. This builds a sense of trust because they know that you will deliver when it counts the most. 

Having the human touch is especially important these days when most of us are working from home. It’s difficult to build that sense of trust when you’re almost never in the same office space, so you need to work extra hard to reinforce that trust every single day. 

You can build this confidence by making sure that your people practices are tightly integrated into and anchored on your articulated company culture.

What’s Your Story of Creating a Great Employee Experience?

While I may have spoken to a lot of companies about building their company culture, I always find it fascinating to hear about each of their stories, including the challenges they faced and effective solutions that worked for them. So, if you have similar inspiring stories to share, please message me today. I’d love to hear from you! 

ANTONIETTE MENDOZA-TALOSIG

Author

Great Place To Work identifies Best Workplaces™ in Asia by surveying over 1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting over 4.7 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2021 or early 2022.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000) of those employees located outside the headquarters country.

Great Place To Work identifies Best Workplaces in Asia™ by surveying 2.1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting 5.9 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Bahrain, Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Oman, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2022 or early 2023.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000+) of those employees located outside the headquarters country.

For All™ Methodology

Great Place To Work, the global authority on workplace culture, determined the Philippines Best Workplaces™ 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of over 450,000 employees across the Philippines.

Employees responded to over 60 survey questions describing the extent to which their organization creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. We analyze these experiences relative to each organization’s size, workforce makeup, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organization to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news, and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

For All™ Methodology

Great Place to Work, the global authority on workplace culture, determined the Philippines Best Workplaces™ 2022 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of over 130,000 employees across the Philippines.

Employees responded to over 60 survey questions describing the extent to which their organization creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. We analyze these experiences relative to each organization’s size, workforce makeup, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organization to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news, and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

Categories:
These organizations’ assessment is based 100% on employee responses to the Trust Index survey.

  • Small 10-99 Employees

For larger organizations with more than 100 employees, we also use our Culture Audit™ tool, asking organizations to share with us their practices, policies, and programs to create a great workplace For All™ and evaluate the approach they take.

  • Medium 100-999 Employees
  • Large 1000+ Employees

Why do you say in one place your national list scoring is based on 85%/15% and in another place that it is 75%/25%?

We are explaining two different things:
1.  The criteria we evaluate

  •  85% concerned with Trust and Maximizing Human Potential and
  • 15% concerned with everything else

2.  Where the data comes from

  • 100% Trust Index for organizations with less than 100 employees
  • 75% based on the Trust Index survey analytics and 25% based on responses to the Culture Audit for organizations with more than 100 employees.
For All™ Methodology

Great Place To Work, the global authority on workplace culture, determined the Philippines Best Workplaces™ 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of over 450,000 employees across the Philippines.

Employees responded to over 60 survey questions describing the extent to which their organization creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. We analyze these experiences relative to each organization’s size, workforce makeup, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organization to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news, and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

Categories:
These organizations’ assessment is based 100% on employee responses to the Trust Index survey.

  • Small 10-99 Employees

For larger organizations with more than 100 employees, we also use our Culture Audit™ tool, asking organizations to share with us their practices, policies, and programs to create a great workplace For All™ and evaluate the approach they take.

  • Medium 100-999 Employees
  • Large 1000+ Employees