Great Workplaces™ are Better Together – Ingram Micro Philippines

XYRIS TAPIA

Author

Operational Continuity  

The COVID-19 pandemic has brought the entire world to a standstill. The unprecedented turn of events has resulted in restriction of movement around the globe, in a bid to flatten the curve and slow the spread of the disease. This had a domino effect on all industries, however much like most of the essential occupations in this time of crisis, the technology distribution space has to remain operational, albeit on a reduced capacity, to help its partner companies and customers deal with the impact of lockdowns; assist in the deployment of required automation for remote work set-up; and deliver the necessary technological tools to help bolster the medical infrastructure of every country.

For the Ingram Micro Global Shared Services Center in Manila, home to approximately 2,400 employees, the onset of the Novel Coronavirus pandemic and the resulting Enhanced Community Quarantine (ECQ) meant that they also had to enforce their employees to work from home. Without hesitation, leadership decided to close their office premises temporarily to ensure everyone’s safety and proximity to loved ones. They moved to expedite the distribution of equipment and work tools to associates for remote work set-up within two weeks. Timing was critical, highlighted by the need to procure additional devices and assemble network infrastructure at the 11th hour. Nonetheless, they were able to maintain exceptional service levels despite the limitations, as they continued to provide support for global operations.

Associates’ Welfare Is Top Priority  

When faced with crisis, Ingram Micro’s first rule is to guarantee the safety, security and welfare of their associates.

A robust Compensation and Benefit Plan was extended to all their employees, covering the first month of the quarantine regardless of their capacity to work from home, and made resources available to keep them financially secure during these challenging times.

Introducing a New Normal  

Understanding that the abrupt changes required adjustment, the first few weeks of the transitional period was dedicated for leaders to build new norms within their teams and establish rules of engagement, while reminding associates of their accountability and emphasizing that business still needs to progress.

To help both leaders and associates acclimatize to the new norms, they launched the Learn-at-Home campaign which aimed to educate leaders on how to lead virtual teams, and provided learning assets for associates to be on top of their workload from the comfort of their homes and still reach developmental goals.

Their digitized JIVE Kudos rewards & recognition program proved to be favorable at this time, as team members used it extensively to thank their peers. The corresponding JIVE Store also came in handy, as associates who earned points used them to purchase necessities during the quarantine period.

Continuous Health and Safety Campaigns  

Ingram Micro Philippines was quick to establish critical precautionary measures on how to avoid COVID-19 int the workplace at all costs. This included workplace sanitation, mask distribution and travel guidelines. Their Resource Hub also documented and published all critical information and developments about the COVID-19 pandemic, along with the protocols of their Health Partner in managing the disease.

Under the ECQ, they launched the Wellness-at-Home campaign, which looked into the overall wellness of their associates while coping with their new arrangements.

One of the primary concerns that they addressed  was how to deal with stress and anxiety. Human Resources shared useful infomercials on how to respond to these challenges, and also promoted Dial TALK – an Employee Assistance Program should they need to reach out for mental wellness consultation.

To add levity to the work-at-home setup and ensure that their associates stay connected with their teams, they also introduced Fun-at-Home contests that promoted mind and body wellness, such as the daily #TimeOut Challenge that required associates to complete a variety of tasks, from physical exercises to mindfulness exercises and TikTok challenges. They brought their weekly Theme Day online to make group virtual meetings more fun and enjoyable. Other exciting activities they organized were Virtual Quiz Bee and online dance and music clubs.

Their commitment to care for other communities was also brought to light. Gathered by the spirit of social responsibility, the associates pooled resources through a fundraising drive to aid the needs of front liners.

Consistent Communication  

In this ever-evolving situation, Ingram Micro leadership found it critical to implement strong, consistent and effective communication channels. Their goal was to deliver accurate and timely information to associates and provide all possible directions and guidelines, assuring them of business continuity and reassuring their sense of security even when working from home. This was their way to ensure that associates can provide the necessary services for partners and customers.

To align with this, they launched an internal survey to assess everyone’s condition and solicit feedback if their response was adequate and where it could improve.

Better Together

Management reaffirms that all teams across Ingram Micro went out of their way to keep business protocol seamless and coordinated the required movements on time. One of the highlighted teams was the IT Department, who delivered innumerable laptops and devices right to the doorsteps of the associates. This is the brand of Teamwork and Responsibility that exemplifies the best of Ingram Micro Philippines, making it truly a Great Place to Work™.

XYRIS TAPIA

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