Respect Fosters Trust In the Workplace

Xyris Tapia

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XYRIS TAPIA

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In the Philippines’ Best Workplaces 2020 Insights Report published recently in May, data gathered shows employees of Philippines’ Best Workplaces™ are 1.2x more likely to have a consistent positive workplace experience across the 5 dimensions of a high-trust workplace culture – mainly Credibility, Respect, Fairness, Pride and Camaraderie. These 5 dimensions are the cornerstones of the ideal employee experience according to the Great Place to Work® Trust Model, and the common goal of management is being able to develop and find the right balance of support and engagement such that these key factors are invariably met.

Over the years, many organizations locally and around the world have succeeded in providing healthy, robust and high-performing workplaces. Great Place to Work® has certified hundreds of Great Workplaces™ worldwide, and even so, employees of Philippines’ Inaugural Best Workplaces™ have reported an 87% Trust Index™ score in their most recent surveys, which is at par with Asia’s Best and slightly above the World’s Best average of 85%.

With the onslaught of the COVID-19 pandemic this year, it has been an uphill struggle for many companies to stay afloat, much less nurture strong workplace dynamics. But as it turns out, some companies still managed to address employees’ basic needs of safety, stability and security during the first stages of this crisis. Organizations on the Philippines’ Certified Great Place to Work List all had ready programs in place to extend logistical, medical, psychological well-being, and financial support to their employees all throughout the deployment phase, as most of them sent around 90% of their workforce to work from home.

Now, four months into quarantine, we are evolving into the next phase, sustainability. The remote work set-up is here to stay, albeit on a partial basis, as hope of finding a vaccine is vague at best. It is not a time of despair though, but rather a chance for organizations to listen to their people, analyse and implement tailored responses to the needs of a varied population. The good news is, with advances in technology and data analytics such as Emprising™ from Great Place to Work®, it is now much easier to administer and customise employee surveys to identify issues, provide solutions, keep track of people programs and assess which ones are working.

The next phase of work presents an opportunity for companies to rethink the ‘employee experience’ in ways that recognize individual differences despite being faced with similar circumstances. Recent observations point that there will always be a contrast in personal living conditions, mindsets, skills and capabilities; and the organization’s willingness to accommodate this diversity and address challenges in a more targeted way will set it on its path to meaningful change.

The reality of work in the current and future settings is likely that employees need to balance more roles in a single confined space – their home. Employees are parents, caregivers, leaders and followers, managers and providers at the same time, all while trying to dodge health threats at every possibility, thereby leading to burnout not just on a physical level, but on a mental and psychological one. There is added responsibility and pressure on every team member, and a general tendency for anxiety and unease among workers. So, in order to maintain camaraderie and trust on a virtual plane, one fundamental tenet must be brought forward – RESPECT.

At Great Place to Work®, Respect is ‘the extent to which employees feel valued by the organization, by assessing the levels of support, collaboration and care that they experience through management’s actions towards them, and that of their peers.’

The sub-dimension of Support encompasses employees’ sense of value to the organization, when they are recognized for their contributions, allowed growth opportunities, appreciated for good work and extra effort, and allowed mistakes as part of the learning process. Needless to say, now is the best time to exhibit support for employees, especially since vulnerabilities are surfacing, in order for them to build self-confidence, have pride in the work that they do, and encourage them to trust their leaders and give more of themselves to the business. With proper support by means of empathetic and personalized communication; creativity and innovation will surely flourish, as people feel capable of taking appropriate risks and developing new ideas, which will likewise contribute to business growth.

Collaboration assesses the quality of interactions and cooperation between employees and management. In a collaborative environment, leaders reach out to people to ask for their opinions and ideas and allow them to participate in decision-making matters that affect their jobs or inform them how their inputs will be placed to good use. All the same, now is the best time for leaders to practice transparency in order to cultivate trust, and their behaviour will help calm or even energize employees, so that they will feel vested in the organization’s mission and purpose and embrace new ways of working. ‘Involved’ employees develop a deeper sense of ownership in their work, are keener on successful implementation of changes, will be attached to the outcome and are more likely to suggest positive and practical solutions to the business.

The final and key factor to Respect, would be Caring. This measures the extent to which managers show an interest in their people’s well-being by providing them with a healthy and safe environment, as well as benefits that support their lives outside of the workplace. Now more than ever, when work and personal life are intertwined, the level of genuine care that is extended by leaders will define the impact they will have on the workforce and the business as a whole, even long after we have recovered from the pandemic. It is imperative that they encourage employees to create healthy and proper workspaces, and share resources wherever possible, to give them emotionally and psychologically healthy places to work, especially outside the usual comforts of their previous office walls. Companies should also provide flexible work hours and leave benefits, and advocate inclusion especially for primary caregivers and parents, being mindful that office walls no longer separate employees from the pressures they face at home. Where care is nurtured, people tend to be more mindful of themselves, work with less supervision, and can likewise easily respond to the needs of others. There is no better time to show goodwill to employees as now, and care is essential in gaining their loyalty, commitment and complete trust.

The underlying element of Respect is Listening. Leaders should strive to listen to the voices of their members, while members should listen to and trust the wisdom of their leaders. It is crucial to maintain this continuous two-way relationship in order to enable growth within the organization.

At this point in time, the journey to the new normal is far from over. It has indeed become Shifting Horizons where organizations continuously strive to find the right balance in creating a great workplace experience for their people – beyond the office walls. In doing so, leaders should demonstrate gestures of respect, and continue to listen to the voices of those who matter most – their employees. After the pandemic is over, successful companies will look back on this time and ponder how they managed to pull through. Surely by then, human capital will still be the heart of any workplace, no matter the structure that holds it together. And how they managed to motivate their people to get there, perhaps with this most intrinsic of values, shall be how they will be remembered.

Xyris Tapia

Xyris loves to look at life through a broader lens. She is a certified bookworm, occasional writer, intrepid traveler and design enthusiast. She likes to create and breathe vibrancy to things. When not organizing events, she is a content contributor for GPTW PH and likewise handles corporate matters. A happy wife and a doting mom, she finds joy in unique experiences and believes that everyone has the potential for greatness.

For All™ Methodology

Great Place To Work®, the global authority on workplace culture, determined the Philippines Best Workplaces™ in IT-BPM 2024 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.

This recognition helps attract and retain the best talent in the industry, ensuring that your organization continues to thrive with top-notch employees. Additionally, it strengthens the company’s brand as a desirable place to work, instilling pride and loyalty among current employees. It provides a significant competitive edge in the industry, showcasing the company’s dedication to employee satisfaction and well-being.

These organizations set themselves apart in the IT-BPM sector by cultivating an excellent workplace, contributing to their overall growth and success.

The IT-BPM sector is a cornerstone of the Philippine economy, known for its rapid growth and substantial contribution to employment and economic development. Companies in this industry play a pivotal role in driving innovation, enhancing business efficiency, and providing critical services on a global scale. Being recognized on the Philippines Best Workplaces in IT-BPM 2024 List not only highlights a company’s commitment to creating a positive workplace culture but also enhances its reputation in a highly competitive industry.

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