Step into Greatness with Ingram Micro: Building an Employer Brand that Works

XYRIS TAPIA

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In the second webinar of our series ‘Why Your Employer Brand Matters in Times of Transition,’ HR Director Sam White shared Ingram Micro’s inspiring journey to becoming a Great Place to Work-Certified™ company and one of Philippines Best Workplaces, and the impact of that recognition on their Employer Branding.    

Sam shared his insights with our host, Philippines’ Managing Director Antoniette ‘Toni’ Talosig, starting with the development of Ingram Micro’s employer of choice strategy, their partnership with Great Place to Work®, and their plans for moving forward.   

Here are some of the key takeaways from this session:

1. It takes a clear people strategy and focused effort to build a strong employer brand.  

The vision to build a culture of excellence at Ingram Micro started with their ‘IM Engaged’ campaign. This campaign was anchored on six critical programs for sustainable employee engagement, including Diversity and Inclusion, Corporate Citizenship, Rewards and Recognition, Career Growth and Development, and Organizational Governance. The Ingram Micro leadership team felt that these programs would help to unlock their employees’ talent and potential and support them in becoming the best that they can be. In 2019, Ingram Micro arranged to partner with Great Place to Work® to get external validation of their progress. This led to Ingram Micro being successfully GPTW-Certified™ in 2020. While the recognition that Great Place to Work-Certification™ provided was appreciated, Ingram Micro focused on using their Trust Index Survey results to identify strengths and areas for improvement in their employee experiences, and revised their workplace strategy accordingly.  Even while responding to the challenges presented by the Covid-19 crisis, their focused efforts resulted in improved engagement and retention scores and enabled Ingram Micro’s selection to the Philippines Best Workplaces List™ for the second time in a row.  

2. It is a journey that requires focused effort with support by an experienced partner. 

Sam shared that it has taken three-years to get to this stage of Ingram Micro’s journey in creating a great place to work and has required on-going focus. 

Sam recognized the support provided by the partnership with Great Place to Work® and our aligned goals of building a high-trust, high-performance workplace. As the global authority on workplace culture, the GPTW survey analytics platform and culture coaches have helped Ingram Micro in identifying performance drivers and planning, assessing and celebrating progress.   

Ingram Micro was able to leverage their Certification™ and Best Workplaces™ recognition by incorporating these in their ‘Step Into Greatness’ and ‘Greatness Continues’ campaigns, boosting employee pride and productivity, even as they moved to working virtually. This reinforced Ingram Micro’s human capital strategy, allowing them to successfully assimilate their people programs with their campaigns and elevate their employer brand.

3. The benefits are worth the effort. 

Sam emphasized that, while it has taken a lot of planning and focused effort, the return on that investment for Ingram Micro made it worthwhile. Employee pride, engagement and retention has increased. They have a steady stream of highly-qualified applicants to fill specialized roles.

Almost all of these applicants refer to Ingram Micro being a Philippines Best Workplace as an important reason for their interest. Sam also sees a heightened sense of respect, accountability and willingness from employees to support the business in every way, including when they made the sudden transition to working from home.   

4. Even Best Workplaces don’t rest on their laurels.  

Even with Ingram Micros’ Best Workplace recognition and growing reputation as an employer, Sam noted that they continue to focus on their core – their people – as they keep looking for opportunities to improve and stay on top of evolving workforce trends. This includes a current drive on enabling their teams for the future of work, by accelerating automation and training their employees to better enable them to fully adapt. This ongoing commitment to supporting their employees towards the next level in their journey affirms Ingram Micro’s brand promise – to cultivate their employees’ potential further, and to enhance their experiences.  

An audience member asked Sam why he thought employer branding is important during this time of pandemic. Sam responded, “Your brand promise or brand recognition evokes pride and a sense of connectedness among your people. It tells the story of who we are as a company and to each other, and that story is how we reach out to them, and those who may want to join us. It is a crucial element.” 

Ingram Micro now enjoys the benefits of a strong employer brand based on a strong relationship of trust between leaders and employees. As they continue to nurture and develop these relationships, they look forward to achieving more as a team and as a business.  Their journey provides a true case study of the leadership and employee-first commitment found across our Best Workplaces.   

Allow us to support you as you create your own unique story!  

To embark on this journey, join us on our next Get Certified™ Webinar. 

Watch a replay of the webinar: Step into Greatness with Ingram Micro. 

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