We Move Onward For All

ANTONIETTE MENDOZA-TALOSIG

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Has it really been a week already since our very first in-person Philippines Best Workplaces™ recognition gala? It still feels pretty surreal that after 4 years of merely having virtual reveals, we did it together, finally.

We Move Onward For All

What also brought our team joy was the overwhelming response we received to our invitation. The anticipation was palpable even before the event as our waitlist was filled to the brim with around 100 people in line.

Beyond the obvious excitement, I wondered what other underlying reasons there were for our jam-packed attendance. What I quickly realized is this was more than just an inaugural awarding.

This is recognition. This is a celebration. But there is something even MORE.

We Move Onward For All
We Move Onward For All

At the core, we were honoring the great place to work journeys of every organization, leader, and employee present that night and the unique stories that brought them there.

Moreso, it was a celebration of continuing those journeys as we move onward for all.

The Great Place To Work® Philippines Story

We Move Onward For All

Before we move forward and progress in this story, it only makes sense to look back at how far we’ve come.

Great Place To Work’s story of trust-building comes from a long history of over 30 years. Here in the Philippines, we have only just begun.

Our journey commenced four years ago with only five companies. They were our trailblazers that paved the way for creating high-trust workplace cultures in the Philippines. Eventually, they composed our first and humble inaugural list during the infamous year of 2020.

The same year, we published our maiden PH workplace culture insights report, Tiwala’t Tagumpay, with the battle cry “high-trust cultures drive business success.“

2021 was all about striving in the midst of the growing challenges of the pandemic. And so, for our Philippines Best Workplaces™ list, we honored the Top 10 companies that pressed on in building high-trust workplace cultures whilst responding to the unique challenges of COVID-19 by putting their people’s safety and well-being first.

Sticking to our theme, our second insights report placed the limelight on the heroism of Filipino workers and employers during the pandemic.

From 2019 to 2020, we began. In 2021, we strived. In 2022, we thrived.

It was a promising year as the whole world was Bound for Recovery. Our list-makers exponentially grew to 25 across now three categories — namely the small, medium, and large organization. Continuing to ring in new and extended celebrations, we also gathered our community of almost a hundred Great Place To Work-Certified™ companies for our first-ever in-person event.

We have grown from strength to strength in the span of 4 years.

How, then, shall we move Onward For All™?

We found the answers in the 2022 Great Place To Work Trust Index™ surveys represented by about half a million Filipino employees. Here are our top three key observations on what is most important when building trust in Philippine workplaces.

We Move Onward For All

Creating High-Trust Workplaces For All

We Move Onward For All

1. Through the years, Philippine employees are consistent with what they need from their leaders — integrity, communication, and collaboration

As times change, it seems only natural for employees’ expectations from their leaders to also evolve. However, our research over the years has shown consistent results. Filipino employees necessitate these 3 competencies from their leaders: integrity, communication, and collaboration.

The picture of a stiff, unreasonable, and withdrawn manager is sorely outdated. Nowadays, employees need their leaders to be approachable and easy to talk to.

Part of trust-building is also not beating around the bush yet still communicating effectively. That’s why employees also want to be able to ask reasonable questions and get straight answers.

In terms of collaboration, it is less about having a “team” mentality, rather it presses more on the attitude in response to seeking and receiving ideas.

Take a pause to reflect:

🟥 As a leader, do you genuinely listen to suggestions?

🟥 Are your responses constructive and encouraging and not tainted with bias from preconceived notions?

Our data also reflected the increasing importance of seeing leaders “walk the talk” by fully embodying the company’s core values whilst consistently and boldly upholding the truth.

2. There is a need for a more profound camaraderie — beyond a social workplace, employees need a psychologically and emotionally healthy place to work

Filipino camaraderie and hospitality are renowned worldwide as much as Filipinos are associated with the adjectives friendly, welcoming, and warm. This is why it comes as no surprise that the same characteristics flow down to Philippine workplaces.

There is a unique brand of Filipino culture that is a very incredible, exceptional combination of resiliency, creativity, resourcefulness, and of course, kindness with a caring heart. We have a knack for finding solutions in the most complex situations. Also, we possess a sense of community and cooperation. I think that’s best described in one of the few Tagalog words that I know, Bayanihan.

However, our data has shown that Filipinos seek a deeper camaraderie. While helpful, organizations must forge workplace fellowships that go beyond just pizza parties, annual team buildings, sports festivals, and saying “We’re a family,” without building foundational relationships with their people.

Point is, the Filipino workforce desires more than just a “social” workplace. They require a psychologically and emotionally healthy place to work.

How do they pick up on this?

🟥 When colleagues know how to work together and genuinely care for each other

🟥 When the organization intentionally builds the workplace as a space where everybody can bring their whole selves

3. Employees need a caring culture where leaders model respect and fairness

Trust deepens when people feel that management consciously provides tangible and intangible support for their overall well-being. For this to happen, leaders must not treat their workforce in a shallow or transactional manner.

Managers must respect their people as human beings who lead actual lives outside of work. Why? Because employees are more than their achievements, innovations, and yes, even their mistakes.

Likewise, leaders practice impartiality when there is a conscious effort to treat everybody evenly. This means management must espouse a For All™ mindset — where all are given an equal chance to reach their maximum human potential regardless of their demographic profile, position, and/or status. Only then can we move onward for all.

Persistently Marching Forward

We Move Onward For All

By 2040, the Philippines shall be a prosperous, predominantly middle-class society where no one is poor. Our people will enjoy long and healthy lives, are smart and innovative, and will live in a high-trust society.

This is the ambitious idea that’s being envisioned and slated for a time that is more than 16 years from now. What do you think?

In the global state of permacrisis we currently live in, an extended period of instability and insecurity, many might describe this as a pipe dream. Especially since we’re still addressing COVID-19 scars, picking up some unfinished business from the pre-pandemic era, tackling the growing geopolitical issues, and navigating through the road of economic recovery.
Even more so, at an intimate level, we are also still dealing with and healing from COVID-19 scars — heightened anxiety, mental health issues, burnout, etc. Many feel exhausted, lost, and just ready to give up.

But if there’s anything I constantly witness in my endeavors as a consultant and by engaging with various business leaders who are also dealing with the same things I’ve mentioned above, it is that we are not one to just give up.

Philippines Best Workplaces do not lose heart. Filipinos, pegged as “resilient” globally, do not abandon hope.

We are committed to building a high-trust society that is better for the people, better for business, and better for the Philippines.

We believe that active engagement and participation of both the public and the private sectors for good governance and social responsibility can promote transparency, trust, accountability, and people empowerment. Further, by fostering innovation and research, prioritizing talent retention and attraction, and building an ecosystem of entrepreneurship, the government and the private sector can build a stronger, more vibrant, and more creative Filipino workforce

A heartfelt congratulations and thank you to our 35 Philippines Best Workplaces™ 2023 list-makers who are our partners in building a better world by propagating high-trust workplace cultures.

You inspire us to keep going; to keep moving onward for all.

We toast to the camaraderie that we enjoy with wonderful colleagues and friends, for all the For All™ leaders who role model credibility, respect, and fairness, for the many great workplaces that we’ve built, and for the many more to come.

We all have certainly walked many roads to arrive where we are today. With steadfast hope and glimmer in our eyes, let’s anticipate the GREAT things that are ahead.

We Move Onward For All
We Move Onward For All
We Move Onward For All
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