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  • Rahul Guha

7 attributes to determine a “Great Place to Work”

The elementary search we do while exploring job opportunities is to identify fabulous employers, dream companies, that I referred to here as a Great Place to Work, irrespective of them securing a tag from accreditation agency to boost the image. A common notion is a Dream Company that nurtures aspiring careers. We all crave to be there, but the cardinal question remains, how to find one?

Many of those who claimed to be a Great Company lost their identity in due course, as it never ingrained the principles that make them great. The substance is typically rooted in the culture and foresight of the organization, as those remain immaculate before adverse business performances. During this trying time of the pandemic, many lost businesses, employees, and confidence, some stood firm, they never sacrificed their principles while doing business even in a difficult situation.

No amount of publicity makes a company Great Places to Work unless those reflect their intent over time by drilling down the processes that worth best practices, claimed through trust & faith of their employees. It is gaining more relevance as a growing number of millennials are taking over the workplace.

I have pondered over several versions of experts, as they defined a great place to work. Employee policies that address the basics like employee loyalty, benefits, job security, and fair pay, etc determine the market image of the corporation that takes time to build. All these have evolved with time, we have sequenced it in terms of importance to make the organization look more employee-friendly and attract talents. Companies with heavy attrition tried innovative practices, not to encourage growth but more to entice the employee to continue in employment. So, what makes an organization fit to be called a great place to work?

The exuberance of the talent to remain with the dream company depends on how well the person is treated. During exploration, the candidate finds it mostly from the feedback that the market provides. Impressive feedbacks over time build the credibility and talent then decides to pick the offer. Companies have experimented enough with unique policies like Period Leaves, Paternity Leave, Paid Off to encourage passion, and recently WFH Reimbursement against white goods. An aspiring candidate may enquire about HR Policies to evaluate how much these policies are implemented and availed besides being shiny objects. If its purpose is to bring in all-around well-being that helps an employee to find the desired career, the policy will leave a definite lasting impression. Most of the Great Companies do implement policies that impress overall progress in the life & career journey of the employees.

Another angle to consider before I elaborate on 7 attributes of Great Place to Work. The entrepreneurial mindset is very much gripping nowadays, the purpose of employment is learning not just earning. People are keener to have holistic gains in all respect of Health, Wealth, and happiness. Therefore, the point is how much a company stands out and remain relevant with these policies, communications, and actions. Population size does not matter, in-fact new-age start-ups with a small workforce have policies closure to the expectation of careerists. What culminates into continual learning, steady growth and flexibility will stand out in the market to attract the best talents. Companies that add value made it possible for employees to derive a sense of meaning from their work, and impacted lives to continue with them. These seven elements will give you the content-driven from my thoughts enumerated above, to find your dream company:

1) Define work processes in form of projects. Projects are of shorter and longer duration. Short projects with execution span from a month to a year, derives quicker result. Positive results are an elixir for the forward journey. Companies that adopt this workflow mostly succeed in the longer run. During my recent interaction with some fresh management graduates, my conviction on this idea has doubled. Do find a company that curves out the project from their routine processes. One needs to add a new flair with elements & values that may turn those mundane activities exciting, call it a project. I remember a gentleman in my office warmed up his skills on Power BI and started creating remarkable reports for monthly payroll data. We could visualize the trends and take decisions to improve that makes a project. Spread this practice and invite more people to adopt such new tools to enhance effectiveness. You will find unique flares from employees who were otherwise shrouded in routine deliveries.

People get encouraged if they are offered opportunities for strategic and creative thinking. Projects involve multiple minds that help to crack new ideas and boost learning. Converse with employees to find out how much the company believes in adopting project-based work processes, you might land up to your dream company.