“To be the best, learn from the best”

- Darren LaCroix

Why the top 5? 

“To be the best, learn from the best”
Darren LaCroix

If you want your talent management to succeed, why don’t take a look at the companies who have successfully made their name to the list of best places to work in Europe? 5 companies seem like a small number, but the number of employees they employ, 41000, is big enough to make a sample of a population. If these companies can make 80% of 41000 people feel happy at work, it is also possible for everyone else to start doing the same things and gain results. 

Here is a list of the top 5 in the best multinational workplace in Europe:

  1. Mars

  2. Daimler Financial Service

  3. EMC

  4. Cisco

  5. Adecco

3 common things that we found out from them: 

1. They care deeply about employees’ work-life balance

“Although you can achieve professional success at Daimler, personal success begins at home. But even when you're planning your personal life, Daimler will actively support you. And will help you achieve a work-life balance that won't leave your family feeling short-changed.”    
 - Daimler Financial Service 


Family is an important part of everyone’s daily life, and because we spend most of our time at work, we don’t have much time left for their family. Besides the basic employment benefits required by local government, they offer some extravagant benefits that only corporations at their size could afford: 

  • They make sure that all employees are healthy and happy at work. In every part of the organization, their employees are provided with extravagant healthcare and insurance, as well as with special wellbeing programs, which are tailored to the local health and wellbeing issues. For example, Mars serves its employees in Asia, India, and the Middle East free yoga, Tai Chi and aerobics sessions, free massages, etc. Mars employees in U.K, on the other hand, get free annual cholesterol, blood pressure, and diabetes checks. Daimler has a different approach to healthcare: they believe that sport keeps you fit. That’s why Daimler’s employees in Germany are motivated to join 80 different sporting activities. 
  • They make it easier to be parents inside and outside work. Exclusive maternity and parental benefits are offered to both partners. In addition, Daimler, Cisco, and EMC all offer several options for flexible working hours, so that their employees have the chance to spend more time with family.
  • Volunteering makes people feel better about themselves hence they all offer paid time off for voluntary activities.

2. They take diversity and inclusion to the next level

They believe a diverse and inclusive workplace will be the driven force to make every organisations success

They believe a diverse and inclusive workplace will be the driven force to make every organisations success

Most organizations admit that having a diverse and inclusive workforce improves the workplace competence. However, most executives don’t consider it as a priority in business development. The main difference here is that these companies take diversity and inclusion to a whole new level: 

  • They make it their brand: EMC mentioned diversity in every part of their CSR, Cisco considers diversity, not only in talent management but also in strategic partnership development. 
  • They make it clear that people are hired for the skills regardless their race, gender, ethnicity, religion and political belief, and they try hard to make progress in reducing the gender gap in all levels of the organization. 

3. Employee’s learning and development is another priority

For a successful workplace, learning and development are often given as an opportunity rather than a duty for work. They have developed their own learning and development model that works best with their business model and culture. 

  • Mars implements 70-20-10 model for learning and growth which 70% of employees learning comes from the opportunities around them, 20% comes from people around, including mentors, managers, and coaches, and the last 10% comes from the classes and courses. 
  • DFS divides learning and development to 3 different types: professional, personal and executive and has different strategies for each type.
  • EMC offers a tailored learning path for employees at different levels within the organization. Each learning path includes a combination of highly interactive, team-based foundational courses, and electives that allow employees and leaders to explore topics in more detail.
  • Among all the companies that we analyzed, Cisco has the most in-depth learning and development strategies. They offer a range of 40-50 professional development courses for employees with a variety of learning options from ILT to video, online courses, social learning or mentors, etc. 
  • As the benefit of working in a Human Resources service company, employees at Adecco are given 5 options for learning and development: The Adecco Academy that gives inspiration for learning, the Short Term Exchange Programme (STEP) that gives high performers chance to swap jobs, the High Intensity Training (HIT), the Adecco International Mentoring Programme (AIM) to nurture, develop and deliver future leaders, and the HIPE that offers top employees an up-to-4-weeks opportunity to work in different parts of the world. 

In addition to that, they consider training not only as a personal development method but also an important tool to support diversity and inclusion in their workplace. 
 

Conclusion:

How do your employees feel will define how your customers will feel

How do your employees feel will define how your customers will feel

"The way your employees feel is the way your customer will feel"

If your employees don’t feel valued, neither your customers do. So maybe you should stop thinking about paying for expensive company retreat in abroad or fancy office entertainment equipment and start caring about the basics instead. From using these 5 companies as case studies, we realized that there are small things you can do to create greater effects than everything else: 

  • Paying attention to their personal life
  • Making sure that your employees see learning and development rather as an opportunity than a duty for work
  • Making sure your workplace is truly diverse and inclusive
     

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