Company: Tata Consultancy Services, Edison, NJ USA
Nomination Category: Achievement in Employee Engagement
Over the last three years, we have seen a significant change in the way the organization communicates and lives its culture, creating an extremely open, dynamic and hyper-connected global workforce. This is primarily driven by our internal social networking tool, Knome, created exclusively for virtual collaboration and knowledge sharing among all levels of our company.
Communication becomes a key element of our engagement. In 2016, our U.S. leadership conducted 180+ open houses and town halls, and 137 HR employee engagement events, resulting in a retention increase of 2%. It also helped increase the HR satisfaction index in our PULSE employee survey by 1.5% percent.
Our communication channels also include a dedicated sections for CEO messages, videos, and more on our company intranet on topics that include news, organizational performance and achievements. Our leaders write blogs and host live chats on our internal social networking site, Knome, enabling them to share their thoughts and solicit feedback, opinions, ideas, and suggestions with all associates.
Communications around global initiatives like our SafetyFirst program and Purpose4life, an initiative to motivate ' employees to contribute towards societal well-being, also resonate well particularly with our younger workforce.
We also believe in creating adequate listening tools to help employees engage with management with ease including, in depth annual surveys, Idea-max (idea generation program), Just Ask (programs for clarifying and responding to questions from employees) and Knome (our internal social blogging portal).
The other element is how our leadership team engages with our employees through in person meetings, town-halls, open houses, live chats, internal mentoring tools, and high potential career management programs, and have helped to enhance the roles and responsibilities of more than 130 high performers within our U.S. operations in 2016. Through our Leadership Review Management (LRM) program, senior leadership identified 114 associates for external leadership development programs aimed at enhancing their technical and behavioral attributes. iExcel is one of our executive education programs for female executives, enabling leadership development and networking opportunities.
In an effort to build and harness a culture of learning, the organization encourages associates to spend between 12 and 15 days a year on core skill competency and development. We support this through a combination of e-Learning, online videos, virtual labs, on the job training, special assignments, and more. In 2016, we saw an 89% increase of our digital learning, the highest ever for the North American region.
Every year we launch PULSE, our internal employee satisfaction survey, to glean feedback on our company. Our leaders show their commitment by completing the survey before the broader employee base, resulting in record breaking global participation of more than 85% in 2016. More than 90% of our 680+ U.S. leadership positions were filled internally in 2016. This demonstrates the accessibility and approachability of our leaders and reinforces our leadership engagement and grooming practices.
Senior leadership, including our CEO, recognizes high performing teams across units at our annual senior leadership event, Blitz. Every regional business unit leader recognizes special achievers and top talent in quarterly town halls and open houses.
Our reward and recognition system, GEMS, enables any employee or manager to recommend a reward for another employee for exceptional performance or other noteworthy behavior. We have 98 award titles, which are categorized by ongoing, monthly, quarterly and bi-annual awards. GEM awards can be redeemed online by employees and range from $50 to over $1000 USD per award.
With a retention rate of nearly 90%, our cultural attributes: building a customer focus, learning, performance orientation, openness and transparency, have significantly influenced the way we communicate, reward, develop, and engage our employees.
1. Employee engagement events resulted in a retention increase of 2%
2. Satisfaction index in our PULSE employee survey by 1.5% percent
3. High potential Management programs have helped with roles for more than 130 high performers.
4. 89% increase of our digital learning the highest ever.
5. The TCS internal survey showed a record breaking participation of more than 85%
6. More than 90% of our 680+ U.S. leadership positions were filled internally.
7. More than 15,000 employees that is over 52% of our workforce in the U.S. and Canada volunteered over 42,000 hours.
8. goIT has engaged more than 12,000 U.S. and Canadian middle and high school students.
9. STEM Career Accelerator program engaged more than 1,600 students in 13 cities, with 96 volunteers
10. In collaboration with npower more than 1,604 volunteers have donated 26,726 hours of technology expertise, adding a social value of over $4 million.