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Name of Organization/Company: Alternatif Bank, Sarıyer, Turkey:
Category: Achievement in Internal Communications

Entry Title: Corporate Culture and Values ​​Project

Alternatif Bank joined the Turkish banking industry in 1991. The Commercial Bank (P.S.Q.C), the first private bank of Qatar, one of the leading and reputable financial institutions in the region, became the controlling shareholder of Alternatif Bank with 75% in 2013. Alternatif Bank focuses on establishing versatile and long-term relationships with its customers and developing these relationships further over time. It provides services in foreign trade, insurance and cash management areas, especially in Corporate, Commercial, Retail and Private Banking.

In the field of Corporate Banking; It produces solutions focused on meeting the demands and expectations of its customers, effective, up-to-date and at international standards. “People-oriented” is at the center of everything the bank does. There is a fair and transparent communication with business units and employees, an organization that is close to the employee, accessible, not afraid of change, and a strategy that supports this development and a strategy dominated by common mind.

Alternatif Bank has realized its organizational and corporate transformation. Its values, which define its culture, have also been re-determined together with its employees. With this project based on employee participation and common sense, our 5 main corporate values have been determined.

We started the corporate culture project that consisted of 4 main phases (definition, deployment, development, sustainability) at the beginning of 2020, participation and common mind was critical success factors for us.

First we made a survey, and asked the values that we should adopt that can bring Alternatif Bank to its vision. After that, we made workshops more than 300 employees and we shared the survey results and asked them to choose the top five values. We presented outputs to our Exco and we held a 2-day workshop with them. We conveyed the expectations of our employees regarding our vision, mission and values. As a result our vision mission was renewed, and a leader ship manifesto based on our values has been described. Next step, we studied our value behavior indicators and symbols with our employees. The logos of the values we use today were formed with the drawings of our employees. In the development phase, we included all our managers in Leadership with Values training (64 hours). The sustainability step was based on the voluntary employees. We selected 28 ambassadors from our employees and included them in a very comprehensive training program, which was consisting of communication skills, persuasion and facilitation (28 hours). Today, each of our ambassadors regularly meets with our different employee groups at our bank and collects opinions and value stories. The team spirit we had despite working remotely in the Covid era, the most important supporters of the sharing and learning process were our values and development programs.

We determined our corporate culture and values through a process involving our one-to-one employees. The feedback we received from our employees on this process was as follows:

- The mission of the company gives me a meaningful direction.
• Average: 81%

-My colleagues respect my thoughts and feelings.
• Average: %94

- My opinions are valued in my company.
• 78% of managers said yes
• 82% of employees said yes

In the light of our values and our value behavioural indicators, we, as an institution, ensure diversity with the existence of all people in their own colours; and we do not try to stereotype our people.

It has been a very valuable contribution for our new generation employees, with the support of the in-house network of employees who have a say in the future of the company they work for and can determine their own working culture. However, we did not only define values, but also behavioral indicators. In the light of these values, we designed an experience-based training program for our leaders to convey how they can manage with our own culture. We progressed in sustainability with our volunteer employees. A total of 28 employees from 27 different departments come together with our other colleagues voluntarily and share our values in meetings of about 2 hours. It collects success stories from within. Ownership of exco is critical point for us, our top management comes together with our ambassadors periodically they evaluate internal developments of our culture together.

Corporate culture is one of the most critical success factors that carry an institution to its vision. The main success point of the project is the re-description of this culture by the employees, defining the values that are the cornerstone, and determining their actions on how to keep these values alive. With our employee loyalty surveys, we see the results of the sense of belonging, taking responsibility and sustainable success we create in our employees. You can see the progress in a few examples below

• Seeing value
• Owning values
• teamwork

In addition, the corporate culture project was a project that required very intense communication. We would like to provide you with the following documents, which we have sent to you in attachments with our application, for your reference as well:


• Cultural Transformation Project Outline: https://vo-general.s3.amazonaws.com/a1ab4161-9c30-4e28-88fc-d6ad384e3fe2/67b35891-315f-403f-b456-c4bc3e7c31c7?AWSAccessKeyId=AKIAJ4PRWO26HAX3IOCA&Expires=1720304429&response-content-disposition=inline%3B%20filename%3D%224-%20Our%20Culturel%20Transformation%20Project%20Outline.pdf%22&response-content-type=application%2Fpdf&Signature=EE60yFx8LMwJTvwJqwRbn6WVCp8%3D

Our Cultural Transformation Journey: https://vo-general.s3.amazonaws.com/a1ab4161-9c30-4e28-88fc-d6ad384e3fe2/19a52c17-6987-4da2-aa78-49d79f2f1c2e?AWSAccessKeyId=AKIAJ4PRWO26HAX3IOCA&Expires=1720304429&response-content-disposition=inline%3B%20filename%3D%22Our%20Culturel%20Transformation%20Journey.pdf%22&response-content-type=application%2Fpdf&Signature=rRNtL0ZielUuoYGWZQ%2Bg9kGUHMs%3D

Our whole story from start to finish: https://vo-general.s3.amazonaws.com/a1ab4161-9c30-4e28-88fc-d6ad384e3fe2/a695a37c-778e-4094-bf9b-4b1575b16170?AWSAccessKeyId=AKIAJ4PRWO26HAX3IOCA&Expires=1720304429&response-content-disposition=inline%3B%20filename%3D%22Our%20whole%20story%20from%20start%20to%20finish.pdf%22&response-content-type=application%2Fpdf&Signature=cVtpoocE%2B%2BWMYBjPg1Q9hS7zcsI%3D

• Values Videos: https://vo-general.s3.amazonaws.com/a1ab4161-9c30-4e28-88fc-d6ad384e3fe2/22904d07-13ba-4f86-a846-51eedecf766e?AWSAccessKeyId=AKIAJ4PRWO26HAX3IOCA&Expires=1720304429&response-content-disposition=inline%3B%20filename%3D%221-%20HR%20365%20Launch%20-%20The%20Revelation%20Story%20of%20Our%20Values.mp4%22&response-content-type=video%2Fmp4&Signature=ywgAG80DwY9wXjxCbSZMyxRtCg0%3D

• HR Clip Video: https://vo-general.s3.amazonaws.com/a1ab4161-9c30-4e28-88fc-d6ad384e3fe2/8fed0ae8-3715-4e54-a13c-48031f7391fd?AWSAccessKeyId=AKIAJ4PRWO26HAX3IOCA&Expires=1720304429&response-content-disposition=inline%3B%20filename%3D%222%20-%20HR%20365%20Clip.mp4%22&response-content-type=video%2Fmp4&Signature=gGF4tuQpw924tVfZUF%2F2GDntd3w%3D