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Name of Organization/Company: Tata Consultancy Services USA, Edison, NJ
Category: Achievement in Employee Engagement



TCS is a people centric organization. With 460,000+ associates working across 46 countries, building a sense of belonging and OneTCS has been a key priority. The crisis has brought all a little closer. TCS has been leveraging technology extensively to stay connected and create a similar ambience of being together, through our Secure, Borderless Workspaces. But as work life boundaries started to blur, the Company felt the need to keep its associates motivated and connected through SBWS.

The HR teams have reached out to 4,00,000+ associates globally through 1-2-1 HR Connects. These connects have generated great positivity among associates, fostering a sense of belongingness and pride in the organization.

TCS new purpose driven engagement program is holistic and spans across following purpose

Health & Wellbeing
Build My Career
Life Long Learning
Know My TCS
Live My Values
Serve My Community

The model transcends geographic barriers by embracing virtual technologies with continuous real time feedback and embraces our diverse workforce by enabling mass personalization.

Through this program TCS has meaningfully engaged with over 300000 associates in FY21, enriching their belongingness with TCS. All these initiatives have helped the company provide a secure, meaningful and purpose led experience for our employees globally.

TCS Purpose Driven Engagement program uses four mantras

Follow your passion,
Stay hungry,
Commit to lifelong learning and
Thrive together - to keep employees engaged.

The engagement model at TCS is based on rekindling the organisational ethos of pride, hunger and agility.

Learning is ubiquitous in TCS. Formal and informal learning opportunities are available to everyone. Our state-of-the-art learning ecosystem enables our associates to follow their passion, embrace continuous learning and consistently deliver high performance. The culture of lifelong learning and innovation has given TCS the ability to cycle through technology and business model changes

TCS has been an industry pioneer when it comes to its world class people practices. The Company’s internal associate satisfaction survey PULSE showed the highest associate satisfaction and engagement scores in the last 13 years. This is also reflected in our current attrition rate of 7.2%, which is the lowest ever-in last 50+ quarters and is an industry benchmark.

Associate Engagement & Readiness

Pioneered and launched the LINK Together – a virtual social engagement platform with activities covering every week (Footfall 1000+)

Organised HR Townhalls for communication and information sharing. 17000+associates covered till date across US through 666 + sessions.

Enabled 1-1 HR calls to proactively resolve associate concerns and provide guidance & support. Covered 14500+ associates across US till date with great response from associates across levels

50K hours Learning Challenge – Every hour of learning done by associates contributed to a COVID 19 social cause

Build My Career

Invested heavily in reskilling our internal talent, establish outstanding learning ecosystems and reinvent learning approaches – FY 21 saw a significant increase in Learning Intensity with ~87 Learning Hours/ associate till Feb’21 (36% increase since last year)

Through Elevate , TCS’ flagship program offering prescription and subscription based learning to associates across different grades has seen – 138K associates (30%) of TCS headcount onboarded. Elevate enables associate to create a brand for themselves; & the vision is to create growth & transformational consultants.

All recruits are trained virtually, onboarded virtually and start working on projects virtually - over 85% of them join "project-ready", accelerating client value delivery from the projects.

Lifelong Learning:

TCS’ Contextual Masters pool grew to over 16000 –Strengthening our pool of Growth & Transformation leaders capable of engaging with CXOs of our customers on their transformation agenda.


Re-imagination In-person leadership and soft skills programs and reinvention of teaching & assessment methods – with virtual breakout rooms, digital whiteboards, interactive channels, peer tagging, simulation, online Games etc. has kept associates motivated and inspired to seek the right learning opportunities.

TCS strengthened its hands-on learning platforms with the launch on On-Demand and Hands-On practice environments. 40K+ Deep skilled associates with hands on Tech skills

Lifelong learning and development will be a strategic focus for us, and we shall continue to promote a learning culture that encourages and promotes individual learning, readiness, and associate brand.

Engagement through Social Collaboration

Serve my community:

In this year of 2020, the CSR Team had to reinvent their projects to adjust to this new way of living. Events and initiatives took a whole new format, while serving the community became more critical than ever.

See below a couple of examples of CSR initiatives that were displayed in the monthly newsletter


TCS runs an effective volunteering program called Purpose4Life, which helps employees contribute towards societal well-being. As part of this initiative, each associate is encouraged to commit 10 hours of volunteer activity every year. Employees are encouraged to form teams, and also involve family members in their efforts. The community projects carried out under this program are in the areas of education, health, and the environment.


A new beginning spells change that makes physical, emotional and psychological well-being a key priority.

The organic model of talent engagement and talent development has enabled TCS to anticipate the technology & business needs of their customers & to simultaneously design career paths incorporating the aspirations of their associates.

This pandemic has shown us the importance of being agile .

Despite pandemic TCS archived 100% agile workforce by end of 2020

We believe Employee empathy and customer centricity are two sides of the same coin and this is deeply ingrained – so it was not about creating new roles or leadership behaviors but strengthening this culture.

Webpage Links:

Supporting Document: https://vo-general.s3.amazonaws.com/a1ab4161-9c30-4e28-88fc-d6ad384e3fe2/6f88e8bb-f9d1-4a2f-b9db-d0a8528a782a?AWSAccessKeyId=AKIAJ4PRWO26HAX3IOCA&Expires=1720303310&response-content-disposition=inline%3B%20filename%3D%22Engagmment%20With%20Purpose%20Steveis.pdf%22&response-content-type=application%2Fpdf&Signature=T1yDFb01QIZ9deq0l3dV%2B9n4DrA%3D