What Does It Take to Be a Great Company to Work For?
Fortune Magazine recently announced its 2006 list of 100 Best Companies to Work For. Again this year, the pressures of globalization and the high cost of health care benefits have required that companies continue to find new ways to be perceived by their employees as a great place to work. What are they doing? What elements are defining the new standards of a great place to work?
- In 1999 only 18 companies allowed telecommuting; now 79 do.
- In 1999 only 25 offered compressed workweeks, today 81 do.
- Most of the 100 offer personal concierge services, take-home meals, and free or subsidized lunches.
- Timberland gives employees $3000 to buy a hybrid vehicle.
None of the items listed above should be a surprise. While benefits like these evolve and change over time there are two elements of being a great place to work that have never changed and never will; trust and recognition.
Companies that are struggling with developing sophisticated and complicated retention strategies to address pending workforce changes might be well served taking a lesson from these great companies. You don't have to get fancy, you don't have to spend a great deal of money. Start with the most basic of all, trust and recognition. If those elements aren't in place you might as well forget the rest.
To read Geoff Colvin's complete article from Fortune click here: The 100 Best Companies to Work For 2006
Posted by Denise Knutson, Senior Consultant, The H.S. Group
- In 1999 only 18 companies allowed telecommuting; now 79 do.
- In 1999 only 25 offered compressed workweeks, today 81 do.
- Most of the 100 offer personal concierge services, take-home meals, and free or subsidized lunches.
- Timberland gives employees $3000 to buy a hybrid vehicle.
None of the items listed above should be a surprise. While benefits like these evolve and change over time there are two elements of being a great place to work that have never changed and never will; trust and recognition.
Companies that are struggling with developing sophisticated and complicated retention strategies to address pending workforce changes might be well served taking a lesson from these great companies. You don't have to get fancy, you don't have to spend a great deal of money. Start with the most basic of all, trust and recognition. If those elements aren't in place you might as well forget the rest.
To read Geoff Colvin's complete article from Fortune click here: The 100 Best Companies to Work For 2006
Posted by Denise Knutson, Senior Consultant, The H.S. Group
posted by The H.S. Group at
7:34 AM
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