全球最佳雇主25强
《财富》 | 2011-11-01 12:14
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想加入为员工提供丰厚福利和全球性工作机会的跨国公司吗？那就来了解一下这25家全球最佳雇主吧。
每年，《财富》杂志（Fortune）都会发布“最佳雇主100强”名单（the 100 Best Companies to Work For）。这份名单以津贴、福利、多元化和工资为评价指标来评选“最佳美国公司”。如今，《财富》数据合作伙伴最佳工作场所组织（Great Place to Work）根据大量相同的评价指标独立发布了自己的全球最佳雇主排名名单。 点击这家公司发布的首份“全球最佳跨国工作场所”名单，查看排名前25的公司，了解它们成就卓越的重要原因。此次入围公司排名不分先后，而公司所在地遍布全球，分布在从列支敦士登、美国到丹麦的广大地区。正式排名和最高荣誉奖项将于周四晚在纽交所举行的盛典上公布。 哪些公司有资格入选呢？必须符合以下条件：至少五次入选“Great Place to Work”的各类名单，在全球拥有至少五千名员工，全体员工中至少有40%在公司母国之外工作。 | Every year, Fortune publishes its list of the 100 Best Companies to Work For (here's the 2011 list), which features the top U.S. companies to work for based on things like benefits, perks, diversity, and pay. Now Fortune's data partner for that list, Great Place to Work, is launching its own list of the best global companies to work for based on many of the same metrics. Click through to find out the top 25 companies in its inaugural list, "The World's Best Multinational Workplaces," along with some highlights about what makes them so great. Who qualifies? Companies must have appeared on at least five national Great Place to Work lists, have at least 5,000 employees worldwide, and at least 40% of their global workforce must work outside of the company's home country. |
3M公司 一名3M员工表示，“在3M，你可以感受到（一贯的）积极工作氛围和公平待遇。”公司也很关注健康的生活习惯，比如经理们每周都要给员工带水果；公司还为员工的“挑战计步器”活动提供赞助，该活动旨在通过每天行走一万步为慈善募捐。 位于奥地利的分公司则通过员工创新竞赛来保持活跃的创新能力。该竞赛为优胜者提供500欧元现金奖励，以及去美国、伦敦和柏林旅游的机会。这位员工还表示，“3M是我工作过的最有职场伦理和最透明的公司。” | 3M "There is a [constant] sense of positivity and fairness," at 3M, says an employee. And it seems there's also a focus on healthy habits: Managers bring in fruit every week, and the company sponsors an employee "pedometer challenge" -- 10,000 steps per day -- to raise money for charity. In Austria, the company keeps creativity alive with an Innovation Competition for employees, which boasts €500 cash awards and trips to the United States, London, and Berlin. "3M is the most ethical and transparent company that I've ever worked for," says the employee. |
埃森哲公司 埃森哲“鼓励我们积极行动，并为我们提供支持，协助我们完成决心要达到的任何目标。”一位员工说。埃森哲印度分公司的“川流”（Vaahini）和“人力开发者”项目也印证了这一说法。女性员工社交团体“川流”，主要功能是组织顾问指导、沟通和咨询活动。“人力开发者”项目则会请获得升职的员工提名一路上曾经帮助过他们的同事，这些同事将会收到来自公司领导层的亲自撰写的感谢邮件。在挪威，埃森哲每年都会为1,500余名员工、前员工、客户和合作伙伴举办“创意集市”。 | Accenture Accenture employees are "encouraged to make things happen and are given the tools to accomplish anything we set our minds to do," says an employee. Programs like "Vaahini" and "People Developer" at Accenture India support that statement. Vaahini is a women's networking group that supports mentoring, communication, and counseling events. People Developer allows promoted employees to name colleagues who helped them along the way -- these individuals receive personal thank-you emails from company leaders. In Norway, Accenture hosts an "Innovation Fair" once a year for a crowd of over 1500 composed of employees, former employees, customers, and partners. |
美国运通公司 一位美国运通公司职员表示，“我认为公司的独特之处在于，很多人因为在这里工作而倍感自豪。美国运通赋予员工很多职责，但同时也信任每个员工。”这听起来似乎很普通，但公司的高透明度的确为很多员工所称道。 美国运通印度分公司有一项活动，名为“了解你的薪酬”，旨在向员工公布薪水范围及变动的细节。员工能从中了解到自己的薪水与同事相比处于什么水平。此外，美国运通还启动了“蓝色酬谢”计划，员工可以通过新颖而富有个性的“电子卡片”、“电子徽章”和“空中答谢”等方式来感谢自己的同事。 公司高级管理层拥有良好的男女比例：47%的职位由女性担任。 | American Express "I think [what] is unique is how many people really do take pride in working here. American Express gives employees a lot of responsibility, and trusts each one," says an American Express associate. That may sound like a run-of-the-mill response, but the high degree of transparency at the company is lauded by many employees. American Express India shares details of salary ranges and their histories. The company holds Know Your Compensation (KYC) sessions, where employees learn where their compensation is compared to their colleagues. Additionally, AmEx offers the RewardBlue program, which allows employees to reward their colleagues with "eCards," "eButtons," and "airThanks" that can contain quirky, personalized messages. The company also boasts a healthy male to female ratio at the executive/senior management level: 47% of the positions are filled by women. |
西班牙Atento公司 不是只有高中生才会在比赛前组织动员会。西班牙电信集团（也在排名中）旗下客户关系管理子公司Atento也会组织一年一度的动员大会。这个团队建设活动分为四大主题：运动、才艺、戏剧表演和一般性娱乐。公司还设有“Atento学院”培训计划，无论是高级管理层还是“业务专家”，各层次的员工均可参加。这种项目能让全体员工保持快乐的状态。一名员工表示，“这里的工作环境很棒，我在这里找到了自己的良师益友，无论是个人成长方面还是专业提升方面，我都受益匪浅。” | Atento Pep rallies aren't just for high-schoolers. At Atento -- the customer relationship management subsidiary of Telefónica Group (also on this list) -- managers host an "Atento Rally" once a year, where teambuilding activities are divided into four themes: sports, artistic talent, theatrical events, and general entertainment. The company also has the Atento Academy, a training program that involves all levels of employees, from executives to "business professionals." Programs like these keep the staff happy; an employee says, "The work environment here is great. I have found people that have helped me to grow, both personally and professionally." |
思科系统公司 每隔一个月，思科公司（Cisco）首席执行官约翰•钱伯斯都会邀请两个月内过生日的员工，参加一场由他亲自主持的非正式问答会，员工能在会上无拘无束地交流。不在圣何塞总部工作的员工可以通过思科网真（TelePresence）视频会议系统和电视直播参与聊天。 公司还提供临时工作分担和办公室育儿室等福利待遇。法国分公司还提供入职前培训。新员工们能够通过互动式网站了解思科的使命和文化，有助于他们顺利展开第一天的工作。这种培训体现了公司引以为豪的管理品质。 | Cisco Every other month, Cisco CEO John Chambers invites employees whose birthdays fall within the designated two-month period to an informal Q&A with the head honcho himself. Those not located in its sunny San Jose headquarters can join the chat via Cisco TelePresence locations and TV broadcasts. The company also offers job sharing, onsite childcare and, in France, pre-first day training. Through an interactive website, new employees learn all about Cisco's mission and its culture, allowing for a smooth transition on the first day. This type of training is representative of the management chops the company boasts. |
可口可乐公司 对于可口可乐（Coca-Cola）秘鲁、阿根廷和智利分公司的员工来说，他们不用担心坐飞机长途旅行后的时差反应和节后综合症。如果休假超过十天，公司允许员工在返回工作岗位的第一天多休息两小时，第二天多休息一小时。 一名员工表示，“在公司既能感受到小型本土化团队的亲密感，也能拥有全球性大企业的资源和战略方法。它是将大与小结合得最好的公司，在这里你能真正释放自己的潜力。”可口可乐公司于10年前首次入选“最佳工作场所”名单。公司还设有人权和职场权利机构来进行独立审核以确保合规。 | The Coca-Cola Company Jetlag and post-vacation depression aren't problems for employees at the Coca-Cola branches in Peru, Argentina, and Chile; after taking a break of ten-plus days, staffers are allowed to take an additional two hours off on their first day back and one hour off on their second day back. "The company has the intimate feel of a small, local team combined with the resources and strategic approach of a global business," says an employee. "It's the best of large and small -- a place where you can really unleash your potential." The company, which first appeared on a Great Place to Work list 10 years ago, also has a Human Rights and Workplace Rights Policy, providing independent audits to ensure compliance. |
帝亚吉欧公司 如果某个地方下午五点钟就已经是下班时间了，那么，这个地方很有可能就是帝亚吉欧公司（Diageo）。帝亚吉欧的很多地方都有酒吧，员工一边与同事聊天交际，一边接受公司品牌的熏陶。帝亚吉欧澳大利亚分公司的酒吧每周开放三天，而加拿大和美国分公司每周都举办“酒吧之夜”，还提供免费的美酒佳肴。虽然饮酒超量可能会让员工们处于微醺的兴奋状态，但开放和充满机遇的工作环境才是让他们真正享受工作的原因。一名员工称，“在帝亚吉欧，无论你是什么职位，你都拥有表达自己观点的机会。如果你有很出色的建议或者想法，公司都会倾听、公正地考虑，如果确实可行，公司就会付诸实施。” | Diageo It's 5 o'clock somewhere and, chances are, that 5 o'clock is happening at Diageo. With bars at many of its locations, employees receive brand education while socializing with their colleagues. In Australia, the pub is open three days a week and in Diageo's Canadian and U.S. offices, there are weekly "pub nights" with complimentary food and drinks.Though the excess of alcohol may keep workers giddy with delight, the open and opportunity-filled work environment is really what keeps them happy in the office. "Diageo is a place where no matter who you are, you have a voice at the table. A well-framed proposition or idea will get air time, be fairly considered, and launched if it has legs," says an employee. |
联邦快递 下次，如果有一位联邦快递（FedEx Express）员工微笑着把包裹送交到你手中（如果你住在中东或者欧洲），别忘了上网填一份客户服务表格，你有可能帮这名员工在年度快递员评比大赛中胜出。快递员由客户根据其在礼貌程度、递交过程和乐于助人这三方面的表现进行评分。2010年公司收到了7,659份提名。顾客能在各地区联邦快递分公司的海报上看到本地区获奖员工的灿烂笑脸。 这家快递服务供应商还拥有在线招聘工具“职业中心”，员工可以借助这一工具在公司内部寻找新的工作机会，并对自己的职业生涯进行规划。 | FedEx Express Next time a FedEx courier smiles as he/she hands you a package (if you live in the Middle East or Europe), be sure to go online and fill out a customer service form -- you could help that employee win the Courier of the Year competition. Couriers are rated by customers based on politeness, presentation, and helpfulness. In 2010, The company received 7,659 nominations -- and the winners' faces beam on posters in FedEx Express offices across the region. The delivery service provider also has an online recruitment tool, Career Hub, which allows employees to track new job opportunities within the company and plan their careers. |
谷歌 一名员工表示，谷歌公司（Google）自成立以来发展迅猛，今年的员工数比去年新增31.9%，但这家巨型互联网公司在很多方面的运作都如同一个整体。“我们与公司高层的直接沟通机会相当多，公司也极为重视员工福利。” 谷歌鼓励工程师抽出20%的时间进行头脑风暴及研发与谷歌相关的新内容，即使这些新内容从未具体成形也没有关系。通过“20%时间”这类活动，“谷歌人”保持住了创新精神，而这正是小公司成长为大公司后很容易丧失的东西。 公司还推出了一项“员工导师计划”。在“从谷歌到谷歌人”（G2G）的课堂上，员工彼此传授技术、商业知识和个人兴趣爱好。在“谷歌奇才”（gWhiz）项目中，全球任何一名谷歌员工都可以注册加入，回答问题或提供某领域的专业技术指导。 | Google Though Google has grown tremendously since its startup days -- the company hired 31.9% more employees this year than last -- the behemoth Internet company still operates like one in many ways, says an employee. "The amount of direct exposure we get to leadership and the fact that the well-being of employees is held in such high regard [are both] incredible." With initiatives like 20% time (engineers are encouraged to spend 20% of their time brainstorming and developing new Google-related content, even if it never materializes), Googlers retain the innovative spirit that often gets lost as small companies grow into larger ones. The company also provides mentoring programs for its workers: In Google to Googler (g2g) classes, employees train each other on technology, business, and personal interests and in gWhiz, any Google employee globally can register to answer questions or provide mentorship on an area of expertise. |
喜利得 建筑行业产品制造商喜利得公司（Hilti）鼓励员工参与志愿者服务，公司本身也身先士卒树立表率。去年，为在安大略省米西索加建立“仁人家园”，加拿大分公司提供了6,000美元的资助和120小时的人力支持。 除了多行善举，喜利得还努力让职位升迁成为可实现的目标。一名员工表示，“从内部晋升机会这方面来说，喜利得说到做到。喜利得北美区现任首席执行官就是从初级销售职位一步步升迁上来的。”喜利得每年都会在公司文化研讨会上投入约1,170万美元以及32,000个工作日，为培养公司内部的未来职场新星提供更多机会。 | Hilti The manufacturer of products for the construction industry encourages its employees to volunteer -- and does so by example. Last year, the Canadian branch sponsored the building of a Habitat for Humanity home in Mississaugua, Ontario. The project cost about $6,000 and took 120 hours of labor. On top of their good deeds, Hilti makes getting to the top a realistic goal. "Hilti `walks the talk' in terms of opportunity for internal advancement," says an employee. "The current CEO of Hilti North America started in a junior sales capacity." The company invests about $11.7 million and more than 32,000 working days per year in corporate culture workshops, furthering the possibility of an internal rising star to one day make it big. |
英特尔公司 一名英特尔（Intel）员工表示，“管理层能够倾听员工的心声，态度非常开放和亲民。”看看公司的“越级1对1”计划，你会发现他所言不虚。高级经理会与一级或更多级以下的下属会面，了解中层和基层经理的业绩表现。 在印度，公司还开展了“思帕诗”计划。（思帕诗：梵语“接触”之意。）该计划由员工自己组织、筹划并举办所有的思帕诗活动，主要关注的是无压力职场环境，以及工作和生活的平衡。这名员工表示，“（在这里）人们彼此关心。” 英特尔高管马宏升两年前罹患中风。他从同事那里获得了广泛的支持，现在他不仅战胜了病魔，并有望在未来接任公司首席执行官的职位。 | Intel "Management listens to employees and is very open and approachable," says an Intel employee. And, looking at the company's "Skip-Level 1:1s" initiative, it seems he's right. Senior managers meet with employees one or more levels down, learning about the middle and front-line managers' performances. In India, the company has the "Sparsh" program. ("Sparsh" is the Sanskrit word for "touch.") Run by employees, the program's teams design and throw all Sparsh events, which focus on a stress-free workplace and the work/life balance. "People care about each other [here]," the employee says. Sean Maloney, a senior Intel executive, suffered from a stroke two years ago. He received extensive support from his colleagues. Not only has he recovered, but he's back in the running to one day become CEO of the company. |
金佰利-克拉克公司 如果能边喝咖啡边交谈那真是再好不过了。对此，金佰利（Kimberly-Clark）中美洲公司的管理团队就深有体会。在公司的KC咖啡馆，员工们可以跟公司的管理和运营部门同事们畅聊自己工作中的忧虑、关注点和职业建议。每两个月都会有不同的公司领导主持这种活动，目的是打破领导层和员工之间的界限，实现自由沟通。 中美洲分公司每年还会举办“母亲日”庆祝活动，为当妈妈的女性员工提供早餐服务。2010年该活动还为她们提供了附带有餐饮和小礼物的温泉疗养。公司还提供办公室育儿和临时工作分担福利，让员工的育儿负担能有所减轻。一名员工表示，健康快乐的工作环境在公司内部也很普遍。“人们彼此之间很透明；为避免员工私底下议论和抱怨，所有问题一出现就要解决掉。” | Kimberly-Clark There's no better place to have a conversation than over a cup of coffee -- and the management teams at Kimberly-Clark offices in Central America get that. At the "KC Café," employees can chat with administrative and operational employees about worries, cares, and career advice. A different leader hosts the initiative once every two months, hoping to break down the walls between boss and employee. The same offices host an annual Mother's Day celebration, rewarding its mom-employees with a catered breakfast and, in 2010, a "spa" with food, drinks, and gifts. The company also offers onsite child-care and job sharing, making parenting a bit easier for KC workers. According to an employee, this healthy and happy environment is also common in the offices: "People are transparent; problems are solved in the moment, which prevents comments in the hallways -- and resentment." |
万豪国际集团 墨西哥所有万豪酒店（Marriott）都要求新雇员学习“起始阶段”介绍性课程。该课程包括三天的互动性会议，为新雇员展示万豪的公司文化。(课程结束后的奖励性活动包括一场毕业典礼以及在万豪酒店入住一晚。) 这家酒店公司全球范围内的各个部门在每次轮班之前都会开一次短会。领导将在会上通报公司的最新进展，表彰工作杰出的员工，庆祝他们的生日，讨论公司的业绩。一名员工表示，“很多同事已经在这里工作了很多年。这里就如同员工的第二个家，这里建立的友谊地久天长。” | Marriott The "In the Beginning" introductory course, required at all Marriott hotels in Mexico, involves three days of interactive sessions that expose new hires to the Marriott culture. (A graduation ceremony and a one-night stay in the hotel are some of the spoils included in completing the course.) The hotel company also begins every shift -- in every department worldwide -- with a "stand-up" meeting, where leaders highlight the goings-on in the company, acknowledge excellent associate behavior and birthdays, and discuss the company's numbers. "There are so many associates that have been with the company for so long. [You gain] a wonderful second family, with friendships that last for years," says an employee. |
玛氏公司 玛氏公司（Mars）的彩色糖衣巧克力美名在外。公司员工对它的独特文化体会更深。一名员工表示，“公司文化非常温暖和热情，出色的工作会得到认可和奖励。”公司首席执行官保罗•迈克尔斯没有私人办公室，也没有预留的停车位。大多数办公空间都是开放式的，目的在于打破物理和心理界限，让员工们更能亲近彼此。 公司自2003年起在全球范围内开展“共事者参与计划”。其中一些沟通活动包括问答会、办公室意见箱和“现场参与团队”，目的是让来自不同部门的共事者代表为管理层建言献策。 | Mars Known by the masses for its color-coated chocolates, Mars employees know it more for its special culture. "It is a very warm, welcoming culture where good work is recognized and rewarded," says one. CEO Paul Michaels doesn't have a private office or a reserved parking space; most office spaces have open plans, breaking down physical and psychological barriers by making everyone approachable. Globally, the company has run an associate engagement program since 2003. Some of these communication initiatives include Q&A sessions, suggestion boxes in the offices, or "site involvement teams," which allow associate representatives of various divisions to make recommendations to management. |
麦当劳 快餐巨头麦当劳公司（McDonald’s）不仅关注员工的厨艺，也关注他们在舞台上的表现。麦当劳秘鲁分公司鼓励员工们参与“麦当劳之声”计划，该计划可以说是麦当劳版本的“美国偶像”大赛。胜出的16名歌手（每人可再带一人）将免费赴佛罗里达州奥兰多的麦当劳全球大会参加决赛，争夺最后的桂冠。冠军将得到25,000美元的奖金，还有可能签约录制唱片。 娱乐之外，公司还确保所有员工都能得到公正待遇。在英国，麦当劳与招聘网站Job Centre Plus合作为长期失业的求职者提供工作机会。此外麦当劳还与Remboy合作帮助身患残疾和贫穷的失业民众。一名员工表示，“公司关心自己的员工，发展和培训他们，支持他们自信而有效地工作。公司的培训体系很棒，对于我们目前的状况和未来发展目标也有着明确的关注。” | McDonald's The fast-food giant cares about its employees' talents in the kitchen -- and on the stage. McDonald's Peru encourages workers to participate in the "Voice of McDonald's" program, which is basically an American Idol with a Golden Arches twist. The top 16 singers (each gets a plus one) receive an all-expenses paid trip to the McDonald's Global Convention in Orlando, Florida, to compete against one another for the winning title -- and a prize of $25,000 and a possible recording contract. Fun aside, the company ensures that all employees receive fair treatment. In the UK, McDonald's has partnered with Job Centre Plus to provide jobs for long-term unemployed applicants and with Remboy, which helps disabled and disadvantaged unemployed citizens. "This company cares about people -- developing them, training them and giving them the tools to do their job confidently and effectively. There's a great training system, and also a clear focus of where we are and where we are going," an employee says. |
美敦力公司 美敦力（Medtronic）加拿大分公司总裁尼尔•弗雷泽在节假日时亲笔为员工撰写信件，赞扬他们取得的成就，对每一个人表达谢意，感谢每个人所做的贡献。 这家医疗科技公司的爱尔兰分公司还启动了鼓舞人心的创新计划“‘我的创意’系统”。该计划可与谷歌公司的“20%时间”计划比肩，它鼓励各个岗位的员工贡献自己的创意、建议和意见，最终将由一支跨职能团队对这些创意的可行性进行评估。该计划自启动之后已经收到了1,500多个创意点子，其中有40%已经付诸实施。 | Medtronic At Medtronic Canada, president Neil Fraser writes his employees a personal message during the holiday season, acknowledging individual accomplishments and letting the staff know that he appreciates each and every one of their contributions. The medical technology company's Ireland division also has a take on inspiring innovation -- one that could rival Google's 20% time. The "myIdeas system" allows employees, no matter their function, to propose ideas, suggestions, and options, which are then evaluated by a cross-functional team for feasibility. More than 1500 ideas have been submitted since the program's founding -- and 40% of them have been implemented. |
微软公司 微软（Microsoft）员工表达了他们希望为社会多做贡献的想法之后，公司授予员工每年40个小时的带薪时间从事志愿者服务，不论是每周在赊粥救济处工作一天还是花一周时间修建孤儿院都可以。这家比尔•盖茨领导下的公司还为初为人父母的员工提供支持：挪威分公司给家中有新生儿的员工相当长的产假时间；此外公司每季度都会组织“少儿午餐会”，邀请休假中的员工带孩子一同赴宴，帮他们跟同事加强联系并了解最新的公司动态。 一名员工表示，“在微软你可以尽情做自己。公司期待你拥有自己的观点，你也会有很多机会去真正为公司和社会做贡献。除非亲身经历，否则很难相信微软员工所展现出的激情。” | Microsoft After Microsoft employees voiced their desire to contribute more to their communities, the software company gifted its workers with 40 paid hours a year to dedicate to volunteer activities -- ranging from working in a soup kitchen once a week to spending a week building an orphanage. Bill Gates' brainchild also supports employees who are new parents: In Norway, where maternity and paternity leaves are quite generous at the federal level, Microsoft hosts a "Junior Lunch" every quarter, allowing new parents on leave to come to the office for a lunch with their children, keeping the working parents in touch with their colleagues and up-to-date with office happenings. "Microsoft is a place where you can be yourself," says an employee. "It's expected that you have an opinion, and there are multiple opportunities to really make a contribution to the company and to society. Unless you work here, it is hard to believe the passion that people display." |
美国国家仪器公司 美国国家仪器公司（National Instruments）的员工似乎就是这么认为的。借助“百年计划”，他们的短期商业目标和公司核心价值观得以很好地平衡。 员工感恩周、服务答谢午宴以及重要事件庆祝活动等都推进了公司的使命达成。一名员工声称，“国家仪器公司是我所知道的最独特的公司。公司文化推崇开放、诚信和公平。这里的人们工作非常勤奋，但公司也鼓励员工学会放松、学会享受工作之外的人生，并保持工作和生活的健康平衡状态。” | National Instruments If it ain't broke, don't fix it. Or at least that's what the folks at National Instruments seem to believe. Their "100-year plan" balances short-term business goals with the company's core values. Employee Appreciation Week, service award luncheons, and milestone celebrations further the company's mission. "National Instruments is the most unique company I have ever seen," claims an employee. "[Its] culture exudes openness, honesty, and fairness. People work extremely hard here, [but] the company also promotes being able to relax and enjoy your life outside of work, to keep a healthy balance." |
美国网域存储技术有限公司 美国网域存储技术有限公司（NetApp）副总裁汤姆•门多萨于17年前发起“发现正确做事的员工”计划。该计划一直非正式地沿用至今。只要员工们的行为积极反映了这家计算机存储和数据管理公司的文化，无论级别高低，都会得到奖励。门多萨每周要打30个电话，每次5分钟，亲自感谢那些令人印象深刻的员工。一名员工表示，“NetApp 让你感觉到自己是集体的一部分，你在工作中所做的每一份努力对整个公司来说都是有意义的。” 2009年，NetApp被迫将全球员工数削减5%。公司高管开始全球巡行，访问13个国家的分公司以提振士气。结果证明，这一举措确实管用：2010年公司业绩创下历史新高，其中包括公司股价大涨60%。 | NetApp The 'Catch Somebody Doing Something Right' initiative, started by Vice Chairman Tom Mendoza 17 years ago and informally kept alive since, rewards NetApp employees of all levels for deeds that positively reflect the computer storage and data management company's culture. Mendoza makes 30 calls, 5 minutes each, a week and personally thanks staffers for their impressive behavior. "NetApp makes you feel that you are part of a bigger picture. Every effort you make to do [your] job really means something to the organization as a whole," says an employee. After NetApp was forced to reduce its global workforce by 5% in 2009, the company's execs went on a global tour, stopping by their offices in 13 different countries to raise company morale. The initiative worked: The next 12 months brought record numbers, including a 60% increase in the company's stock price. |
诺和诺德 这家医药公司有一项“后备关怀”计划，旨在帮助那些主要由诺和诺德（Novo Nordisk）员工照料的人们获得医疗专家服务，并且只对员工收取很少的医疗费用。此外，公司还启动了“行动起来！”计划，员工可以通过此计划为慈善和社区项目捐款、做贡献。以上这些计划以及临时工作分担和办公室育儿等福利都能让员工参与到他们工作职责之外的兴趣中去。一名员工表示，“公司领导给我们充分的自主权让我们做决策，让我们做自己真正想做的事。” | Novo Nordisk The healthcare company's Backup Care program allows those that rely on Novo Nordisk employees as primary caregivers to have access to specialists, billing the employee only a minor co-pay. It also created the "TakeAction!" program, which gives workers the opportunity to donate and contribute to charitable and community-based projects. These kinds of projects, along with job sharing and on-site child care, allow the staff to participate in interests outside of their job description. "Leaders give you the autonomy to make your own decisions and be who you truly are," says an employee. |
昆泰公司 在临床研究和咨询企业昆泰公司（Quintiles），员工可以在每年10-12月份之间获得一个“QDay”假日，在这一天，员工要做义工回报社会，无论是植树还是为海外部队准备爱心包裹都可以。一名员工表示，“这里是很棒的工作场所，一切都非常好，同事、工作氛围以及核心目标都无与伦比。我可以在家工作，这能让我平衡自己的工作与生活。”公司的“iQ”内部沟通网络能够实时为员工提供最新最全的公司和行业信息。公司的高级管理层男女比例几乎均等（50.1%的高层管理职位由女性担任）。这些就是昆泰公司保证员工快乐工作的法宝。 | Quintiles The clinical research and consulting firm allows employees to take a "QDay" once a year, between October and December; QDays are used for employees to give back to their communities, whether that be by planting trees to preparing care packages for troops overseas. "Everything about Quintiles makes it a great place to work. The people, atmosphere, and core goals are unparalleled," says an employee. "I work from home, which helps me to balance work and life." With programs like "iQ" -- an internal communication intranet that keeps staffers up-to-date with all information concerning the company and industry -- and an almost even gender ratio at the executive/senior management level (50.1% of these positions are occupied by women), Quintiles knows how to keep its people happy. |
罗氏公司 你是否感觉工作压力太大？如果你在丹麦罗氏公司（Roche）工作，你能享受到健康的餐点、健身设施、按摩服务、专业营养师以及另类的压力疗法。这家保健产品公司还帮助秘鲁分公司患乳癌的员工安排癌症专业护理师。去年共有19,500名员工参加了公司一年一度的步行筹款活动，为生存环境恶劣的艾滋病青少年募捐善款。 | Roche Feeling overwhelmed at work? If you're an employee of Roche Denmark, you have access to healthy food and snacks, fitness facilities, massages, nutritionists, and alternative treatments for stress. The healthcare company also provides access to oncology nurses for those at its Peru facilities with breast cancer. Last year, 19,500 employees participated in the company's annual Children's Walk, which helps raise money for young ones with HIV/AIDS and in vulnerable living conditions. |
SAS公司 商业分析和商业智能软件公司SAS并没有将北卡罗来纳公司总部的维护人员服务外包。公司更愿意将园务工人、餐饮服务员工以及保健服务人员都统一作为自己的员工。很多SAS人都对公司的“课程路径”项目引以为豪。这一互动性项目对美国所有教育工作者免费开放，为50,000多名美国教师提供英语、科学、数学、社会学以及西班牙语等方面的标准教育资源。拥有这样的项目，公司可以说忠实履行了它的使命：“增强人们使用信息和创造知识的能力”，也为公司员工树立了很好的榜样。一名员工不遗余力地称赞道，“在我十五年的业内工作经历中，这是迄今为止我工作过的最棒的公司。” | SAS SAS, a business analytics and business intelligence software company, doesn't outsource its North Carolina headquarters maintenance staff, preferring that its crews of gardeners, food service employees, and health care staff are SAS employees. Many SAS-ers also take pride in the company's Curriculum Pathways program. Free of charge for all educators in the U.S., the interactive program provides standards-based resources in English, science, mathematics, social studies, and Spanish for over 50,000 American teachers. With initiatives like this, the company stays true to its mission -- to enhance people's ability to use information and create knowledge -- and sets a great example for its staff. "It is, by far, the best place I have worked in more than 15 years of working within the industry," raves an employee. |
美国庄臣公司 你是否曾经为选择了错误的职业而困惑，但又害怕冒险而不敢尝试别的选择？如果你在庄臣公司（SC Johnson）加拿大分公司工作就不会遇到这种问题。公司“内部实习生计划”会让你在三到六个月内体验公司内不同领域的工作。一旦实习期满，你可以选择返回原职位工作，如果出现岗位空缺，需要员工在实习期内获得的技能，，员工也可以申请。 这一“家庭型公司”还在意大利分公司推广实施工作-生活平衡法则：总监和经理每天早上9:30之前和下午五点之后不得召集下属开会，这样员工就能有时间接送孩子上下学。 | SC Johnson Ever wonder if you made the wrong decision with your career, but you're too afraid to take a risk and dip your toes in some other options? If you work at SC Johnson Canada, that's not a problem. They actually let you try out jobs in different areas of the company for three to six months through their Internal Internship Program. Once your internship is complete, you're free to return to your original position and, if a position opens up that requires similar skills acquired during the internship, you are free to apply. The "Family Company" also implemented a rule in their Italian bureau that stays true to the work/life balance they promote: Directors and managers cannot call meetings before 9:30 in the morning and cannot hold a meeting after 5:00 in the afternoon, so employees can drop-off/pick-up their kids from school. |
西班牙电信集团 谁说视频游戏不能被赋予教育意义？在西班牙电信集团（Telefonica）墨西哥分公司，员工们会参加时长三小时的互动式研讨会“体验经验”，学习并实践公司行为模式和价值观。他们在玩游戏中学习并观看反映公司当前价值观的视频，在活动结束后还将在公司董事会面前接受首席执行官颁发的感谢信及奖品。 为了强化公司的社会外延服务，西班牙电信集团欧洲分公司在德国设立了“志愿者办公室”，引导团队和员工参与适合他们事业的项目，让他们更好地回报社会。员工们表示，“帮助员工在超出自己工作职能的领域也能有出色表现”是公司奉行的准则。此外，公司还为有子女的员工提供轮班制度和办公室育儿等福利。 译者：李柰/汪皓 | Telefonica Who says video games aren't educational? At Telefonica Mexico, employees go through a three-hour interactive workshop -- "Living the Experience" -- to learn and practice the company behaviors and values. They play learning games and watch videos of the values in action, receiving a letter from the CEO and a trophy in front of the Board of Directors at the end of the process. In hopes of increasing the company's social outreach, Telefonica Europe created a Volunteering Office in Germany. Teams and staff members are guided toward projects that fit their cause, allowing them to better give back to the community. That commitment to helping employees excel outside of their job description is what employees say is the norm at the company. Telefonica also offers job-sharing and on-site child care for parent-employees. |
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