Creating a Global Culture of Engagement
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Being a truly people-centric organization requires to have a people-first mindset across the whole of an organization starting at top management level. At DHL Express, their motivated people are at the core of their business strategy. DHL Express believes in focusing on the satisfaction of their employees being the one and only way to achieve customer satisfaction and loyalty. “Respect and Results” is their guiding principle for how we interact. Appreciating the contribution of every member of the global team and celebrating their commitment to the company as well as their outstanding achievements is key to DHL Express' culture. Their organization consists of more than 100,000 people and they aspire to make every one of them have their best day at work every day. Farnaz Ranjbar, Senior Vice President HR, DHL Express Europe, talks about how DHL Express manages to create a globally unique culture in the most international company, where employees are spread all over the globe. DHL Express applies a “think global – act local” approach to its HR work and recognition and engagement initiatives, making sure that regional and cultural specifics are considered and requirements are met. As a 2018 Top 6 Best Place to Work, DHL Express are in the process of leveraging digitalization to further improve the employee experience.
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This document summarizes a discussion on diversity and inclusion. The topics discussed were: how to prepare for an economic recession through focusing on employees, how to conduct an organizational restructure while maintaining trust and diversity, and how to enable all employees to feel comfortable bringing their full selves to work. Attendees discussed what D&I means to them and its importance. Subsequent discussions focused on how equity builds business success, how restructurings can worsen gaps, and how low trust perpetuates low trust. The document provides approaches to starting conversations around these issues.
Belonging uniqueness gptw and sap
This document summarizes SAP's Autism at Work program, which aims to hire and support people on the autism spectrum. Some key points:
1) SAP launched Autism at Work in 2013 with a vision of tapping into an underutilized talent pool while promoting inclusion and diversity.
2) The global program now includes over 175 employees across 15 countries, offering a variety of full-time, part-time, and internship roles in functions like software development, IT, and customer support.
3) SAP sees benefits for its business, including innovating through diverse perspectives, addressing the growing skills gap, and improving employee engagement and retention. The program also aims to positively impact people's
Final reflections connections new directions 1
This document outlines a mission to build a better world by helping organizations become great places to work for all. It emphasizes connecting, innovating and leading to achieve the goal of making workplaces inclusive for everyone. The core message is using connection, innovation and leadership to create workplaces that are welcoming and supportive of all people.
Workplaces worldwide summit
This document summarizes findings from the largest global workplace study involving over 11.5 million employees across 10,000 companies in 90 countries. Some key findings include: 46% of the global workforce did not experience behaviors typical of great workplaces; the world's best workplaces outperform others in retention, productivity, and collaboration; and the characteristics of the best workplaces vary by region, with an emphasis on community in North America, safety in Latin America, fairness in Europe, and sustainability in Asia. The document also profiles several data scientists and executives from Great Place to Work who were involved in the research.
Workiva
The document discusses Workiva's journey as a Great Place to Work, including strong GPTW survey results from 2016-2019. It outlines plans to leverage the results to drive culture, including creating action plans, culture branding, transparency, and continuous improvement. Workiva's investments in culture and employment branding have led to increased growth, lower turnover, and strong business results.
Unscripted -improv leadership workshop for all summit 2020--final final
The document discusses how improvisation techniques can improve innovation and leadership. It advocates adopting a "Yes, And" approach to turn individual ideas into shared ideas that everyone contributes to. This helps build engagement, psychological safety and shared ownership that drives more creative outcomes. The document provides exercises for groups to practice improvisation and building on each other's ideas. It argues that "Yes, And" can benefit various functions from marketing to conflict resolution and cultivate an innovative culture where all people and ideas are valued.
cisco
Cisco created a best workplace for millennials by focusing on high-trust culture, great leaders, and support for real-life needs. They developed benefits like emergency time off, volunteer days, fair pay and student loan repayment assistance. Leaders are expected to have regular check-ins with their teams. The goal is to retain millennial talent, who will make up 75% of the workforce by 2025, by addressing what they most want in a workplace.
Move your leadership forward the for all trust mindset workshop 2020 summit
The workshop aims to help participants develop a "For All Trust Mindset" through various exercises and discussions. It begins with an overview of trust mindsets, explaining they shape behavior and can be changed. Activities include participants trusting each other in a "car and driver" exercise and reflective listening discussions. The goal is for leaders to extend trust widely and deeply while maintaining empathy as power increases. A For All Trust Mindset is crucial for building psychological safety and successful, egalitarian leadership.
Leverage Certification summit culture u session
This document discusses how companies can leverage their Great Place to Work Certification. It explains that certification is based on employee survey results and assesses workplace culture compared to the best companies. Certification benefits include improved recruitment by attracting more and higher quality candidates, increased employee retention and engagement. The document provides tips for companies to promote their certification through digital badges, social media, events and more in order to elevate their employer brand.
Lava pool edition final move your leadership forward the for all trust mindse...
This document outlines an agenda for a workshop on developing a trust mindset for leadership. The workshop guides discuss how trust mindsets are shaped by deep-seated beliefs and experiences. They can be categorized as calculated, cynical, loyalist, or generous based on how widely and deeply one extends trust. Developing a "For All" trust mindset of extending trust widely and deeply is important for building psychological safety, becoming a strong leader, and achieving business results like increased productivity, retention and learning. The workshop involves exercises like discussing a "Lava Pool Peril" trust exercise, listening to colleagues, and reflecting on one's own trust mindset to facilitate positive changes.
Gptw for all leadership in action summit
This document discusses three key insights for diversity and inclusion (D&I) leaders. First, focusing on equity and inclusion prepares organizations to thrive during economic downturns. Second, restructuring strategies should maintain and elevate inclusion to avoid widening experience gaps. Third, high rates of employees preferring not to reveal identity details signals a lack of trust and inclusion, hindering innovation. The document provides strategies for D&I leaders to address these issues, such as monitoring key employee experiences, including diverse perspectives in restructuring, and using employee feedback to strengthen inclusion.
Get certified flash talk
Great Place to Work certification validates a company's high-trust employee experience through a rigorous third-party assessment process. The process involves administering an employee survey, completing a culture brief, and for top companies, a culture audit. Certification makes companies eligible for prestigious Best Workplaces lists and provides marketing benefits to attract top talent while boosting business performance. Completing the three-step certification process within set timeframes results in official Great Place to Work certification and eligibility for recognition on Best Workplaces lists for one year.
Make or Break Moments
This document discusses the concept of "For All Leadership" and key moments that define For All Leaders. It presents a five-level model for leadership experiences and their impact on employees and business results. Most workplaces have a deficit, with over half of leaders creating negative experiences for employees. For All Leaders stand out in key moments like informal interactions, uncomfortable discussions bringing diverse perspectives together, connecting work to a larger purpose, guiding through uncertainty, and investing in future growth. The document advocates that these types of leaders who foster genuine human connections are needed to drive better business performance outcomes.
Focus session bendik/sonya
This document summarizes a discussion on diversity and inclusion. The topics covered include preparing for an economic recession by investing in employees, maintaining diversity and trust during organizational restructuring, and enabling all employees to feel comfortable bringing their full selves to work. Attendees discussed how diversity and inclusion are important both ethically and for business success, innovation, and resilience during difficult times. Speakers then provided insights into key aspects of building an inclusive workplace culture and strategies for addressing common challenges.
parental guidance 2020 summit
This document discusses how to create a great workplace for parents. It provides data from over 4.5 million employees at 1,044 companies on the experiences of parents at work. The data shows that both mothers and fathers have greater commitment to their organization and find more meaning in their work when they have access to key programs like parental leave, flexible work schedules, and childcare benefits. Additionally, employees of all backgrounds, not just parents, have higher intent to stay at companies that encourage work-life balance. The document emphasizes that while programs are important, having inclusive leadership that supports all employees is the "secret sauce" for creating a truly great workplace for parents and others.
Martin s Point Health Care gptw 2020
Dr. David Howes, President and CEO of Martin's Point Health Care, discusses conducting a cultural health check-up of one's organization. Martin's Point underwent its own check-up focused on values management, strategy/alignment, and culture as a differentiator. This led to improved metrics like increased revenue and customer growth as well as high employee satisfaction and customer effort/success ratings. Dr. Howes highlights the importance of measuring success through both metrics and customer impact.
Hyper Giant
Connecticut College is focused on connecting students to opportunities for innovation and leadership through their education. The college strives to provide an engaging learning environment that fosters creativity and prepares students to be leaders in their future careers and communities. Their motto of "Connect.Innovate.Lead" encapsulates Connecticut College's emphasis on networking, thinking outside the box, and developing leadership skills.
Atlassian
Atlassian's employer brand strategy focuses on content, partners, and platforms to engage candidates and tell its story. It establishes an employer value proposition centered on its culture of collaboration to craft a talent narrative. Atlassian measures areas like social engagement, surveys, and events to prove its employer brand's value beyond just cost per hire. The document provides three recipes for other companies - developing an employer value proposition from a candidate's perspective using traditional marketing funnels, equipping the brand to grow with an effective measurement strategy, and building authentic content.
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留信网认证的作用:
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3:国家专业人才认证中心颁发入库证书
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我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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Creating a Global Culture of Engagement
- 2. MY “ENGAGEMENT” JOURNEY FROM EAST TO WEST Azadi Square - Tehran Burj Khalifa - Dubai Post Tower - BonnBig Ben - London
- 3. ➢ Approx. 1,700 Facilities ➢ Approx. 60,000 Service Points ➢ Approx. EUR 15 billion revenue ➢ Approx. 2.7 million customers ➢ Approx. 375 million shipments (all products) ➢ 3 Global Hubs & 19 Main Regional Hubs ➢ More than 500 airports served globally ➢ Approx. 30,500 vehicles ➢ More than 250 dedicated aircrafts ➢ More than 220 countries/territories served ➢ Approx. 100,000 employees Post & Parcel Germany Express Supply Chain Forwarding, Freight eCommerce Solutions WELCOME TO THE MOST INTERNATIONAL COMPANY IN THE WORLD
- 4. DHL transports first shipping docs from San Francisco to Honolulu Start of Asia Pacific Expansion Start of European Expansion Deutsche Post acquires 100% of DHL Deutsche Post acquires 100% of Airborne US Domestic Exit Re-FOCUS on core competency Realize performance targets All employees are CIS certified 1969 1970 20091974 2002/3 2011 20122010 From Good to Great A JOURNEY FROM GOOD TO GREAT – A CHALLENGE TO EMPLOYEE ENGAGEMENT
- 5. OUR FOCUS STRATEGY STARTS WITH OUR MOTIVATED PEOPLE
- 6. THE GLOBAL BOARD DISPLAYING PASSION!
- 7. 100,000 CERTIFIED INTERNATIONAL SPECIALISTS!
- 9. DGH Journey Pack | February 2019 9 . CREATING PURPOSE ▪ Global competition that celebrates volunteer and fundraising work that DHL employees undertake for a charitable cause close to their heart ▪ Created to support and celebrate DHL employees that go the extra mile Total Country Winners to date: 204 Total number of application to date: 700 Entries across 13 categories including: Children & Young People Welfare & Community The Elderly & Disabled Education & Medicine Environment Arts & Culture Animals & Wildlife Public Service & Military
- 10. MOTIVATED PEOPLE – FULFILLING YOUR DREAMS FULFILLING DREAMS
- 13. OUR JOURNEY TO DEVELOP A GREAT PLACE TO BE, A GREAT PLACE TO WORK ONBOARDING DEVELOPMENT ENABLEMENTENGAGEMENTATTRACTING AND RECRUITING
- 14. 14 CANDIDATE EXPERIENCE - ONBOARDING JOURNEY STAY CONNECTED BAG CONTRACT FOLDER DHL IN A BOX EMPLOYEE’S JOURNAL & LEADERS GUIDE
- 15. 15
- 17. What got you here… …won’t get you there!
- 18. INTERNAL EMPLOYER OF CHOICE? 88% 68% 2010 EBIT €497m 2017 EBIT €1.7bn 20% INCREASE % EMPLOYEE ENGAGEMENT
- 19. EXTERNAL EMPLOYER OF CHOICE? # 29 countries #1 in Latin America #2 in Asia Pacific #6 World’s Best Workplaces
- 20. THANK YOU!