The Best Global Companies to Work For by Colleen Leahey Monday, October 31, 2011 provided by Want to work for a multinational corporation with great perks and opportunities around the world? Here are the 10 best. Every year, Fortune publishes its list of the 100 Best Companies to Work For, 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. Read on to find out the top 10 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. Microsoft Headquarters: Redmond, WA, USA 2010 Revenue ($ millions): 69,900 Rank: 1 What makes it so great? After Microsoft employees voiced their desire to contribute more to their communities, the software Photo: Floyd Yarmuth/CNN
Transcript
The Best Global Companies to Work Forby Colleen LeaheyMonday, October 31, 2011
provided by
Want to work for a multinational corporation with great perks and opportunities around the world? Here are the 10 best.
Every year, Fortune publishes its list of the 100 Best Companies to Work For, 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.
Read on to find out the top 10 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.
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
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.
NetApp
Headquarters: Sunnyvale, CA, USA2010 Revenue ($ millions): 5,123Rank: 3
What makes it so great?
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.
Google
Photo: Courtesy of SAS
Photo: Courtesy of NetApp
Headquarters: Mountain View, CA, USA2010 Revenue ($ millions): 29,321Rank: 4
What makes it so great?
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.
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.
Cisco
Photo: JP Mangalindan
Photo: Courtesy of Fedex
Headquarters: San Jose, CA, USA2010 Revenue ($ millions): 40,040Rank: 6
What makes it so great?
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.
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.
McDonald's
Headquarters: Oakbrook, IL, USA2010 Revenue ($ millions): 24,100Rank: 8
What makes it so great?
Photo: Courtesy of Cisco
Photo: Courtesy of Marriott International
Photo: Courtesy of 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.
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."
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
Photo: Courtesy of Kimberly-Clark
Photo: Courtesy of S.C. Johnson & Son
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.
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.
American Express13 of 26
Headquarters: New York, NY, USA2010 Revenue ($ millions): 27,800Rank: 12
What makes it so great?
"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.
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
Intel15 of 26
Headquarters: Santa Clara, CA, USA2010 Revenue ($ millions): 43,600Rank: 14
What makes it so great?
"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.
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 $11.7 million and more than 32,000 working days per year in corporate culture workshops, furthering the possibility of an internal rising star to one day make it big.
3M17 of 26
Headquarters: Cottage Grove, MN, USA2010 Revenue ($ millions): 26,662Rank: 16
What makes it so great?
"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.
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.
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."
Mars20 of 26
Headquarters: McLean, VA, USA2010 Revenue ($ millions): 30,000Rank: 19
What makes it so great?
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.
Accenture21 of 26
Headquarters: New York, NY, USA
2010 Revenue ($ millions): 21,600Rank: 20
What makes it so great?
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.
Roche22 of 26
Headquarters: Indianapolis, IN, USA2010 Revenue ($ millions): 52,901Rank: 21
What makes it so great?
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.
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.
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.
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."
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.
