Representing the winners of Best Companies to Work For, Hong Kong, from left to right: José Carlos Bezanilla, CEO, Great Place to Work Greater China; Ginny Ho, NetApp Hong Kong; Alexandra Plowman, Huxley Associates; Agnes Li, Meltwater; José Lo, Orbium; Lydia Yuen, Orbium; Argon Ho, Cisco; Stephen Fung, AIA MPF; Vida Chow, Hyatt; Connie Chan, DHL Express; Priscilla Chan, Smith & Nephew; Marissa Reyes, Kiabi Asia; Samuel Lam, W.L. Gore & Associates; Cristina Vallejo Canale, marketing consultant, Great Place to Work Greater China. (Photo: Manuel Wong Ho)
Creating a workplace environment where employees feel engaged and motivated and, most importantly, a strong sense of loyalty, ranks high on most corporate agendas. As the 12 winning employers in the Best Companies to Work For in Hong Kong 2017 awards have demonstrated, those who take the extra step to develop such a workplace see the rewards in increased productivity and enhanced performance.
José Carlos Bezanilla, CEO at Great Place to Work, Greater China, which organises the awards, says that across all types of organisations, the competitive business environment requires companies to focus on being the best. “When employers build and foster an environment in which management takes care of each and every individual, they enrich the collective thinking of the organisation, making it more innovative, agile, efficient and resilient,” Bezanilla says. He also notes an essential measure of whether a company provides a great workplace is the opinion of employees. To this end, the Best Companies to Work For in Hong Kong assessment asks employees 58 questions in five categories: credibility, respect, fairness, pride and camaraderie. The assessment also collects employee comments on what is best in the organisation and which areas need improvement.
Speaking at the award presentation ceremony, Stephen Sui, Hong Kong’s Secretary for Labour and Welfare, said that by recognising private companies that are strong in fostering an employee-friendly culture, the programme helps to improve the wider business environment in Hong Kong. “I think of the employer-employee relationship as symbiotic in nature,” Sui said. “On one hand, a caring corporate culture enhances employees’ productivity and sense of belonging. On the other hand, a harmonious and trusting employer-employee relationship in the workplace is often what makes a company tick in today’s highly competitive and fast-changing business environment.”
Priscilla Chan, general manager (Hong Kong and Taiwan) at global medical technology business Smith & Nephew, believes that earning trust is a corporate value, as well as a vital component of the health and longevity of her company. “We get employees engaged in their work by providing them with opportunities for autonomy, competence and flexibility,” Chan says. Employees are also given meaningful recognition and opportunities for growth. “We always aim to provide employees with a structured work-life balance,” Chan says. In addition, regular social activities help to build employee connections and create interactions that strengthen the sense of belonging and loyalty. Chan says this belonging is enhanced by offering a collaborative work environment where employees are encouraged to express their opinions openly in regular communication with management. The company’s intranet is a useful tool to ensure employees are kept informed about the latest updates and corporate developments.
Bob Fisher, enterprise leader for the Asia-Pacific region at W.L. Gore & Associates, says a strong belief in the individual, the elimination of a corporate hierarchy, a collaborative mindset and taking a long-term view have enabled the company to offer more than just a job. “Terms like bosses, executives, or employees don’t exist in our system,” Fisher says. “We are all associates, and each of us is a shareholder in the company.” Because a high level of trust and belief is placed on individuals, they exhibit a higher level of commitment, fulfilment and engagement. “If you give them the freedom to grow in knowledge and skills in the areas they’re passionate about, they will exceed even their own expectations in driving business success,” Fisher says. At Gore, he adds, every individual matters, and success is achieved when the diverse talents and perspectives of associates are harnessed. “Each of us feels a strong sense of ownership and empowerment in achieving business success,” says Fisher.
At a small consulting company every employee counts, says Lydia Yuen, human resources officer at Orbium. “We strive to create a great workplace where everyone’s contributions matter and where team members support each other.” To achieve this, managers and HR officers keep their eyes and ears open to make sure any employee issues or concerns are addressed and resolved as soon as possible. “We take staff feedback seriously by putting in place open communication channels and a flat hierarchy,” says Yuen. She adds that the Great Place to Work recognition is an endorsement of a collective effort to build a culture built on trust, fairness and respect.
Angela Ward, regional director for Asia at Huxley Associates, says that, as recruitment specialists in the financial sector, the company’s main driver is connecting people. It is crucial for employees to be engaged, challenged and given the opportunity to develop. “In a competitive landscape like Hong Kong, our culture and people make the difference,” says Ward, who adds that receiving recognition engenders confidence in the company’s efforts to maintain a workplace environment that attracts and retains exceptional talent.
A “great place to work” means providing an unmatched employee experience, which is embedded in the company’s culture, says Victoria Wu, general manager of human resources for Cisco Greater China. “Our ‘people deal’ manifesto has been developed to build emotional bonds with employees, so they are able to unleash their full potential,” Wu says. Programmes such as dedicated employee care, flexible working arrangements, and a well-established leave system underpin Cisco’s efforts.
Ewan Ross, Meltwater’s Greater China area director, explains that “moro”, the Norwegian word for fun, sits at the heart of the media intelligence software firm’s employee culture. The company believes that, to remain successful, staff should enjoy themselves. “That’s why we promote a fun, collaborative working environment,” Ross says. At the same time, Meltwater’s entrepreneurial spirit is kept alive by enthusiastically embracing hard work and relishing the feeling of accomplishment that comes with it.
Raymond Lam, general manager, Mars (Hong Kong), whose business units include Mars Foods, The Wrigley Company and Royal Canin Hong Kong, says the “great place to work” philosophy is rooted in the Mars family’s values and brought to life through five principles: quality, responsibility, mutuality, efficiency and freedom. “We invest in long-term employee development with a variety of high-quality career frameworks, tools and processes,” says Lam.
At AIA MPF – another winner – sustained success depends on its people-focused value proposition. This is anchored in three employee outcomes: caring, growth and empowerment, all of which encourage all staff to be the best they can be. Elsewhere, at DHL, to show appreciation for its hard work and achievements, the company gives gifts and thank-you messages.
Relying on a range of different approaches, the ready-to-wear firm Kiabi Asia offers flexible working hours, which help to maintain a good workplace environment. As well as several initiatives to encourage empowerment and trust among its workforce, Hyatt Hotels and Resorts focuses on increasing employee engagement by inviting celebrities to share their own success stories to inspire and motivate staff.
This article appeared in the Classified Post print edition as Best Companies to Work For.
