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Groove Technology

95%

Employees say this is a great place to work

Company Overview

About Groove Technology

Groove Technology is the first and last stop for companies worldwide that need support to develop digital products and custom software solutions. Our integrated resource model paves the way for your technology projects to be completed sooner, with less effort.

We help businesses expand their software development capabilities. How? Ready-made and well-oiled offshore teams at your disposal

Proactive and innovative software development approaches

A partner that prioritises trust and delivering quality solutions

COMPANY SIZE

143 Employees

(Medium)

INDUSTRY

Information Technology

Learn more about Groove Technology
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Company culture at Groove Technology

The employee experience at Groove Technology, compared to a typical Global company
95% of employees at Groove Technology say it is a great place to work compared to 53% of employees at a typical Global company
Groove Technology 95%
Typical company 53%

Source: Great Place to Work® 2019 Global Employee Engagement Study

0 %
I am given the resources and equipment to do my job
0 %
When you join the company, you are made to feel welcome
0 %
I am treated as a full member regardless of my position
0 %
People are encouraged to balance their work life and their personal life
0 %
Management genuinely seeks and responds to suggestions and ideas
What’s your “secret sauce”?
At Groove Technology, we have formed a safe environment for everyone to raise their voice and share their thoughts. Top Management team never avoid addressing any employees’ questions or concerns, and the response in actions to such issues have helped our company not only improve, but also gain trust from our people. We encourage and recognize out-of-the box thinking to enhance creativity and quality in everything we do. “People-first” philosophy has been demonstrated in actions through managers’ frequent communication with employees to find solutions to support employees’ challenges or concerns whenever they need. We care and we take action.

What do you personally do to build high trust culture in your organization?
A leader must walk the talk, and my actions have always been in line with the company’s core values around passion, creativity, integrity, and quality. I trust my team, never hesitate to empower them to lead in their area of expertise. I always listen to my people’s ideas, suggestions, discuss with them openly before implementing or deferring those ideas. I care about my people and my employees’ benefits would always be the first consideration for any of my decisions.
Mr. Matt Long
Mr. Matt LongCEO
How has your organization equipped and supported frontline leaders in creating and reinforcing a high trust culture?
Our frontline leaders always receive the support required for their team to do their jobs. We have sent our managers to the management skill training and have organized learning activities across the company. On a more informal basis, we have frequent catch-up and utilize chat channels to give timely suggestions or advices whenever our frontline leaders come across any leadership related issues. We get our frontline leaders involved in the action plan for our company to become Great Place to Work-Certified™. Our frontline leaders are trained, guided and empowered to lead and to become the effective people leaders in this journey.
Ms. Mai Nguyen
Ms. Mai NguyenGeneral Manager
What do you do to build a strong culture within your team?
I have regular communication with my team, understand them well and have tailored approach to work effectively with individuals. Not only do I conduct daily briefing and weekly work review for timely support of my team’s tasks, but I also encourage the informal communication channel for more casual interactions with them. Listening to their stories, taking actions, and always keeping my word are the keys for me to get trust from my members. And last but not least, I am dedicated to supporting my members to learn and to improve themselves. To me, my success is measured by my members’ growth.
Ms. Mai Mai
Ms. Mai MaiProject Manager
How does your supervisor/manager help your team feel a sense of purpose in your work?
E.g. How they ensure that individual employees understand how their work contributes to the bigger purpose/strategic direction of their organization, and understand how they make a difference. At team level, my manager always relates what we do to our company’s values. Periodically, he also explains how our work can be part of Groove’s success. At company level, in our weekly all-hands (we call it “Monday Announcement”), there is also a section when our CEO personally recognize individual’s or team’s achievements and he always emphasize how meaningful those achievements are to our company. My team and I have been named a few times and I feel so proud of myself.
Mr.Thin Nguyen
Mr.Thin NguyenTechnical Project Manager
What’s your “secret sauce”?
I focus on the quality of my deliverables, knowing that quality is not only our core value but also the key for my success. I often discuss with my manager and my colleagues for learning and improvement opportunities as I am passionate about my job at Groove Technology. And I never hesitate to share ideas, constructive feedback, or take part of the activities that enhance our team’s culture.
Mr.An Nguyen
Mr.An NguyenProject Manager
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ABOUT OUR METHOLOGY​

To be eligible for the World’s Best Workplaces list, a company must apply and be named to a minimum of 5 national Best Workplaces lists within our current 58 countries, have 5,000 employees or more worldwide, and at least 40% of the company’s workforce (or 5,000 employees) must be based outside of the home country. Extra points are given based on the number of countries where a company surveys employees with the Great Place to Work Trust Index©, and the percentage of a company’s workforce represented by all Great Place to Work surveys globally. Candidates for the 2017 Worlds Best Workplaces list will have appeared on national workplaces lists published in September 2016 through August 2017.

ABOUT OUR METHOLOGY​

The Best Workplaces in Asia List

Great Place to Work® identifies the top organizations that create great workplaces in the Asian and Middle Eastern regions with the publication of the annual Best Workplaces in Asia list. The list recognizes companies in three size categories:

  • Small & Medium (20 – 499 employees);
  • Large (500+ employees); and
  • Multinational.
 

To be considered for inclusion, companies must appear on one or more of our national lists in the region, which includes Greater China (covering China, Hong Kong, Taiwan and Macau), India, Japan, Saudi Arabia, Singapore, South Korea, Sri Lanka and UAE. For the 2021 Asia List, companies ranked on the national list in the Philippines will also be included. Multinational organizations must meet the following requirements:

  1. Have at least 1,000 employees worldwide, with at least 40% (or 5,000) of those employees based outside the headquarter’s country and
  2. Appear on at least two national lists.
 

Multinationals also receive additional credit for their efforts to successfully create an excellent workplace culture in multiple countries in the region. The data used in the calculation of the regional list comes from national lists published in 2019 and early 2020.