2021 was a year that saw many companies grapple with constant changes. Companies pivoted their business models, restructured its operations and shifted work arrangements. The demands of a new hybrid workplace due to the impact of Covid-19 saw many workplaces adapt to new working arrangements, allowing employees to balance being at work physically or to work remotely.
As challenging as it may be, many companies acknowledged that the past two years were opportunities for adapting and enabling, staying focused on a top and bottom-line growth while remaining committed to its employees and their well-being. Companies and its leadership, middle managers and human resources professionals ensured that the workplace was relevant to employees in a work environment that calls for a flexible, open and high-trusting culture.
Our inaugural 2022 list of Vietnam Best Workplaces™ kickstarts with honoring the companies who collectively made their organization one that is a great place to work For ALL™. They empower all individuals to reach their full human potential while achieving the growth that is needed for every company. How do they do it and what are their best practices?
Come join us on 12 May as Great Place to Work® Vietnam unveils the 2022 Best Workplaces™ in Vietnam.
Employee engagement is no longer just a fundamental concept, it has become a workplace benchmark and reality. Companies who place their people first have seen a reciprocal relationship in terms of work performance and talent retention. Employees in turn have a sense of equity, purpose, meaningful connections and a trust in leadership.
The Covid-19 pandemic and changing work patterns play a big factor in promoting employee enagement by defining the employee experience in the workplace. At a time when remote or hybrid work is the new normal, companies, leaders and HR practitioners have a role to play in providing a positive employee experience. This is seen increasingly through the remote-work employee’s touchpoints with the team, direct manager and the bigger organisation.
In line with this year’s theme People First, Purpose Driven, the panel seeks to discuss how each company enables employee engagement through the sharing of business practices, research and employee experiences. In this discussion, we find out if businesses can pursue innovation, increase productivity, control voluntary turnover rate, level up customer satisfaction and improve bottom line through key indicators such as a sense of purpose, innovation opportunities, psychological workplace safety and perceptions of leaders and fairness perceived at different touchpoints. These conversations and touchpoints will in turn act as enablers to help businesses thrive.
Michael C. Bush is the CEO of Great Place to Work®, Inc., the global authority on workplace culture. Since 1992, they have surveyed more than 100 million employees around the world and used those deep insights to define what makes a great workplace: trust. Great Place to Work helps organizations quantify their culture with Emprising®, their SaaS culture management platform. They recognize Great Place to Work-Certified™ companies and the Best Workplaces™ in the US and more than 60 countries, including the 100 Best Companies to Work For® and World’s Best Workplaces™ list published annually in Fortune.
Driven by a love of business and an unwavering commitment to fair and equitable treatment, Michael joined Great Place to Work as CEO in 2015, bringing 30 years of experience leading and growing organizations. This includes serving as CEO of Tetra Tech Communications, which he grew from $40 million to $300 million in revenues. Michael is a former member of President Obama’s White House Business Council and a founding board member of the private equity seed-fund, Fund Good Jobs, which invests in small inner-city businesses.
Since 2015, Michael has expanded Great Place to Work’s global mission to build a better world by helping organizations create Great Places to Work not just for some, but For All. Under his leadership, the firm has developed a higher standard of excellence that accounts for fair and equitable treatment of employees across demographic groups, as well as executive leader effectiveness, innovation, and financial sustainability.
Michael has led the firm’s migration to a SaaS-enabled survey platform that offers real-time predictive people analytics. This allows leaders to take immediate, targeted action to improve their leadership and financial performance.
Joni is motivated by Great Place’s compelling mission to transform Singapore workplace culture for a happier and more engaged, productive workforce for her compatriots.
A highly sought-after trainer and consultant, Joni is consummately passionate about people and in developing their potential. With almost three decades of experience in HR development, Joni’s rich corporate and personal experience, coupled with her engaging personality, has enabled her to connect with clients across all industries and participants across staff levels. Joni’s consulting and training specialty lies in OD, employee engagement, performance management, coaching, communication and teambuilding.
As a certified Marshall Goldsmith Stakeholder Centered Coaching executive coach, Joni finds purpose and fulfilment in working with leaders through the coaching process to achieve positive and sustainable growth in their leadership effectiveness.
Joni’s first degree is in the area of Neuroanatomy, with her B. Sc (1st class Honours) from University of New South Wales, Australia. In pursuit of training excellence, she went on to attain an M.Ed (Distinction) from University of Sheffield, UK.
Besides being a mother of five and an accomplished career woman, Joni is also active in giving back to community. She chairs parenthood advocacy “I Love Children”, Methodist Schools’ Foundation and the management board of Fairfield Methodist Schools. Additionally she serves as Vice-Chairman of MCI’s Films Appeal Committee and is a member of PCF Executive Committee.
Thinker, researcher, future-oriented and passionate – words that client-partners and colleagues often use to describe Evelyn! Her intuitive and well-researched grasp of local and global pressing issues and people trends and practices make her a much sought-after conference and seminar speaker.
Besides her great understanding of the Singapore human capital landscape, Evelyn brings with her a wealth of experience in the areas of Human Resources and organizational Development. She partners her clients to develop strategies aimed at creating great workplace cultures. Adept at working with both senior and middle management members, Evelyn is known for her effective personable facilitation style. She has co-authored national research papers on the work-life scene in Singapore, facilitates roundtable sessions and featured on local and regional media for her perspectives on workplace culture. She has most recently co-authored a paper titled “The Untapped Power of Gender Diversity in Asia” with Prof Rick Smith of the Singapore Management University.
Holding a first degree in Business Administration specializing in Human Resources, she was later awarded a scholarship by the Singapore government to pursue her Masters in Business Administration with the Singapore Management University.
An awesome mother of 3 of the loveliest children you can imagine, Evelyn takes parenting very seriously – she is strict yet giving, result-focused yet generous. Together with husband Roland, they relish exploring new cultures and beautiful places of the world, usually on leisurely self-drive holidays.
With her last baby leaving pre-school, Evelyn’s focus is now on leading the expansion of Great Place to Work® offices around ASEAN. Just as the region is growing exponentially on the economic front, she is convinced that the work of building great workplaces FOR ALL must go in tandem with economic development.
Employees respond to over 60 survey questions describing the extent to which their organization creates a great place to work For All™️.
85% of the evaluation is based on what employees say about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do.
Great Place to Work® analyzes these experiences relative to each organization’s size, workforce make up, and what’s typical in their industry. The remaining 15% of the rank is based on an assessment of all employees’ daily experiences of innovation, company values, and the effectiveness of their leaders to ensure these are consistently experienced.
To be considered, companies had to meet the Great Place to Work-Certified™standard. Trust Index©️ survey results are accurate to a 95% confidence level with a 5% margin of error or better to ensure the survey results truly represent all employees.
We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.
Companies with 10 to 99 people were considered for the Small category.
Companies with 100 employees or more were considered for the Medium and Large category.
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:
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:
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.