At Rewaa, our approach to employee engagement is centered on fostering open communication and a supportive culture. We prioritize platforms like 'Rewaa Listens' to encourage employees to freely express their ideas and concerns. Regular team meetings, one-on-one check-ins, and town hall sessions ensure everyone feels heard and engaged. Additionally, we value recognition and rewards as vital components of our employee appreciation strategy. Our robust program includes both formal and informal acknowledgment, such as shout-outs in meetings and tangible rewards, to celebrate our employees' efforts and achievements.
Professional development is a cornerstone of our employee-centric strategy at Rewaa. We invest in continuous learning opportunities through training programs, workshops, and mentorship to support our employees' career growth. Moreover, we offer tailored programs for fresh graduates, ensuring they have the necessary resources to kickstart their professional journey. Alongside professional growth, we prioritize the well-being of our employees. From wellness programs to flexible work arrangements and mental health support, we strive to create a positive work-life balance. Our commitment extends to fostering an inclusive culture where diversity is celebrated, ensuring every employee feels valued and supported.

The HR landscape in our industry presents several significant challenges. Attracting top talents globally, especially from leading SaaS companies, poses a constant demand for strategic recruitment efforts. In the Saudi market, grappling with inflation in compensation and benefits adds complexity to maintaining competitive packages. Retaining high-performing individuals is a challenge amidst fierce competition. Additionally, ensuring the effective engagement of remote working employees requires dedicated attention. The ongoing need for automating HR processes through the integration of technology and AI further compounds the dynamic challenges faced by HR professionals in our industry.

Rewaa prioritizes fostering a strong sense of teamwork and camaraderie among its employees through a variety of engaging activities. These include special events aligned with cultural and religious occasions such as Eid Al-fitr & Al-adha, Ramadan, Annual Town Hall, and Founding Day. Team-building efforts extend beyond the office, with each department participating in activities designed to strengthen relationships. Icebreaking events like Coffee Day, Tea Day, Pizza Day, Photography Day, Women’s Day, Happiness Day, and Heritage Day contribute to a vibrant and enjoyable workplace culture. Notably, initiatives for international employees aim to enhance loyalty by bringing them to the Saudi headquarters in Riyadh, providing opportunities to connect with colleagues and experience the rich cultural activities Riyadh has to offer, such as group outings to the Riyadh Season event. Additionally, personal occasions like marriages and graduations are celebrated, reinforcing the organization's commitment to recognizing and appreciating the personal milestones of the employees.

The experience was smooth. We had a chance to reflect on our HR processes, assess what we do, and discover the areas of improvement. Furthermore, employees had the chance to reflect on the leadership and HR practices, compensation and benefits, teamwork and relationships, employee engagement, workplace policies and procedures, and corporate social responsibility.

For organizations considering starting the certification process, it is crucial to first comprehend the value and procedures involved by engaging with representatives from Best Places to Work (BPTW). They must prioritize the development and enhancement of their HR management areas outlined in the BPTW surveys. Applying for the certification early is advised to allow ample time for necessary improvements if the minimum score is not initially achieved, presenting the opportunity to redo the assessments. Organizations must internally market the BPTW certification to ensure all employees recognize its significance in advance, as well as gain leadership and upper management buy-in for the certification process, and strategically plan how and where the achievement will be marketed to maximize the impact.