A vital component of any organization's success is its ability to engage its workforce. It includes the emotional bond, dedication, and engagement that workers have with their work and the company they work for, going beyond simple job happiness. Creating a culture of great employee engagement is not only a goal, but a strategic need at Invita. Here are a few methods we employ: Establishing Clear Organizational Values and Purpose, Creating Opportunities for Growth and Development, Encouraging Open and Transparent Communication, Leveraging Technology for Seamless Communication, Building Cross-Functional Teams and Encouraging Collaboration, Promoting a Culture of Knowledge Sharing, Implementing a Comprehensive Recognition Program, Tailoring Rewards and Incentives to Motivate Employees, Offering Flexible Work Arrangements, Prioritizing Employee Well-being Initiatives, Leadership plays a pivotal role in driving employee engagement. Managers are on the frontline when it comes to employee engagement. They have the power to create a positive work environment, provide support, and recognize and reward employees' efforts. Empowering managers with the tools and resources to foster engagement ensures that it becomes ingrained in the everyday cultur

Attracting and keeping top talent has become a vital issue for firms looking to stay ahead in the highly competitive employment market of today.

At Invita, fostering teamwork is integral to our company culture, as we believe it's essential for achieving our goals and maintaining a positive work environment. We offer a variety of activities to encourage collaboration, communication, and camaraderie among our employees. This includes collaborative projects aimed at promoting synergy, communication exercises to enhance interpersonal skills, and team-building exercises focused on developing leadership and trust. Additionally, we host annual Ghabga celebrations, special fun day activities like pizza and ice cream days, Invita anniversary celebrations, EID festivities, and distribute awards and certificates to recognize and motivate our team members, contributing to a culture of collaboration and continuous improvement.

To put it simply, the experience was ideal. From beginning to end, the BPTW team's support was unwavering. The strategy was thorough and comprehensive, from promoting the certification to acknowledging our victory.

The journey towards Best Places to Work accreditation proved transformative for Invita, far beyond a mere survey. It served as an eye-opener, enriching our practices in numerous ways. We embraced a visionary leadership approach, fostering a culture of cooperation and trust. Employee empowerment became a priority, emphasizing training, development, and ongoing education. By prioritizing employee well-being and establishing a healthy work-life balance, we ensured a supportive environment. Moreover, we championed diversity and inclusivity, honoring divergences to build a more dynamic workforce. Through acknowledging and celebrating success, we generated prospects for development and progress. Lastly, we committed to maintaining excellence through methods of ongoing development and prospective achievement, solidifying our commitment to growth and improvement.

Everyone at Evenbreak lives with disability, so flexibility is key. All employees are able to work the number of hours that suit them, at times which suit them. Tasks are divided by preference and strengths rather than fixed job roles. The organisation has a learning culture, so everyone is encouraged to learn new skills, whether for current or future roles, or outside of work. The business plan is co-produced with the whole team, so it is owned by them rather than imposed on them. The lived experience of disability of the team informs all decisions, whether internal or external, and means that inclusion and accessibility is built into everything from the start. As well as having a range of disabilities, the team is also diverse in other ways – race, gender, age, culture – and these differences are valued and embraced.

Recruitment is a formidable challenge across various sectors currently, exacerbated by widespread skill shortages. The key to addressing this issue lies in actively seeking out more diverse candidates and fostering an inclusive environment where they can not only succeed but thrive.

The team all work remotely from home (to enable us to attract talent from the widest geographical area, and for employees to work in an environment that works for them), so teamwork is a priority. We use technology (Teams, Zoom, etc) for team meetings, cross-team project meetings, and socially for morning coffee and afternoon tea. We look for opportunities to get together in small groups in person – this might be an awards dinner, an exhibition, an event or just a social – and ensure that everyone’s access needs in terms of travel and accommodation are met. We have ‘away days’ (usually two days with an overnight stay) for all of our people two or three times a year and engage in team building activities as well as work-based or project activities. Team members are encouraged to work across different teams on various projects. Team members may lead ‘lunch and learn’ sessions on things they have learned about. Business planning is an annual event which involves all team members.

The Best Places to Work certification was a fantastic opportunity for us to receive anonymous feedback from team members about their experiences of working for Evenbreak. This could have been daunting, but we are always open to suggestions for improvement. As we have an open culture at Evenbreak, people tend to feel safe to air their views openly, so the certification process brought no nasty shocks with it. However, it was great to have confirmation that our efforts to include and engage the team appear to be working.

Anyone considering the certification process should encourage their staff to be open and honest in their feedback. The more honest the feedback, the more opportunities there are to improve. And just going through the certification process demonstrates a desire to engage with employees and make the workplace as inclusive and open as it can be.

Mövenpick Hotels & Resorts prioritizes a dynamic workforce in line with Accor Hotels' corporate responsibility ethos of "Diversity, Equity, and Inclusion." Our extensive employee engagement initiatives encompass diverse professional growth avenues. From entry-level to top management, our team undergoes comprehensive training to stay abreast of industry standards. Annual surveys gather feedback, enabling us to address concerns and drive improvements. Recognizing outstanding performance, we offer tailored development plans, including access to online courses, bonuses, salary increments, and global exposure opportunities within Accor. We foster a positive work culture through team-building activities, outings, awards, incentives, and volunteer initiatives. Our commitment to employee well-being underscores our belief that a fulfilled team is vital to our success.

In the hospitality industry's dynamic landscape, Mövenpick Hotels & Resorts faces a major challenge in hiring. This challenge stems from various factors, including disparities between candidates' skills, education, and language proficiency versus their salary expectations. Notably, many applicants expect high salaries despite limited experience, which slows down hiring. Balancing diverse applicant skills and expectations with operational needs is crucial for Mövenpick. Addressing this industry-wide trend requires a strategic recruitment approach.

At Mövenpick Hotels & Resorts, fostering a collaborative culture is key to our service excellence commitment. We prioritize teamwork, recognizing the importance of each individual's role in our daily operations. By valuing and nurturing every team member's contribution, we ensure they understand and feel their significance in Mövenpick's success. This collaborative mindset shapes our organizational structure, promoting mutual respect, support, and a shared dedication to exceptional service. Emphasizing teamwork is fundamental to delivering outstanding guest experiences. We strive to create a workplace where every contribution is celebrated, aligning with our goal of service excellence.

Embarking on the journey to obtain the Best Places to Work certification has been transformative for Mövenpick Hotels & Resorts. This recognition has not only generated local interest but also elevated our status as the employer of choice, especially among aspiring hoteliers, with a notable increase in female candidates. The certification validates our commitment to a positive and inclusive workplace culture, making us a magnet for top talent in the hospitality industry. We are proud to be a preferred destination for those seeking fulfilling career opportunities. An extraordinary highlight was our participation in the Aqaba Career Expo organized by UN Women, where we showcased our dedication to creating an inclusive and supportive work environment. This journey has affirmed our position as a leading employer and reinforced our commitment to excellence in hospitality. We look forward to raising the bar for workplace standards and continuing to attract and retain the best talent in the industry.

Implementing a "Best Places to Work" certification process necessitates meticulous planning, thoughtful assessment, and an unwavering commitment to fostering a positive work environment. Drawing from our experience at Mövenpick, valuable advice for organizations considering this transformative path includes understanding the certification criteria, actively seeking employee feedback, securing leadership commitment, addressing employee concerns transparently, providing professional development opportunities, implementing recognition and rewards programs, fostering communication and transparency, emphasizing continuous improvement, and promoting diversity and inclusion. Achieving and maintaining this certification demands ongoing dedication, collaboration, and a genuine commitment to prioritizing employee well-being and satisfaction.

From the start, we emphasize transparency and values. During interviews, we showcase our facilities and explain the job and company in detail. Upon starting, employees receive a welcome pack and access our communication apps like Steeple and Factorial for news and documents. We give special attention to details of welfare to employees. For example, we’ve got free fresh fruit every day, free medical attention, birth presents, childcare help, sport events, parties and special awards. We value employee feedback, using surveys and maintaining open communication channels.

In our industry, we blend cutting-edge technology with traditional expertise because the intricacies of fishing aren't typically taught in schools. Another problem we're dealing with is keeping our employees. These days, people switch jobs a lot, and for us, that's costly because we spend a lot on training. That's why we're working hard to keep everyone happy and involved so they don't want to leave. This helps our company, FRIME, stay productive.

Our team-building activities are diverse and engaging, fostering camaraderie and collaboration among our employees. Many of these activities are sports-oriented, such as participating in renowned events like the Behobia Run, the Half Marathon of Barcelona, or the Camí de Cavalls in Menorca. Additionally, we encourage team spirit through employee-created football teams and participation in fishery contests. Beyond sports, we extend our support to social initiatives, particularly those benefiting young people, exemplified by our involvement with Fundació Impulsa. These activities not only promote a healthy work environment but also reinforce our commitment to community engagement and employee well-being.

Our experience with the Best Places to Work certification journey was both new and rewarding. While navigating the process initially posed challenges, the supportive team at Best Places to Work guided us through with patience and understanding. This journey underscores our dedication to creating a workplace where our team's well-being and success are paramount.

Having enough time to work on this is really important. You need time to explain the survey to your employees and make sure they understand its purpose and benefits. It also takes time to gather and organize all the information from the survey. And importantly, you need time afterwards to actually make the improvements suggested by the survey.

Our company prioritizes career path development and offers job opportunities both in Thailand and abroad, fostering growth for short-term and long-term goals. We're committed to creating a diverse and inclusive environment for everyone. Through monthly activities, employees can connect and enjoy time with their families and friends. We accommodate both online and onsite festivities, ensuring all can participate. Additionally, we provide attractive employee benefits like flexible benefits, health and wellness programs, and a remote work policy, fostering a healthy work-life balance.

In our industry, the most significant HR challenges revolve around attracting and retaining top talent amidst a fiercely competitive job market. Additionally, addressing the digital and technology gaps through effective training and development programs is crucial to ensure our employees remain current and equipped with the necessary skills.

Our company offers a variety of teamwork activities aimed at fostering collaboration and camaraderie among employees. This includes regular team-building exercises conducted monthly through our Health's Club initiative. We also have The Culture Transporter group dedicated to sustaining the Novo Nordisk culture, promoting a sense of belonging and unity among team members. Additionally, we facilitate cross-functional projects and job rotations, providing opportunities for employees to collaborate with colleagues from different departments, enhancing their skillsets and promoting a culture of teamwork throughout the organization.

The Best Places to Work certification is a highly sought-after recognition that can greatly enhance a company's reputation, draw in top talent, and foster a positive workplace culture. It can demonstrate the company's dedication to employee well-being and inspire employees to uphold high standards, fostering a sense of pride and motivation. Overall, the certification is very valuable for companies looking to stand out, attract top talent, and cultivate a positive work environment.

In preparation for obtaining certification, it's crucial to be ready to collect and assess extensive data concerning HR processes, workplace culture, and employee satisfaction. This involves actively involving employees in the process, soliciting their feedback and insights to ensure alignment with organizational goals and values. The certification is just one aspect of creating a positive work environment - it's important to continue to prioritize employee well-being and engagement even after you receive the certification.

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.

At Allianz Trade Morocco, employee engagement is a top priority. We encourage open communication, host regular team meetings, and provide one-on-one discussions with managers. Our Internal Ambassador program ensures we listen to employee input and take action. We offer skill development through Business Academies and prioritize employee well-being with mental health, work-life balance, and physical wellness initiatives. Embracing diversity and inclusion, we ensure every employee feels valued. Our holistic approach aims to create a supportive and rewarding environment where employees thrive both personally and professionally.

In the trade credit insurance industry, several significant HR challenges persist, reflecting the dynamic nature of the sector and the evolving needs of businesses. One prominent challenge is talent acquisition and retention, particularly in specialized roles such as underwriting and risk assessment. With increasing demand for skilled professionals in these areas, attracting and retaining top talent is a priority. Additionally, adapting to technological advancements and digital transformation presents a challenge, as it requires upskilling existing employees and recruiting individuals with expertise in areas such as data analytics and automation. Lastly, fostering diversity and inclusion remains an ongoing challenge, as our group works towards creating a more representative workforce that reflects the diverse markets it serves.

We offer a variety of teamwork activities designed to foster collaboration, strengthen relationships among our employees. We organize interactive workshops facilitated by professional trainers to enhance communication, problem-solving, and teamwork skills. These workshops often include team challenges, role-playing exercises, and group discussions aimed at promoting collaboration and trust among team members. We also encourage employees to participate in community service projects and volunteering initiatives through our CSR Internal committee. Whether it's organizing a charity event, participating in a cleanup drive, or volunteering at a local shelter, these activities not only promote teamwork but also contribute to making a positive impact in the community.

Our journey towards achieving the Best Places to Work certification has been both rewarding and enlightening. It has served as a valuable opportunity for introspection, allowing us to reflect on our organizational culture, employee satisfaction, and overall workplace environment. Throughout this journey, we have gained valuable insights into the factors that contribute to our employees' well-being and engagement, as well as areas where we can further improve and innovate. We are very proud our of 1st raking as Best Place to Work in Morocco (SMEs category) and also having been recognized 4th Best employer in Africa and 11th Worldwide which reaffirmed our belief in our organization's values and vision. Moving forward, we are committed to building upon this foundation and continuously striving to create an even better workplace for our employees.

When implementing the certification process for your organization, prioritize transparency, communication, and employee involvement. Engage with your team to gather feedback and insights on areas for improvement. Ensure alignment between your organizational values and the certification criteria. Develop a clear roadmap outlining the steps and timelines for certification. Finally, embrace the process as an opportunity for growth and continuous improvement.

At Novo Nordisk, we are led by a set of values known as the Novo Nordisk Way, underpinning these values are 10 essential behaviors. One of these behaviors is to create and sustain a healthy and engaging working environment. Our 'Speak Up' policy encourages open communication and idea-sharing for continuous improvement. We facilitate transparent communication through regular 1:1s with People Leaders and teams, initiatives like the "Boots-on-the-Ground" campaign, and "Listening Tours". Recognizing the importance of flexibility, we support our staff with a 3-day in-office policy, promoting work-life balance and remote work options.

Challenges in attracting & retaining skilled professionals with requisite experience especially in specialized areas such as research, medical, regulatory and market access are top of the list in the pharmaceutical industry. 

A 360 approach to employee wellness is key to facilitating a healthy organization and an engaged workforce, this is why our BAMEAC Roadmap to Health & Wellness Journey and more specifically the It Starts with Me Campaign were so crucial to our collective success with wellness. This campaign was developed to make wellness a personal journey by reminding everyone in the team that to make changes for our health, we must believe that change starts within each one of us. It is our commitment to our unique journey that will bring about sustainable improvements.

There are several other initiatives that we provide as an affiliate, such as offering an array of fresh fruits twice a week ensuring we are encouraging a healthy lifestyle with our staff. Through the Wellness Team, we have also arranged for chair yoga and other meditation.
 

We have participated in Best Places to Work since 2021 and 2023 was a special year as we celebrated 100-years of Novo Nordisk, and we were awarded number 1 Best Places to Work in South Africa and number 1 in the continent of Africa. In 2023 we also participated in Best Places to Work for Women for the first time, and we received our certification with particularly good engagement scores. This is important as we employ 77% females in our organisation. It has been a wonderful experience which has allowed us to benchmark ourselves externally. 

It is a simple and user-friendly process with support from the Best Places team. Being recognized as a top workplace has enhanced our employer brand, making it more attractive to top talent and aids in retaining existing employees. The employee survey provides valuable insights into employee engagement and satisfaction, this feedback then guides improvements in the workplace. Participation allows an organization to benchmark their workplace practices against industry standards, fostering continuous improvement.

At Faptic, we believe in actively engaging employees to foster a positive and productive work environment. We offer professional development opportunities with 8 paid hours per month for growth and learning aligned with career goals. We recognize and celebrate achievements, big and small, showing appreciation for everyone's hard work. Transparent communication is encouraged, allowing employees to share thoughts, ideas, and concerns directly with leadership. We organize team-building events, off-site retreats, virtual team lunches, and occasional parties to build camaraderie. Additionally, we encourage a sense of ownership and autonomy, as we believe empowered employees are more engaged and motivated to contribute their best efforts.

HR landscape in the IT industry is evolving rapidly, challenges are consistently identified, so strategic and proactive approach from HR professionals is needed. One of the most important challenges is Talent Shortage and Competition, as the demand for skilled IT professionals often exceeds the available talent pool. Attracting and more importantly, retaining top talent in a highly competitive market is a persistent challenge.

At Faptic Technology, we understand the importance of fostering a positive and collaborative work environment through various teamwork activities. That's why we organize team-building events and off-site retreats, featuring workshops, group discussions, and recreational activities to promote team bonding, communication, trust, and collaboration. Additionally, we host regular virtual team lunches to facilitate informal connections and discussions. Occasional parties are also arranged to celebrate achievements and milestones, providing opportunities for team members to relax and strengthen connections. Furthermore, we support ad-hoc gatherings initiated by team members, whether it's a quick coffee break or a spontaneous evening out, as they contribute to a more dynamic and collaborative workplace culture.

Our journey towards Best Places to Work (BPTW) certification in 2023 was both illuminating and rewarding. We approached it with professionalism and dedication, recognizing its significance to our team. The process was rigorous, covering various aspects crucial to a thriving workplace, from employee surveys to evaluating policies. It challenged us to continuously improve and align with industry standards. The feedback from our employees was insightful, allowing us to celebrate successes and identify areas for further enhancement transparently. Finally, our entire team felt immense pride being placed 6th Romania and 15th Europe-wide, it generated a real buzz as an acknowledgement and validation of the working culture we are striving for.

Implementing the Best Places to Work (BPTW) certification process is invaluable for enhancing employee satisfaction, retention, and overall organizational success. Essential steps include securing leadership commitment to signal dedication, transparently communicating the benefits to all employees, reviewing and aligning policies with certification criteria, maintaining accurate documentation, and regularly recognizing achievements to boost morale and motivation throughout the journey.

Fujitsu Global Delivery Center (GDC) Philippines prioritizes employee engagement through diverse activities, both virtual and on-site. Our Quarterly Team Development program empowers teams to lead and enjoy tailored activities. Continuous learning opportunities, engagement surveys, and a rewards program further contribute to a positive work experience. And lastly, we recognize talents through our rewards program to ensure that their efforts and contributions are rewarded.

We've recently tackled three major challenges: a rise in employee mental health concerns, talent retention amidst global opportunities, and ongoing engagement in a hybrid work setup.

We find the right solutions by bringing different perspectives from different groups within the organization. Especially for internal projects, we make sure that we work together to resolve and improve the way we work. We partner with like-minded organizations to provide support to communities and volunteer to programs that matter. Likewise, we enhance camaraderie by making sure there are regular development program opportunities to learn and grow.

It has been an affirmation of the things that we are doing well, that “We are doing the best practice in the industry.” Like a checklist, it helped us to focus on things that matter to provide the best work experience for our employees. 

When seeking certification, cherish every effort by documenting and nurturing it. Prioritize attentive listening and swift action, while acknowledging the significance of your brand image in both attracting and retaining talent. Being part of a company that offers the best work environment brings pride, making this investment truly worthwhile.