The 100 Best Workplaces in Europe 2013 2013
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
>>
Best
Workplaces 2013
Europe
The 100 Best
Workplaces
in Europe
2013
Table of
Contents Welcome
It is our pleasure to present the 2013
edition of 100 Best Workplaces in Europe!
The Best Workplaces Methodology
at a Glance This year, some 2.119 companies Remarkably, there are four companies
participated in national “Best Companies” that have made 100 Best Workplaces in
list competitions across Europe. The Europe list every year since its creation 11
organisations featured in this report years ago. These “Trust Champions” are
represent the 100 Best, divided into three Admiral Group, an insurance company
4 10 size categories:
• The 25 Best Multinational Workplaces
based in the United Kingdom; global
software giant Microsoft; Diageo and
Middelfart Sparekasse, a Danish bank.
These companies are profiled in the “Hall of
The Best Profiles of the Top • The 25 Best Large Workplaces (with
Fame” section of the report, together Cisco
Multinational 5 Multinational more than 500 employees)
and Irma, who have been represented
Workplaces in Workplaces on the European List for 10 years. All six
• The 50 Best Small & Medium Workplaces
Europe 2013 companies have weathered economic
(with between 50 and 500 employees.)
crises, rapid growth and shifting external
This report provides an overview of the demands while maintaining high levels
12 16 methodology used to pick the 100 Best,
as well detailed results and statistics.
of trust, year after year. Adapting to new
circumstances is especially challenging
Also included are profiles of the top five at a company where employees already
The 25 Best Large Profiles of the Top 5 The 50 Best Small & Medium companies on each of the lists, as well as have very high expectations from their
Workplaces Large Workplaces Workplaces in Europe 2013 profiles of the winners of the Great Place management.
in Europe 2013 to Work® Special Awards, which are
presented to companies that excel in the Lastly, we are delighted to include Turkish
areas of employee development, employee companies on the European lists for the
appreciation, and work/life balance. first time. Five companies from Turkey
22 25 30 This year, we have seen pioneering
made the cut this year. With this addition,
there are now 19 nations represented on
companies changing traditional work the European lists.
schemes within their respective industries.
Profiles of the Top Hall of Fame About Great Place For instance, the 100 Best Workplaces Congratulations to all 100 companies!
5 Small & Medium to Work® in Europe in 2013 list includes law firms,
Workplaces
38 healthcare services and staffing companies
– just to name a few – that allow employees
Otto Zell Lorena Martinez
to arrange their work hours schedules.
The Special Awards Director International International List
List Management Management Great
34 48 52 Great Place to Work® Place to Work®
Industry distribution Country distribution
among the 100 Best Nearly 50% of the 100 companies on
The Best Workplaces at a Glance Information Technology &
Telecommunications companies are
the list are based in one of the “Big
5” European countries – France, Italy,
Germany, Spain and the UK. Outside of
the largest industry group on the list, at
the Big 5, Danish companies are the next
28%. Together with professional services
4
Quick facts about the 100 best: companies, these two groups make
most represented group, at 8%. Another
2.119
25% of the companies come from a
7,5%
companies have been up half of all companies recognised on
group of countries composed of Ireland,
represented on the this list. Manufacturing & Production,
Sweden, Norway, Portugal and Finland.
European all 11 years that Financial Services & Insurance, and Retail
The remaining 20% of companies
the list has been published. companies are also well represented
These “Trust Champions”
Average voluntary are contributed by Belgium, Greece,
employee turnover: industry groups; together with IT and
are Admiral Group, Diageo, Switzerland, The Netherlands, Austria,
companies participated in the 2012- 7,5% (increased by Professional Services, these industries
Turkey, Poland and Luxembourg.
19 80
Microsoft y Middelfart
13 Best Workplaces study in Europe 0,3% compared account for ¾ of all listed companies.
Sparekasse.
(+38% compared to 2012) with 2012)
92%
The 2013 list also includes companies in
589.256
valid employee surveys were
the health care, biotech and hospitality
industries, as well as government
agencies and charity organisations. This
variety of industries illustrates the fact
received for this edition of
the study (+58% compared An average, of the employees that any company can become a great
to 2012) among the 100 Best affirm workplace.
that “taking everything into
32
Average years account, I would say this is
in business of a great place to work.” (This
the companies result is consistent with last
represented on year’s statistic).
the European List Biotechnology Poland
2%
Number of countries represented on & Pharmaceuticals
list. This is one country more than last hours per year. Average Government 4% Austria Luxemburg
Others 3% Turkey 0.4%
year; the first Best Workplaces in Turkey commitment to employee Agencies and
3% UK
Charity Organizations Information The Netherlands 2%
list was published in the beginning training. (13% increase 4% Technology 3%
12%
of 2013, and is now part of the Best compared with last year). Hospitality & Telecommuni- Switzerland
26%
4% cations 4%
Workplaces List in Europe competition. Health Care 28% Greece
3% Germany
4%
1.357.985
11%
Belgium
4%
Retail Industry Country
7% Distribution Finland Distribution
5%
Best Workplaces Best Workplaces
Spain
Proportion of Women in in Europe in Europe 9%
Financial Portugal
executive management Services 2013 5% 2013
positions (an increase of 3% and insurance
compared with 2012) 8%
The companies taking part in the study represent a combined Norway Denmark
27/100
5% 8%
1.357.985 employees (+12% compared to 2012).
Sweden
9:1
Professional 6% France
Manufacturing
Ratio of job applicants to existing jobs. & Production
Services Ireland Italy 6%
21% 6%
(Companies received, on average, 9 17% 7%
applications per existing employee in
the past 12 months.) companies are newcomers and appear on the
European List for the first time.
4 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 5
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.
Number of participating companies Overall Trust Index© score
The number of companies participating in the European List contest has consistently Compared to last year’s list, the overall Trust Index© score of the 100 Best Companies
increased since the inaugural list in 2003. In the first year, 550 companies representing dropped with one percentage from 91 to 90. We see this slight reduction occurring on
12 countries participated in the contest. This year, 2.119 companies from 19 countries each of the three lists.
participated.
Looking across the three lists, the Top 50 Small & Medium Workplaces list has the
This year’s list contest saw a 38% increase in participating companies in 2013, as highest overall Trust Index© score. This is consistent with a trend we have observed
compared to the 2012 contest – the largest increase in participation in the list’s 11 for many years: that smaller organisations typically have a higher Trust Index© score.
year history! More and more companies are joining the competition, eager to measuring It is challenging for larger organisations to maintain a high level of personal contact to
themselves against the best. employees (as is often a defining factor in smaller companies), which influences their
Trust Index© scores.
Numbers of Participating Companies in the European Lists 2003-2013 Looking at the European 100 Best Workplaces in Europe 2003-2013
List over the last years, TI score Linear (TI score)
2500 there are ups and downs
2000
in the overall Trust Index© 88
score, coinciding with
1500 economic downturns and 86
crises. It is important to
TI Score
1000 note, however, that best 84
500 companies are often not
82
as acutely affected by
0 economic downturns, and
80
2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 generally recover faster
2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013
than their counterparts.
The long-term trend sees the
overall Trust Index© score Trust Index© score by list caegory
going up, which equates 2012 2013
to ever- stiffer competition
at the European level. The Top 25 MNCs Top 25 Large Top 50 SMEs
Best Workplaces in Europe are job creators scores of the 100 Best are
Within the past 12 months, the 100 Best companies increased their total number of getting higher and higher,
employees by 7%, on average. In “real” numbers, this 7% growth translates into the raising the bar for companies
creation of 7.172 new jobs – a remarkable achievement in the light of the rather slow that benchmark themselves
recovery of the European economy. Germany is leading this growth, adding thousands of against the best. This also
jobs. France, Norway, Sweden and – surprisingly – Spain are among the other countries means that it is getting
80 81 85 86 91 92
that saw notable spikes in new job creation. tougher for companies to earn
and maintain their position on
However, not all companies represented on this list were able to increase their staff. Even the 100 Best Workplaces in
our best companies at times must downsize, and the companies representing Greece, Europe list.
Turkey, Switzerland, Ireland and Italy all reduced their total number of employees during the
last 12 months.
6 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 7
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.
Comparison across regions Most improved areas
How do European companies rank when we compare since 2003
them against other best workplaces from other parts of
We wanted to see which areas the best
the world? Overall, the best workplaces around the world
workplaces have improved most during the
compete on a similar, very high level. In terms of the
past 11 years. Companies have specifically
overall Trust Index© score, Latin America and the United
done well in areas like work/life balance
States are at the same level, with a TI score of 86%.
and profit sharing, as measured by the
Europe is slightly ahead by one point, with overall TI score
increases in the associated Trust Index©
of 87%.
statements. We also see substantial
Differences across regions become more visible when increases in employees wanting to work for
looking at the single Trust Index© dimensions of their respective company for a long time, and
Credibility, Respect, Fairness, Pride and Camaraderie. in the avoidance of workplace politicking and
European companies score highest in the dimensions of backstabbing.
credibility, fairness and camaraderie, while Latin American
companies have the highest average score within the
pride dimension. In contrast, US companies score best
within the respect dimension, which covers issues like
support, collaboration and care.
Most improved statements since 2003
95%
90%
Europe 100 Best Workplaces 2013 compared to other regions 85%
TI Score Credibility Respect Fairness Pride Camaraderie 80%
75%
70%
65%
60% I am able to take time off from work when I think it´s necesaary
People avoid politicking and backstabbing as ways to get things done
55% I feel I receive a fair share of the profits made by this organisation
86 86 84 83 90 88 88 87 86 86 89 90 86 85 86 84 89 89
I want to work here for a long time
50%
Latin America 100 Best 2013 Europe 100 Best 2013 USA Fortune 100 Best 2013 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013
8 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 9
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.
How we pick the 100 50 countries, including 19 national studies in
Europe, which are carried out by a network
Best Workplaces of affiliate offices. More than 2.100 European
companies participated in the 2013 edition
The 100 Best Workplaces in Europe of the 100 Best Workplaces in Europe study.
list is produced by Great Place to Together these companies represented more
Work®, which has identified and than 1.3 million employees. All employees
conducted research about great participated in the Great Place to Work survey
workplaces for more than 25 years. by filling out the Trust Index©, an employee
The first research started when the survey, and providing anonymous, written
co-founder of Great Place to Work,
Robert Levering, co-authored the
opinions about their organisations. About the Great Place To
bestselling book The 100 Best Any organisation with more than 50 employees Work® Trust Index© Survey
Companies to Work for in America
with Milton Moskowitz.
can appear on the list of the 100 Best and Culture Audit©
Workplaces in Europe. All companies are
evaluated under the same basic methodology: The majority of the information in this
The first list of the Best Workplaces in our extensive employee survey – the Trust publication comes from two sources, both
Europe was published in 2003. The Index© – accounts for two-thirds of the final of which are required for any company to be
creation of that list was supported score, while an independent evaluation of considered by Great Place to Work to appear
by the European Commission, management practices – the Culture Audit© on the 100 Best Workplaces in Europe list.
which sought to help the business – accounts for the remaining one-third of the
community on the continent develop score. The Trust Index© is a standardised survey
great workplaces, improve overall tool developed by Great Place to Work®.
quality of life and enhance the To begin the process of determining which The survey includes 58 statements related
competitiveness of European industry. companies appear on which European list, to the five dimensions of the Great Place to
Great Place to Work divides organisations All three lists are compiled from Work model or definition of a great workplace
Great Place to Work today conducts into multinational and national companies. the highest scoring companies from the employees’ perspective. Employees
national workplace studies in nearly All companies that have more than 1,000 across the 19 European nations respond anonymously to each statement
employees, operate in at least three (3) in which Great Place to Work on a scale of 1 to 5: with 1 being “almost
countries and have 40% of their workforce operates. Multinational companies always untrue”, 2 as “often untrue”, 3 as
working outside their home country are that are represented because “sometimes untrue” and “sometimes true”,
classified as Multinational Companies of their involvement on multiple 4 as “often true” and 5 as “almost always
(MNC). Only those MNCs that are listed on countries’ best companies lists true”. A random, but representative, sample
at least three (3) national Best Workplaces have their scores averaged for of all employees – including managers – are
Lists in Europe over the last 12 months move consideration for the European invited to complete the survey. In smaller
Methodology forward in the competition. MNCs that are
not recognised on at least 3 national Best
list. MNCs are given extra points
based on the relative number of
organisations, all employees receive a survey.
Workplaces Lists will not be recognised on The Culture Audit© questionnaire provides
employees and relative number of
European level; this is because Great Place to a detailed overview of a company’s policies,
countries in which they participate
Work recognises MNCs that have successfully practices and value system. It includes both
in the contest.
established a great workplace culture that statistical data and open-ended question, and
transcends national cultures and borders. is usually completed by a company’s Human
Resources manager and other senior leaders.
There are two other lists. National companies The Culture Audit© is evaluated based on
(that are not MNCs) are divided into two size standardised methodology developed by
categories, resulting in a list of the 25 Best Great Place to Work®.
Large Workplaces and the 50 Best Small &
Medium Workplaces.
10 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 11
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.
Company name Country Industry Number of
employees
1 Microsoft Austria, Belgium, Denmark, Software 13160
Finland, France, Germany,
Greece, Ireland, Italy, Norway,
Poland, Portugal, Spain,
Sweden, Switzerland, The
Netherlands, Turkey, UK
2 Admiral Group Italy, Spain, UK Financial Services 5665
& Insurance
• Admiral Group
• Balumba &
Qualitas Auto
• ConTe.it
3 NetApp France, Germany, The Hardware 1517
Netherlands, Switzerland, UK
4 SAS Institute Belgium, Finland, France, Software 1946
Germany, Italy, Norway,
Poland, Portugal, Spain,
Sweden, Switzerland, The
Netherlands
5 W.L. Gore & France, Germany, Italy, Manufacturing & 1483
Associates Sweden Production
6 Coca Cola Denmark, France, Spain, UK Beverages 1103
7 Diageo Germany, Greece, Ireland (2), Beverages 1735
Spain
8 Quintiles Germany, Ireland, Italy, Spain, Biotechnology & 5611
The Netherlands, UK Pharmaceuticals
• Quintiles
Best Multinational • Quintiles
Commercial
Workplaces 2013
Germany
9 Hilti Belgium, Denmark, Finland, Retail // Specialty 3329
Sweden, Switzerland, Turkey
10 Affecto Denmark, Finland (2), Sweden IT Consulting 751
• Karttakeskus
11 National France, Germany, Italy, UK Electronics 462
Instruments
12 eBay France, Germany, Ireland, UK Retail 3589
12 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 13
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.
Company name Country Industry Number of Company name Country Industry Number of
employees employees
13 EMC Austria, France, Ireland, Storage/Data 7777 22 Danone Austria, Germany, Italy, UK(3) Food products 1071
Italy, Poland, Spain, Sweden, Management
Switzerland, The Netherlands, • Danone
Turkey, UK Waters
• Mellin Spa –
14 McDonald's Belgium, Denmark, Finland, Food and 127970 Danone Baby
France, Ireland, Norway, Beverage Service Nutrition
Sweden, The Netherlands, UK, • Danone Baby
Switzerland Nutrition
• Milupa–
15 Medtronic Denmark, Italy, Portugal, Biotechnology & 5187 Danone Baby
Spain, The Netherlands, UK Pharmaceuticals Nutrition
• Danone Dairy
16 Mars Austria, Belgium, Denmark, Food products 4932
France, Greece, Ireland, Italy, 23 ING Germany (2), Luxembourg, Banking/Credit 5319
• Royal Canin Poland, Portugal (2), Spain (3) Spain Services
• Wrigley's Switzerland • Interhyp
• ING Bank
17 Cisco France, Germany, Italy, Information 3373 • ING-DiBa
Norway, Portugal, Spain, Technology • ING Direct
Switzerland
24 Accor Austria, Portugal, UK Hotel/Resort 15568
18 Adeo Group France, Italy (2), Spain (2) Retail // Specialty 39888
• Leroy Merlin 25 Unilever Greece, Italy, Portugal Manufacturing & 3664
• Aki Bricolaje Production
• Bricoman • Elais
• Unilever
19 Japan Tobacco Ireland, Italy, Spain, Turkey Beverages and 830 Jerónimo
International tobacco Martins
20 Novartis Germany, Greece, Portugal, Biotechnology & 4307
Spain Pharmaceuticals
21 Grünenthal Italy, Spain, Switzerland Biotechnology & 550
Pharmaceuticals
• Grünenthal
Pharma (Sp)
• Prodotti
Formenti (It)
• Proto
Chemicals
(Ch)
21 SAP Austria, Germany, Ireland Software 16458
14 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 15
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.
employees are entitled to additional days to a different department in the company.
off work whenever they need to spend This ensures that the MoF remains fresh
Profiles of the Top extra time with their children, flexible and interesting and that everyone in the
working hours, and working from home company gets involved. This ensures that
5 Multinational options (using the latest technology the MoF remains fresh and interesting
Workplaces solutions). Microsoft also provides free
medical care for the entire family, and
and that everyone in the company gets
involved.
organises special themed events and
gives presents to employees’ children
(Christmas, Family Picnic).
Admiral Group
#2
Microsoft
Admiral Group is a car
#1
Microsoft Corporation is insurance provider that
the world’s best-known manages 14 brands
technology company. in seven countries.
Founded in 1975, The company believes
Microsoft has offices in that the Admiral culture makes it a
more than 100 countries and employs great workplace and is the single most
more than 90,000 people at a global important contributor to its success. The
level. At Microsoft, people are motivated phrase that underpins the Admiral Group
and inspired by how customers use culture is simply, “People who enjoy what
Microsoft software to find creative they do, do it better.” The focus is on
solutions to business problems, develop four key pillars: communication, equality,
ground-breaking ideas, and stay reward and recognition, and fun. These
connected to what’s most important to principles work together to create an
them. with a particular focus on pregnant environment that results in people looking
women and those on parental leave after forward to coming to work and giving
Microsoft values work/life balance and the birth of a child, as well as employees that little extra effort when they are at
provides its employees with a range taking care of children up to 14 years of work.
of programs that promote equilibrium age.
between their personal and professional Fun is a big component of working for
lives. One such program is the Working The program sets forth specific solutions Admiral Group. The company celebrates
Parent Policy, which is designed to that enable working parents to balance as many events and occasions as
address the needs of parents, and covers their professional load with personal possible, both through its “Ministry of
a range of benefits available to those who responsibilities. It helps them plan their Fun” and the organisation as a whole.
combine active professional involvement activities, providing a varied and broad This fits in with the company philosophy
with pregnancy or childcare. The Working framework of available working models, of making work a fun place to be. The
Parent Policy applies to all employees, as well as a sense of security and Ministry of Fun (MoF) moves each month
safety. Under the Working Parent Policy
16 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 17
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.
technology) give presentations about
their respective departments, allowing
trainees to gain knowledge specific to
individual business units or job roles.
NetApp SAS Institute The fundamental goal of the Academy
#3 #4
is to give candidates the opportunity to
NetApp is an SAS Institute has learn about the company. At the same
information technology more than 35 years of time the company may identify the best
solutions company experience in the field candidates for positions. In practice, all
specialising in of business analytics. graduates of the Academy are offered
data storage and Its software helps clients take advantage a position as a Junior Consultant with
management. It produces products of analytics in business management, flexibility that allows them to juggle work
and services designed to guarantee and work more efficiently in daily and studies.
continuous access to critical business operations of an organisation.
data and a simplification of clients’
business processes. SAS Institute believes in investing in the
future through programs for employees.
NetApp espouses a philosophy that One such investment is The Young
sharing as much information as possible Talents Academy, operating since 2003,
leads to a culture of trust. As NetApp an educational program targeted for the
grows and hires more employees, best students of the final years of their IT
it makes available a large number studies. The program gives participants
of resources designed to share that a unique chance to work with state-
information. of-the-art business applications. Many
are offered a job within a renowned,
NetApp believes that its commitment to international client company while still
transparent communication is key to its students.
continued business success. All leaders
and managers are committed to making The Young Talents Academy provides a
sure all employees are well-informed series of free trainings in SAS technology.
and work together to achieve common All courses are taught by instructors
company goals. Senior management from SAS Institute Training Center and
shares news openly and frequently with are held in the company’s offices. This
employees. Whenever significant issues allows candidates to learn more about
do arise that affect the company as a SAS and to get to know its employees.
whole, they are conveyed directly from Additionally, directors of all main
the top, without repositioning or filtering. business units (communications and
energy, banking, industry, insurance,
18 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 19
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.In the PDP, the associate describes his
or her situation, a development plan over
the next three years, areas of strength and
areas for development. Once the plan is
established, the associate maintains an on-
going dialogue with the sponsor, ensuring
that the plan is supported. In cooperation
with the sponsor, Associates update their
W.L. Gore & Associates development plan twice yearly.
#5
For more than 50 To ensure that all associates have a PDP,
years, the name W.L. there is a special PDP follow-up or review
Gore & Associates during a reward committee meeting each
has been associated autumn. This creates an opportunity to
with technology in sum up development needs for the different
synthetics processing that is used to areas of the organisation.
make electronic and industrial products,
medical goods and functional textiles.
Personal development is an important
activity at Gore. Every associate, upon
joining the company, is given time
to set up a Personal Development
Plan (PDP). Each is assigned a
personal ‘Sponsor’. One of the main
responsibilities of that sponsor is to help
his or her “sponsee” grow, even though
each individual associate drives and
establishes his or her own PDP. Before
the PDP is established, the associate
assesses functional abilities, business
competencies and personal skills. This
assessment enriches the dialogue
between the sponsor and sponsee.
20 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 21
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.Company name Country Industry Number of
employees
1 Capital One (Europe) UK Financial Services 1089
& Insurance
2 Schoenen Torfs Belgium Retail 571
3 EnergiMidt Denmark Energy 667
Distribution
4 DIS Germany Staffing & 660
Recruitment
5 HYGEIA Hospital Greece Health Care // 1285
Hospital
6 ROFF Portugal IT Consulting 524
7 Davidson France Consulting 800
Engineering
8 TIVOLI Denmark Hospitality // 1364
Hotel/Resort
9 Rackspace UK Information 842
Technology
25 Best Large 10 Vector Informatik Germany Software 881
Workplaces 2013 11 Accent Jobs for People Belgium Staffing &
Recruitment
608
12 Great Places Housing UK Non-profit 599
Group and Charity
Organisations
13 Beierholm Denmark Accounting 522
14 SBK Siemens- Germany Financial Services 1726
Betriebskrankenkasse & Insurance
15 IRMA Denmark Retail // Food/ 2265
Grocery
16 SE Denmark Energy 720
Distribution
17 Sparda-Bank München Germany Banking/Credit 671
Services
18 Diamantis Masoutis S.A. Greece Retail // Food/ 5776
Supermarkets Grocery
22 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 23
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.brings everyone in the company together
Company name Country Industry Number of
to brainstorm innovative ways to fulfil
employees Profiles of the the company vision, “Let’s Make Lives
19 Bright Horizons Family
Solutions
UK Education &
Training
2306 Top 5 Large Better.” During the day, employees explore
the vision, reconnect with it and develop
20 Paul Bauder Germany Building Materials 609
Workplaces inspiration from it. Vision Day provides an
opportunity for employees to see the ways
21 Topaz Energy Limited Ireland Retail // Specialty 1600 that Capital One makes lives better and
how they, as individuals, can and contribute
22 Flight Centre UK Travel Agencies/ 1623 to the company vision.
Travel
Management
23 elobau Germany Electronics 538
24 VSA Germany Software 991
Unternehmensgruppe
25 Diacor terveyspalvelut Finland Hospital 650
Capital One (UK)
#1
Capital One’s two core
values are: “Excellence”
and “Do the Right Thing.”
To achieve excellence, the
company, one of the UK’s
largest credit card companies, hires the
best people possible. It always holds itself
accountable, and strives to make bold
decisions. The company’s vision is “Let’s
Make Lives Better,” which applies to
employees, customers, community and
the environment.
Capital One has a number of programs
for employees that support both personal
and career growth leading to a culture of
recognition and rewards. For example,
team members are personally thanked
by the Managing Director when a
department has gone the extra mile to
help the business succeed. They are
rewarded in a departmental celebration.
To ensure that employees are connected
with Capital One’s vision, the company
hosts an annual Vision Day which
24 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 25
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.EnergiMidt is characterised by a high
degree of self-management and cross-
collaboration. Employees are expected
to take responsibility across the value
chain. Last year, the company provided
courses in self-management. Today, 39 DIS AG (Germany)
Schoenen Torfs (Belgium) EnergiMidt (Denmark) employees continue the implementation
#2 #3
of that effort through commitment and With 660 employees in 175 branches,
Schoenen Torfs is a EnergiMidt is a Danish understanding the concept of self- DIS AG is one of the six largest
shoe retailer based in energy and broadband management. recruitment agencies in Germany.
Flanders that employs company that employs Headquartered in Düsseldorf, DIS AG
571 people. The close to 600 people recruits staff in the finance, industrial, IT,
company is proud of and serves more than office and management, and outsourcing
the family spirit within which it operates. 176,000 customers. The organisation’s and consulting sectors. Apart from its
Torfs distinguishes itself as a values- mission is to increase comfort within core business in temporary employment
driven company where employees enjoy private homes and to optimise the recruitment, DIS AG provides all forms
coming to work. Its philosophy is that operation of companies through its of modern employment services and
happiness doesn’t start after work ends; services. solutions, including personnel placement,
everyone should enjoy themselves while project management, HR consulting, and
on the job. EnergiMidt recently created a new
professional training and development.
strategy that will be implemented
Torfs places great importance on through 2015. The organisation values
corporate social responsibility. To the ideas of its employees; they were
stimulate the involvement of employees active participants in the development
giving back to the community, every and implementation of the company’s
employee is given a child to sponsor new strategy. Employees assessed
as part of the Cucina Project. With workplace values and helped articulate a
the help of this project, 67 Nepalese long-lasting and concrete set of shared
children get a chance for a better values in the EnergiMidt workplace. The
education and a better future. Torfs plan was launched with a New Year’s
takes care of the financial commitment reception where a warehouse was
while employees are responsible for transformed for a New Year’s banquet.
#4
developing relationships with the children After a concert, breakfast was served
they sponsor through letters and to all, and management presented the
correspondence. To keep employees broad outlines of the new strategy.
posted about what’s happening in Nepal,
the company publishes a joint Torfs-
Cucina newsletter, called Cucina Kontakt,
every two months.
26 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 27
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.DIS AG invests heavily in knowledge HYGEIA continually seeks ways to
management for the purpose of reward employees for their long-lasting
promoting employee development. contributions to the organisation. Each
The DIS Academy, with a high calibre, year, it awards close to 70 employees
generous seminar catalogue, is grounded with recognition that includes a €1,000
in the concept of “Lifelong Learning.” check. The company also awards
The principle doesn’t stop there! The the best employee of the month by
company offers diverse development communicating their names across the
programs tailored to employee skill sets organisation. Every six months, a contest
and experiences. is held which gives employees a chance
to win a trip for two to a destination of
Communication is another strong the employee’s choice. Employees also
component of DIS AG’s culture. The receive training based on their individual
company uses numerous opportunities development plan. Often HYGEIA funds
to gather and share information. The employee education for graduate studies
practice is that communication principles or foreign language courses.
are innovative, open and include all
members of staff.
HYGEIA (Greece)
#5
For more than 35 years,
HYEIGA Hospital,
the first major private
hospital in Greece, has
provided high quality
health services with respect to and
sensitivity for People, Society and the
Environment.
HYGEIA Hospital covers all areas of
primary and secondary care. Spread
over 17 floors, it has 18 operating rooms
and 440 beds. More than 129,000
patients are treated annually, with 13,000
surgeries and 1 million tests performed
each year. It is the first and only hospital
in Greece that has received the top
accreditation in the world for quality and
safety in health services by the agency
Joint Commission International (JCI).
28 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 29
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.Company name Country Industry Number of
employees
1 Futurice Finland Software 156
2 Webstep Norway IT Consulting 232
3 Centiro Solutions Sweden Software 76
4 Impact International UK Management 99
Consulting
5 Key Solutions Sweden Business Process 69
Outsourcing / Call
centers
6 Baringa Partners UK Management 254
Consulting
7 Tenant & Partner Sweden Real Estate 50
8 EiendomsMegler 1 Midt Norway Real Estate 179
Norge
9 Fondia Finland Legal 87
10 Softcat Limited UK IT Consulting 490
50 Best Small 11 Blocket Sweden Online Internet 92
& Medium 12 Bofællesskaberne Edelsvej Denmark
Services
Social Services and 63
Workplaces 2013 Government Agencies
13 GRUPO CH - CH Business Portugal Management 75
Consulting Consulting
14 UKFast UK Information 151
Technology // Internet
Service Provider
15 Hartmanns Denmark Professional Services 140
// Security
Colors: BLACK = 100%
ORANGE = C:0; M:35; Y:100; K:0 or PANTONE 021 Orange
WHITE = pure white
16 AE Belgium IT Consulting 138
17 Octo France IT Consulting 157
Information & contact: Out of the Crowd, Mazelstraat 35, 1745 Opwijk, T +32 52 55 33 26, info@outofthecrowd.com, www.outofthecrowd.com
18 Piteå Kommun Städenheten Sweden Social Services and 86
Government Agencies
19 Herning Kommunale Denmark Health Care 71
Tandpleje
30 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 31
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.Company name Country Industry Number of Company name Country Industry Number of
employees employees
20 Intuit UK UK Software 64 38 Novia Finland Finland Business Process 95
Outsourcing / Call
21 Kvadrat Denmark Textiles and textile 138 centers
products
39 Convista Consulting Germany IT Consulting 248
22 Brand Learning UK Professional Services 96
40 FINN.no Norway Online Internet 329
23 InfoJobs Spain Information 167 Services
Technology
41 Virgo Health UK Advertising and 58
24 Terramar Norway Management 52 Marketing
Consulting
25 Kantega Norway IT Consulting 97
42 mnemonic Norway Information 103
Technology
26 thuiszorg vlerminckveld Belgium Social Services and 195
Government Agencies 43 SKAGEN Fondene Norway Financial Services & 130
Insurance
27 Frontit Sweden Management 64
Consulting 44 R Spain Telecommunciations 203
28 Middelfart Sparekasse Denmark Banking/Credit 215
45 Version 1 Ireland Software 350
Services
29 Schindlerhof Klaus Kobjoll Germany Hotel/Resort 72 46 Accuracy France Consulting-Actuarial/ 101
Risk Assessment
30 ORMIT The Management 172
47 Core Media Ireland Advertising and 135
Netherlands Consulting
Marketing
31 Lodam electronics Denmark Electronics 84
48 Melissa Kikizas Greece Food products 211
32 Pentasys Germany IT Consulting 161
49 Bursagaz Turkey Energy Distribution 241
33 R Twinings and Company UK Food Products 106
34 Umoe Consulting Norway IT Consulting 65 50 Euro Car Parks Ireland Property Management 178
35 St. Gereon Seniorendienste Germany Residential care 269
services
36 Gatewit Portugal Information 75
Technology
37 Vincit Finland Software 65
32 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 33
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.(MAD) Meeting where each employee
goes over his or her goals with their
Profiles of the Top peers. The meeting is organised as a
conversation where everyone walks
5 Small & Medium through objectives and accomplishments
Workplaces of the past six months. Topics include:
what each of the participants achieved in
the last month, how they have developed Centiro Solutions (Sweden)
#3
and learned, and what they plan to do in
the upcoming month. Founded in 1993,
Centiro Solutions is
MAD supports Futurice company a Swedish software
values by enhancing transparency, company specialising
highlighting the importance of continuous in transportation,
improvement, and inspiring confidence in logistics and supply chain management.
career and professional goals by allowing Its solutions are used around the clock
employees to share them publicly. by some of the world’s largest brands
In order to ensure MAD’s continued by hundreds of thousands of end-users.
success and commitment to high quality, Centiro currently employs nearly 80
some team members are trained to be people who are encouraged to challenge
MAD coaches. They are responsible for and develop themselves within a
Futurice (Finland) facilitating the meetings and making sure nurturing workplace culture.
each team member actively discusses
#1
Founded in 2000, Futurice goals, achievements and learnings. Webstep wants clients to enjoy
is a Finnish software working with the consultants assigned
service company that to their projects, both as people and
develops customers’ professionals. Its vision is to be the first
businesses by building choice for both clients and consultants.
user-driven web and mobile services. Throughout 2011, Webstep developed
The company builds both consumer and and tested a concept called the Hero
business-critical solutions for a variety of Webstep (Norway) Project. Individual consultants often
#2
industries. Futurice’s major customers develop expertise in different areas, and
are international operators, device Webstep is in high- this knowledge is potentially important
manufacturers and media companies. It end IT and business and useful for various Webstep clients.
currently employs more than 150 people intelligence solutions The Hero Project has resulted in about
at its Helsinki headquarters and across and provides clients a dozen consultants signing up as
offices in Tampere, Berlin, Düsseldorf with experienced “heroes” in their special field, ready to
and London. Futurice is no stranger senior consultants to help them achieve make special appearances with clients
to the European Best Companies list. business goals. Webstep has an exciting other than their own. By guest-hosting a
The is the second year in a row that it and unconventional structure and model presentation, a workshop or an analysis,
has appeared as Europe’s #1 Small & that is tailored to its culture. People Webstep showcases the flexibility and
Medium Workplace. are central to Webstep; the company breadth of knowledge that consultants
goes to great lengths to ensure that possess. Clients then gain access to
Futurice hosts monthly staff events called they are cared for and supported. This extra expertise and the consultant is
FutuFridays, which take place at each year, Webstep’s hard work and focus recognised for his or her work.
company office. FutuFridays always start on culture landed them the top spot on
with the Monthly Anonymous Developer Norway’s best companies list.
34 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 35
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.Centiro promotes a culture of Impact’s believes that all of its activities
understanding. Part of this culture is in the marketplace, workplace and
ensuring that employees know that environment should positively affect the
mistakes are part of doing business. community, and that these activities
Employees feel so comfortable with enhance its brand and productivity. As
the role of mistakes in business that such, the company measures success
an informal club was created where against a “triple bottom line” with targets Key Solutions (Sweden)
employees get together for humorous for community interaction, environmental
#5
meetings to talk about the mistakes impact, employee engagement and Key Solutions is a sales
they’ve made and what they’ve learned profitability. Impact has developed tools agency that focuses on
from them. The key is to encourage to measure and assess success in each streamlining the sales
openness and avoid guilt or anxiety that of these areas and report out regularly on process. Founded in
people might feel about the errors they them. 2008, the company
make. This initially informal club has now has expanded to four offices in Sweden
spread across the organisation and is Impact gives every employee a minimum (going on five) and has 69 employees.
accepted as an important part of the of three working days per year to In 2011, Key Solutions was named
organisation’s culture. complete projects in the community. Best Sales Agency in Sweden, taking
Each interaction must benefit both an important step in becoming a global
Impact and the local community by leader in event and direct sales.
providing a local organisation with a
resource they wouldn’t otherwise have The company is committed to achieving
had access to. It’s also a development this goal by creating sustainable sales
opportunity for the employee. In the methods and investing in its people, who
last 12 months, Impact employees are at the heart of the organisation. The
have completed 167.5 days with 27 theory is that by giving team members
community partners. the best conditions in which to thrive,
they will, in turn, invest in making the
company succeed and grow.
Impact International (United An important value at Key Solutions is
Kingdom) Impact celebrates professional listening to and supporting their people,
milestones, but also encourages get-
#4
even in situations outside work. One
Impact International togethers for social gatherings such as example of the company’s commitment
specialises craft fairs, charity events, concerts, and to helping employees in their personal
in leadership story telling around the fire. Employees lives is when a particular employee
development with work together with a policy of open and wanted to move away from the town in
services that help honest dialogue. Impact prides itself on which he lived because of a change in
people work more effectively together. providing a high-trust workplace. The a personal relationship. The employee
Founded in 1980, this values-led result is the company attracts people was given the opportunity to move to an
organisation is grounded in treating its who are supported in achieving their office in another city and received help
people with respect, promoting a healthy, professional dreams. finding a new apartment and generally
safe, dynamic, diverse, meaningful and getting settled in the new city.
balanced workplace.
36 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 37
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.An elite group of 4 companies has These six companies have not only created great workplaces, but also sustained
this high standard over a long period of time. We asked these companies about
earned a spot on every European Best their experiences in creating a great workplace, as well as their past and future
challenges when it comes to maintaining high-trust workplace environments.
Workplaces List since its inauguration
in 2003: Admiral (a car insurance
company from the United Kingdom),
More recently we have created four
Microsoft (the global software cornerstones to help sum this up:
company with offices across Europe), Communication, Equality, Reward
and Recognition, and Fun. This has
Diageo (multinational) and Middelfart helped us during our period of growth
mentioned below.
Sparekasse (a bank from Denmark). Admiral Group
Q: What has been the biggest
Joining these four companies Q: What were ARS
your priorities for 11 YE challenge that you have faced in
in our “Hall of Fame” are Cisco becoming a great this period to create the workplace
culture that you have today?
workplace 11 years
(Multinational) and Irma (Denmark), ago and how did
We have seen both our customer and
which have been featured on the they change in the last decade?
employee numbers grow. With that
growth comes some challenges. For
European List for 10 years. From the very early days, delivering
example, our policy of promoting from
great customer service was seen as
the key to Admiral’s future success. We within has meant that people have been
knew that treating staff well meant they promoted quickly into more senior roles.
would be more engaged, enjoy their job This means that training has been very
more and thus deliver great service. Our intense for them, when ordinarily they
underpinning phrase is “People who like would have more time to grow into roles.
what they do, do it better.”
This has an effect on our culture because
Hall of Fame Across our business we have
empowered managers locally to make
there is a danger that both numbers and
inexperience could dilute [our culture].
their business areas great workplaces. To help us address this, we use our four
[They] continue to do so. We entered pillars to build training courses and we
Best Workplaces [competition] in have used the opportunity to deliver
the beginning to help us validate our a huge range of training designed to
approach to employee engagement and help our managers help our employees
benchmark against other organisations. perform to the best of their ability.
We don’t design our approach to We want our business to maintain a
engagement in order to win accolades. “family feel,” a big business that feels
Any recognition has been a by- like a family business. Our managers are
product of what we’ve always done, trusted to make local decisions on ways
something which is culturally natural to support and help our employees. We
to us: to prioritise the well being of our believe the family feel still exists even
employees. after this period of growth.
38 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 39
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.In our most recent results, there are asset. That was our drive 10 years ago, sustained, top-class recognition as an and the whole market looks upon you
some key metrics which we believe and we still believe that is the right way employer of excellence through the Great and takes you for granted, then it’s a lot
reinforce this. [Indeed] 89% of staff felt to go. Place to Work® Trust Index© survey. more challenging to innovate and excel,
‘we’re all in this together’, 98% felt that We have few doubts in saying that the especially in a very tough social and
‘this is a friendly place to work’ and 92% We have always had policies that aim recognition has positively impacted economic environment like the current
said ‘people care about each other here’. to improve our employee satisfaction. employer branding in Portugal and thus one.
We do care about our peoples’ opinion. our ability to attract talent. At the same
Q: Looking ahead, what do you think Once a year we conduct an internal time, to be part of a ranking where only So, and as always, we have to get back
will be the biggest challenges in the climate survey to identify our strengths the very best get recognised, has also to basics to understand how we can
coming years for you to maintain and challenges in order to continuously allowed us to learn from others what they overcome challenges and ignite the
and improve the workplace culture in improve. One of our most appreciated do well and include that in our practices. organisation. This is done with the most
your company? areas is development, and that is valuable and basic of all assets: People!
reflected in our strong development Q: What has been the biggest
The biggest challenge will be maintaining initiatives that allow each individual to challenge that you have faced in
these same results with the ever- build his or her career through manager this period to create the workplace
changing demands of the workforce. coaching, constant feedback, training, culture that you have today?
mentoring and the possibility to move
We will keep doing what we’ve always At Microsoft Portugal, we have been
to other positions either locally or
done: Listening to our employees constantly working and investing on
internationally.
and trusting people at all levels to a having a long term HR strategy in
make Admiral is a great workplace so In terms of local development initiatives, place, in order to create a strong trust Middelfart Sparekasse
[employees] can deliver great service to last year we launched the “Playing environment amongst our people and for
our customers to win” program that involved people them to feel valued and confident. Q: What were
managers and individual contributors, your priorities for
This has created a vibrant, inclusive
working on the following areas: teamwork becoming a great ARS
and collaboration, positive leadership and culture with high level of engagement by workplace 11 years 11 YE
business. employees, who feel like they are part of ago and how did
a winning team and are able to contribute they change in the
During the few last years, Microsoft has to their fullest potential. last decade?
Microsoft adopted the concept of a “new world of
work.” In line with this strategy, last year Q: Looking ahead, what do you think In Middelfart Sparekasse, trust has
Q: What were will be the biggest challenges in the always been the cornerstone of our
your priorities Y E ARS Microsoft Portugal made a significant
investment in the new headquarters, coming years for you to maintain relationships. It’s all about mutual
1 1 and improve the workplace culture in
for becoming a creating this “new world of work” and confidence, respect and recognition. We
great workplace allowing people to collaborate like never your company? believe that these are prerequisites for
11 years ago before. A redesigned office and the enthusiastic and committed employees
Looking ahead, the biggest challenge is and for building a safe work environment.
and how did they change in the last latest technology facilitate even greater to build upon the practices we currently
decade? flexibility. We believe that adopting a have to maintain our peoples’ passion In this way, we create a unique work
flexible working policy and trusting and satisfaction in the workplace. We
To be ranked as a great workplace is community that’s driven by our mission
our employees to do their best in the must keep working on competitive HR
an external recognition that proves the and culture in which we all share
environment they choose will result practices to attract and retain the best
quality of our HR practices through common success and develop together.
in more satisfied staff, better results talent.
the voice of our employees. That has [It is also] achieved by utilising our
and increased productivity across the
a very positive impact on the talent differences. We have great confidence
business. This means that it is very easy to improve
market. At Microsoft, we believe that no in our employees, who possess a great
and climb the ladder of excellence when amount of freedom and responsibility at
business will be effective without a highly That said – and looking back a decade you start with modest results. When you the same time.
motivated and passionate workforce, ago – we fully recognise how important are already an employer of excellence
and that people are our most valuable and even pivotal it has been to [receive]
40 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 41
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.Employees have always been our focus Q: Looking ahead, what do you think what truly makes a great workplace. people around what we were doing. We
and are our only competitive parameter. will be the biggest challenges in the In the beginning, it was about seeking have been really impressed by how our
We need satisfied people, who have coming years for you to maintain recognition for what we felt were some employees responded and in particular
pride in their work and enjoy their job and and improve the workplace culture in best-in-class people practices. What we by how colleagues continued to focus
their work relationships. We believe that your company? have learned through the support and on delivering extraordinary results for
this is the right way to run a business. guidance that we received from Great the business despite the fact that many
No doubt that finding and striking Place to Work® is that it is so much more were unsure of whether they had a role
With 160 years of experience, we have the happy medium in the welfare of than that. We now know that it is about in the new organisation. In the face of
continuously adapted to the rapidly employees and carrying the business will building trust with employees – about uncertainty, it is the determination, the
changing world of which we are a require extra focus. truly engaging them about our business resilience, the dedication and the can-do
part. Thus, in Sparekasse, we always priorities and about ensuring that we attitude demonstrated by colleagues
stay tuned to new surroundings. The While everything out there is digitising,
create the conditions for every employee around the business and the passion to
circumstances required acclimatisation, we must put more effort than ever into
to succeed in their role so that we, in deliver that underpins for us why having
which resulted in us becoming more staff development. Furthermore, we are
turn, deliver better business results. We a high-trust environment is absolutely
business oriented. Most importantly, rearming in regard to human capital.
are still learning what it takes to build critical.
we strived to achieve this without giving employee trust and, each year, we get
Our employees are our company’s
up on our way of creating value for a deeper insight into what we can do Q: Looking ahead, what do you think
most crucial asset and the foundation
our employees and our old virtues of to make Diageo Ireland an even better will be the biggest challenges in the
for our unique work environment. We
orderliness, honesty and mutual respect. workplace. coming years for you to maintain
believe that with these strong internal
and improve the workplace culture in
Q: What has been the biggest relationships, we are ready to face
Q: What has been the biggest your company?
challenge that you have faced in future challenges. Additionally, we have
challenge that you have faced in
this period to create the workplace a “platform” built on a balance between Conditions remain very challenging
this period to create the workplace
culture that you have today? leadership and self-management, with market conditions remaining
culture that you have today?
between team and individuality, between tough. Despite this, we know from our
Our strength is our mindful employees, soft and hard values, between the The biggest challenge has been the internal values survey, the Great Place
who are willing to change and adjust. The human and technology, and the balance external environment with a period of to Work® Trust Index© survey and
new managing director, Martin N. Baltser, between work life and privacy recession and difficult prevailing market the spirit in the business that levels of
has led the way in this regard, shifting the conditions. Like many organisations, this employee engagement, passion for the
organisation so that we as a community has resulted in leadership having to take business and the commitment to make a
can not only better serve our customers, some tough decisions. difference remain incredibly high.
but also better meet our employees’
wishes. In 2011 we implemented a new ‘Western We will continue to make employee
Europe’ operating model to unlock engagement a strategic priority. Being a
The adjustment is a part of our new Diageo growth opportunities for our business. great workplace is a core part of what we
path, Strategy 2015, which did involve The implementation of the new model are trying to do as an organisation. Going
some challenges, like slimming down Q: What were resulted in an organisational change forward, our focus areas are:
RS
the organisation and obtaining a more your priorities
1 1 YEA programme which had a significant
sustainable business. We decided to for becoming a impact on the Ireland business, leading (1) Everybody is aligned to a strategy
make the company less complex by great workplace to some fundamental changes in our they believe in. We have an ambitious
focusing on our core competencies, 11 years ago organisational structure, ways of working business strategy. Our people helped
which also involved more decentralisation and how did they and a headcount reduction. We also had create it. It wasn’t just created in a
– meaning new roles for our employees change in the last decade? a new Country Director join the business boardroom, we really engaged with
and demanding new competencies. transferring from the Diageo business in colleagues for input and ideas. It’s not
During this process we evolved, having We are as passionate today as we were Great Britain. just about results; it’s about how people
our heart in the right place 10 years ago about becoming a great behave and what they experience in the
workplace – our priorities have changed Change is never easy and we put a business. For instance our strategy calls
as we have become more aware of lot of effort into how we engage our [for wanting to be a great workplace.]
42 ©2013 Great Place to Work® Institute, Inc. All rights reserved. > 43
INFORMATION UNDER EMBARGO UNTIL June 28, 2013.You can also read
