Group 4 intuit india
- 1. INTUIT INDIA GROUP-4 AMIT PRAKASH SINGH (CGT21002) DIPANJAN SENGUPTA (CGT21005) INDRANIL GHOSH (CGT21006) MOHD ZINHAR UDDIN (CGT21010) BHARGAV SRI DHAVALA (CGT21027)
- 2. What are the dimensions that characterize a great place to work? Great Place to Work® (GPTW) institute studies the following two aspects to assess if an organization is a great place to work: ● Trust, pride and camaraderie prevalent in the organization ● Employee-centric framework : People practices, philosophy and values of an organization
- 3. Why was Intuit India recognized as a great place to work?(1) ● Benchmarking & Alignment : Studying industry’s best practices and align its own employee practices ● Entire unit come together to celebrate employee milestones ● Strong focus on delighting the families of employees ● Little Intuit day – Sharing Experience with families
- 4. Why was Intuit India recognized as a great place to work?(2) ● “I am Intuit” places employees as an ambassador ● Managers/leaders accepting “Vulnerability “ that they are not aware of something & Creation of ILEAD ● Open-plan workspace for all ● Anonymous feedback portal "Ask Vijay" ● Employee survey "Pulse" to create a strong culture of listening
- 5. Why was Intuit India recognized as a great place to work?(3) • Attract early talent through designed internships and workshops at premiere engineering institutes • Rewards and recognitions: unexpected day off in recognition of hard work, employee milestones, CEO leadership awards and CEO sales club, “Spotlight” award, “Intuit Again”, “Intuit Ability Program” • “Design for Delight” innovation workshop were put in place in response to the feedback of new hires • Benefits to expecting mothers : Special cab service , flexi workload ,six month maternity leave • Diversity & Employee Networks , Other Benefits : Bus facility , Free food, Fully paid Caregiver’s leave , Contribution to NPS , Stock incentives
- 6. Why was Intuit India recognized as a great place to work?(4) • Had an employee network called "The Next Generation Network" to engage with early talent on campus • Had an elaborate frame work for hiring laterals called “Assessing for Awesome” • Leadership award where winners were given personalized experience • Boundary-less organization where there was different and diverse employee networks
- 7. MANTRAS OF INTUIT INDIA
- 8. How Rankings Improved ??? • Cultur of listening- Pulse • Performance Management - The Situation-Behavior- Impact model, Iterative goal setting, “monthly check-ins INTUIT INDIA THINGS TO LEARN • Diversity and Employee Networks - “Intuit Ability Program” • Employee Experience - nearly 270 events Eg: Little Intuit Day • Employees as Brand Advocates - web application which allowed employees to design their own personalized messages • The Role of Leadership - ILEAD, India Directors Forum • The Great Place to Work Council - cross-functional teams of leaders came together and collaborated on the company’s most important people-focused outcomes
- 9. •Amalgamation of both hard and soft aspects •Hard aspects : compensation, benefits and rewards •Soft aspects: Values, Culture, Leadership Style and Behaviour •Intuit good at both above mentioned aspects •“Intuit Edge”: Centralised but Transparent Leadership •ILEAD: Community comprising of managers with “Vulnerability” Theme •Leaders are learners and there is back and forth sharing of knowledge STEPS
- 10. • FRAMEWORK FOR TALENT REVIEW • TAKING CARE OF DAILY NEEDS OF EMPLOYEES. • SPECIAL ATTENTION TO PREGNANT EMPLOYEES AND MOTHERS • EMPLOYEE CENTRIC PROGRAM • ROLE MODEL EMPLOYEES SHOULD BE AWARDED. • INCORPORATION OF CULTURE OF LISTENING • LEADERS SHOULD BE APPROACHABLE FOR THE EMPLOYEES. • LEADERS EAGER TO LEARN. • LEADERS SHOULD ALLOW EMPLOYEES TO TAKE DECISIONS HARD ASPECTS SOFT ASPECTS
- 11. ● An experience and environment for employees to get the best work of their lives ● Avoid being complacent ● Make sure that no one is left behind ● Everyone has the same consistent experience ● Not assume that it will happen organically ● Stay true to mission and model of empowering employees ● Be relentless and be ahead on thought leadership compared to industry Keep up the momentum and stay in the top league especially at scale?
- 12. Keep up the momentum and stay in the top league especially at scale? Motivation : of self and teammates Awareness : of self and the environment Revision : of policies / plans as per time demand Determination : to achieve the target & not deviate from path, practice, practice and practice
- 13. Can Intuit India sustain this effort? If yes, how? Yes it can ● Leverage the advantages of being big ● Enjoy the perks of being small ● A mechanism that would help it build and sustain excellence ● Combine science and art ● World-class practices enhancing experience of employees ● Stay true to mission ● Empower employees through their culture
- 14. What can you, in your current and future job roles do to built great places to work? ● Treating employees with respect ● Ensure appreciation of good work ● Embrace diversity in culture ● Encourage cooperation over competition ● Involving employees in CSR activities ● Honest and unbiased leadership ● Avoid politics within organization ● Good coordination between cross functioning departments ● Focus on employee development ● Improve employee independence ● Working on feedbacks received from employees ● Provide better work environment
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