Employees are encouraged to offer feedback through a monthly initiative called ‘Connect Me'
An ideal example of an organization which believes in an open culture and global diversity as its intent is iNautix Technologies India Pvt Ltd. An affiliate of The Bank of New York Mellon Corporation Inc, iNautix Technologies ranks #17 in the Great Place to Work® Institute’s Study and #5 in the Industry Category of the IT sector. With world class infrastructure and technical expertise, iNautix is committed to continuously improving performance through enhancing existing knowledge with new innovative technical solutions.
iNautix boasts of an open work culture that is enjoyable and rewarding. It is committed to the ideals that the firm can and should be so managed that every associate is professionally fulfilled. To achieve this goal, iNautix endeavours to provide all associates with the opportunity to seek and obtain challenging work and professional growth. It ensures that all associates demonstrate mutual respect, courtesy and concern for each other.
iNautix offers its employees complete support and care at all times. Not only does this organization seeks feedback from its associates but also involves them at all stages of decision making. The process starts early with a robust ‘Campus Talent Acquisition Process’ to hire the best talent available. A pre-placement talk is given to students expected to join iNautix to prepare them to understand the company a year before they actually make the employment decision.
Another program coined to increase employee engagement is ‘Dining in the House’. This is a key business driver and differentiator in recognizing associates with high potential. The program is hosted over lunch by the CEO for him to know the associate better.
Employees are encouraged to offer feedback through a monthly initiative called ‘Connect Me’. This is a forum where they can voice their opinion on specific issues and is anchored by the HR team and respective process owners. A survey called ‘Happy – Un-Happy’ is an attempt by this organization to understand the sentiments of employees on completion of every compensation revision. Managers conduct a dipstick survey to analyze as to how many associates are “Happy” or “Un-Happy” and feed the data to the Head of Human Resources and the Chief Operating Officer.
The promotion process at iNautix is driven by an independent committee consulted by the management. This committee has representation from various teams in the organization and is assigned the responsibility of reviewing processing and recommending promotions.