While exploring the 2020 Fortune Best Companies to Work For, I focused on Salesforce, Google, and Hilton. I found that the employees love working at these companies because of their strong support and excellent workplace culture.
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Salesforce
Salesforce is known for caring about its employees’ well-being. They offer excellent benefits and programs that help with mental health. According to Buckingham and Coffman (2016), great managers recognize the importance of employee well-being in driving engagement and performance. When companies take care of their employees, those employees tend to be happier and work better.
Google stands out for its innovative approach to management. The article by Garvin (2013) highlights how Google used Project Oxygen to show managers the value of good people management. Google encourages collaboration and provides many training opportunities, reinforcing that a positive culture helps everyone perform better. This mirrors the findings from Buckingham and Coffman (2016) about the impact of effective management on employee satisfaction.
Hilton
Hilton focuses on recognizing and developing its staff. It invests in training and often promotes from within, which makes employees feel valued and motivated. As discussed in the reading by Breitfelder and Dowling (2008), a robust HR approach that prioritizes employee development is key to creating a supportive workplace culture.
As I think about the kind of manager I want to be, I aspire to create an inclusive space where everyone feels appreciated and can share their ideas. However, I know it can be challenging to balance team needs and individual performance. To tackle these challenges, I plan to keep communication open and provide regular feedback to my team.
The HR practices at Salesforce, Google, and Hilton teaches us how important a positive workplace culture is. By following their example, I hope to be a manager who inspires and supports my team.
Buckingham, M., & Coffman, C. (2016). First, Break All the Rules: What the World’s Greatest Managers Do Differently.
Garvin, D. A. (2013). How Google Sold Its Engineers on Management. Harvard Business Review, 91(12), 74-82.
Breitfelder, M. D., & Dowling, D. W. (2008). Why Did We Ever Go Into HR? Harvard Business Review, 86(7/8), 39-43.
