Week One Fortune 100 Blog

The first company I chose for this assignment is Nationwide. From their slogan “Nationwide is on your side”, it got me interested to see if that was directed specifically at their customers, or if it extended to employees as well. As it turns out, they actually do care about their employees quite a bit with 95% of new hires testifying that they felt welcomed as soon as they walked through the door. From extensive training programs to community engagement, Nationwide appears to have the management style that I prefer going forward. They have been in the top 100 in places to work for women, millennials, and parents for over five years, which proves their diverse attitudes when it comes to hiring. Although this ranks at 91 on the Fortune 100 list, I believe that they have the correct structure for a successful company.

Next, the company I decided to look into was the Hyatt Hotels Corporation because when I think of hotels, I imagine a friendly environment where all of the employees enjoy the work that they do. A statistic that stood out to me about the Hyatt was that 18% percent of their workforce has been employed there for more than 20 years. What this tells me is that the management and human resources departments encourage long-tenured occupations because they want to help grow the person into a well-rounded individual. 90% of employees agreed with the statement that management is honest and ethical in their business practices. Of course, most companies have anomalies that don’t represent what the company stands for, but with so many customers and employees sticking around for the long haul, it is easy to see why the Hyatt is such a respected company. Since the Hyatt is a bit higher on the list (#28), I would like to model my loyalty programs around their ideals.

Lastly, I wanted to find a company that didn’t score as high as I thought they might, and that ended up being T-Mobile. I currently have them as my cell phone provider, so it was a bit shocking to see that most of their employee scores were in the 80% range. From what I was able to gather, the concepts of trust and culture were lacking because of how the business is conducted. With high turnover rates in the telecommunications industry, it is difficult to have a structure in place that keeps employees wanting to come into work. Instead of just having cash-based incentives, T-Mobile should incorporate a loyalty program like Hyatt’s that encourage better job performance for longer periods of time. Having said that, they did rank in the top 100 for best places to work for diversity, which allows them to include much more people from different backgrounds – this is something I would like to add to my management style.