In keeping with the consistency and change theme, our teams are focused on remaining true to excellence but adapting to emerging realities and getting ready to lead ZEEL into the future.
During FY 2015-16, there were many steps taken to strengthen the people culture and build a more cohesive, unified and energised workforce.
SAMWAD CONVERSATIONS
Our people philosophy ('SAMWAD') focuses on two aspects i.e. to foster effective conversation between managers and their teams; and to discover the innate potential of each individual to find the right fit to leverage talent and accelerate our growth trajectory.
SAMWAD Monthly Conversation ensures interaction between the managers and those reporting to them to discuss about performance roadmaps, challenges and achievements for the month, which is evaluated during the annual appraisal.
CELEBRATING EXCELLENCE
At ZEEL, we believe that growth can be sustained only if our people are geared to take challenges and perform with pride. Our employee recognition programme (ZEELOMPICS) encourages the spirit of excellence in a unique way by recognizing positive approach, which impacts business performance.
Outstanding performance is recognised every month as 'Hero of the Month', every quarter as 'Hero of the Quarter' and every year as 'Hero of the Year' awards by our MD & CEO. These awards go a long way in acknowledging performance and motivating colleagues.
Awards are classified under five different categories, commonly known as Zeelompics Rings, which together comprise of our long term goals.
BUILDING CAPABILITIES
We have steadily enhanced our investments in sharpening the capabilities of our people across verticals. This is achieved through structured interventions across hierarchies and functions. ACE, our high potential development programme, has been reinvented to identify top-notch talent from performers in the organisation. Each ACE employee has an individual development plan, which is designed to expedite the overarching organisational objectives.
Our flagship programme (People before Numbers) is an organisation-wide initiative to inculcate the culture of leading by focusing on the strength of members. This intervention was designed for top and middle-level management.
DIGITAL CONNECT WITH EMPLOYEES
ZEEL is a global organisation, and therefore we have colleagues and teams operating in multiple countries. To ensure that everyone is aligned to our progress, and that all are involved, we have started a quarterly communication of results and performance updates. This is conducted by our
MD & CEO in a live webcast where besides an update, he also shares the roadmap and challenges ahead. Following the business updates team members can ask questions, offer suggestions and seek clarity directly from the top leadership. This helps us re-energise and create goal congruence across the organisation.
GREAT PLACE TO WORK
We at ZEEL aspire to be among the 'Top 100 Best Places to Work For' and we are happy to report that we have significantly improved our overall scores in the Great Place to Work Survey in FY 2015-16. By participating in this assessment we have been able to standardise the employee perceptions of our workplace environment with selected benchmarks from our industry and elsewhere. We rank among top companies in the media industry to work for, because of our entrepreneurial culture. ZEEL's Great Place to Work trust index score rose by 6% which is an indication of employees being highly engaged.
