What Great Place to Work Tells Us About Covia
Earlier this year, Covia was certified for a second year as a Great Place to Work. This certification, based on a Trust Index that includes over 60 evaluated elements, considers not only organizational culture but also each team member’s experience.
“We like to get feedback from the organization to see how we’re doing,” says Prab Brinton, Vice President of Human Resources. “Are we meeting our objectives? Is everybody engaged with their current roles? And, most importantly, are there areas to improve? At the end of the day, we want to build a strong culture and the only way that we can do that is by getting employee feedback.”
The Great Place to Work survey revealed a lot of exciting insights about Covia. One of the things that was made clear in these results is that employees are proud of their work. 89% of respondents indicated that they “feel good about the ways that Covia contributes to the community” while 87% feel a sense of pride about what they have accomplished. The people stand out at the top as one of the main reasons employees enjoy their work, especially in their interactions with staff and residents.
“The work that we do truly makes a positive impact in people’s lives,” says Lizette Suarez, Well Connected Español Program Manager. “I am surrounded by a great team who is dedicated and committed to making a difference in the world.”
The Great Place to Work survey not only highlights successes but also serves as a great tool to pinpoint areas of improvement within the company. Based off of the results of the survey, each community has identified specific goals that will be their focus over the next year. These goals range from managers more readily including employees in important decisions to working quicker to adapt to changes.
Beyond these individual goals, there is one company-wide goal, which is centered on creating a great culture. Over the next year, Covia will focus on developing a hiring culture that is both fun and effective with the goal of bringing in more candidates that are a great fit. This will include becoming more transparent and creating a New Hire Orientation and Onboarding process that does a better job of orienting new hires within their particular community as well as with the company as a whole.
These goals will be evaluated through pulse surveys sent out to employees periodically. Based on these surveys, the entire company as well as each community will be able to determine if they are moving forward or if more work is needed to reach their designated goal.
“All of the work that has gone into identifying these goals and tailoring them to each community is intended to better the experience of every employee,” says Brinton. “There are always places to improve and the Great Place to Work survey has provided a great jumping off point from which to evaluate and enhance Covia’s employee experience.”