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| Employee Feedback and Communication |
- Wipro as an organization believes in Connecting and Listening to people. Channel W the employee portal, has been creating a de facto ‘Wipro community’ by allowing Wiproites to interact, disseminate information on things they most cherish. The intranet ensures that the entire organization is wired and there is meaningful exchange of information / views across domains and geographies. Key sections encourage employee participation and communication through bulletin boards and chat rooms among other things.
Employee feedback and continuous improvement is a cornerstone of our progress. We believe that the most worthwhile inputs for betterment of people practices come from employees themselves, as they are the customers. We have various processes in place, which ensure that employee feedback reaches senior management.
- W10 is a dipstick survey with 10 questions which checks the satisfaction level on issues, which affect the health of the workplace and supervisory effectiveness. The feedback given by employees is shared with management through scorecards.
- Employee Perception Survey: We conduct employee satisfaction surveys every two years. Employees are encouraged to give comments and rank the organization on certain areas /satisfaction drivers. Top management then prepares a timely action plan to address the areas of concern and task forces are created to focus on improvement areas and implement action.
- Action plan (Meet your people program) - The W10 scores provide the trigger to managers /supervisors to meet their teams and resolve issues which create dissatisfaction in the workplace.
- Skip Level: We believe that team feedback is an important parameter of leadership development as well as team cohesiveness. A Skip level meeting is a formal team feedback session facilitated by HR as well as the supervisor’s supervisor. This is an institutionalized process in Wipro and managers see great merit in it as they get feedback from the team that affects team performance and can make mid-course corrections to improve effectiveness at work.
- New Managers Assimilation Program (NMA): Since teamwork is highly valued, assimilation of a new manager in team play is a very critical part of his/her induction to the company. It enhances team bonding and aims at consensus and collation of concerns, the challenges ahead, "must-know-about-manager" etc. from the team.
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