全球辦公條件最好的25家公司(2)
National Instruments
美國國家儀器公司9
排名：9At National Instruments, managers are given the tools to acknowledge employees for their extra effort. National Instruments' discretionary bonus program gives managers the ability to recognize individuals or teams of employees for completing special projects outside the scope of their normal job responsibilities. Employees may receive up to $2,000 in cash, and because it is at the manager's discretion, it can be distributed immediately. In a recent year, the company awarded more than $969,000 to employees through the discretionary bonus program. National Instruments also trains managers on the importance of freely offering recognition and giving feedback through a progCisco
在美國國家儀器公司（National Instruments），管理者有權對付出額外努力的員工進行表彰。這家公司的酌情獎金計劃使管理者可以對在正常工作職責之外完成特殊項目的個人或團隊予以獎勵。員工最高可獲得2,000美元的現金獎勵，而且由於獎金可由管理者酌情決定，因此往往會即刻發放。最近，公司通過這項計劃向員工發放的獎金已經超過了969,000美元。此外，它還通過一個叫做“不花錢、無限量的認可”高管培訓課程，要求管理者重視慷慨表達認可和提供反饋的重要性。
Cisco
思科
10
排名：10Cisco's Off/On Ramp program allows eligible employees to take a career break of a minimum of one year and up to two years. Participating employees can use the Off/On Ramp for whatever reason they choose, such as for elder or childcare responsibilities, working on a nonprofit activity, or simply taking time for personal renewal. Unlike a personal leave of absence, an Off/On Ramp does not require employees to exhaust their Paid Time Off. In addition, while employees are not paid during an Off Ramp period, the leave provides employees with company-paid health benefits for the first year they are away from work. Employees returning to Cisco after an Off Ramp are connected with the staffing group to find a new role within the company before returning to in its Supervisory Development Series titled, "Recognition Is Free and Unlimited."
思科（Cisco）的“休工計劃”（Off/On Ramp）允許符合條件的員工休假一到兩年時間。參加這項計劃的員工可以因爲任何理由提出申請，比如照看老人或孩子，參加慈善活動，或用於個人充電等。與請假不同，“休工計劃”不會佔用員工的帶薪假期，此外，雖然“休工計劃”的員工沒有工資，但在離開工作的第一年，員工仍可享受公司支付的醫療福利。員工在休工結束重新回到思科後，需要與人事部門聯繫，在公司內找到新的職務，重新進入工作崗位。Autodesk
歐特克股份有限公司11
排名：11Autodesk's executive team strives for transparency in its internal communication -- even when discussing financial results, traditionally a sensitive area for many companies. The quarter-end financial results are shared with all employees through an invitation to listen to the quarterly earnings call, which is announced via e-mail by CFO Mark Hawkins. Playback of the call is posted on the corporate intranet and further reinforced by a "Carl Talk" podcast, where CEO Carl Bass recaps the earnings review, answers related questions from employees about the results and shares his latest insights on the direction of the company.
歐特克公司（Autodesk）的高管團隊儘量保持內部通信的透明，即便在討論財務業績（這通常是許多公司非常敏感的部分）的時候也是如此。公司CFO馬克?霍金斯會通過郵件來宣佈召開業績發佈會，同時邀請所有員工收聽季度業績發佈會的內容，進而將公司每季度末的財務業績分享給所有員工。此後，這家公司會在局域網內提供發佈會的回放，併發佈一個名爲“卡爾訪談”的播客，公司CEO卡爾?巴斯會在播客中簡明扼要地重述業績評論，同時回答員工提出的與公司業績有關的問題，分析他對於公司發展方向的見解。Monsanto
孟山都公司12
排名：12Monsanto's array of recognition awards is notable for its range and high level of inclusion. All areas of the organization are represented by a recognition award, with awards given for Global Safety and Health, Finance Excellence, Manufacturing Excellence, and Science & Technology. The Monsanto Pledge is an award all employees are eligible for, it recognizes employees or teams for exceptional work on projects or programs reflect the values of the organization. Through these awards, Monsanto seeks to ensure that areas of the company have means by which to recognize and reward excellent performance.
孟山都（Monsanto）的表彰獎勵以種類繁多著稱。它所有領域均有一個表彰獎項，比如全球安全與健康、財務卓越、生產卓越，以及科學技術等。“孟山都承諾”是面向所有合格員工的獎項，旨在表彰在反映公司價值的項目或計劃中表現突出的員工或團隊。通過這些獎項，孟山都希望公司對所有領域表現卓越的員工進行表彰和獎勵。BBVA
西班牙對外銀行13
排名：13BBVA recognizes employees for their dedication through the annual BBVA Passion Awards. More than 2,000 executives can nominate employees for a Passion Award using a designated web application. Twelve individual winners and six teams are selected globally. Each of the individual awards is accompanied by a "success story," identifying the outstanding behaviors of the respective employee, while the "Team Award" recognizes and celebrates the best projects launched during the current fiscal year. In addition to the Passion Awards, each business area with BBVA has country-specific recognition programs.
西班牙對外銀行（BBVA）通過年度BBAV激情獎，表彰員工對公司所做的貢獻。這家公司2,000多名高管都可使用專用網頁應用，推薦候選人。公司每年會在全球選出十二名個人和六支團隊。每個個人獎項都有一個“成功故事”，以表揚獲獎員工的出色表現，而“團隊獎”則用於表彰和祝賀在當前財年啓動的最佳項目。除激情獎外，BBVA每一個業務領域均有針對每個特定國家的表彰計劃。American Express
美國運通14
排名：14With more than 30 chapters worldwide, the Women's Interest Network (WIN) at American Express provides female employees with a large array of resources for personal and professional development. The WIN Leader Interview Program, for example, provides rising women leaders the opportunity to interview current senior leaders one-on-one and in small groups to discuss business challenges for the company and learn about competencies necessary for success at American Express. Likewise, employees are able to hear company leadership share best practices, leadership tips and their own personal career experiences through WIN's Leadership Speaker Series. WIN also spearheads American Express' yearly participation in International Women's Day in 11 markets across the globe. Each local WIN chapter delivers programming that focuses on driving career development, building leadership capabilities and promoting community outreach and education.
美國運通（American Express）的女性權益網絡（WIN）在全球有30多個分會，爲公司女性員工提供豐富的資源，用於個人和職業發展。例如，WIN領導人訪談項目會爲冉冉升起的女性領導者提供機會，與目前的資深領導者進行一對一和小組交流，討論公司面臨的業務挑戰，瞭解在美國運通獲得成功必須具備的能力。此外，通過WIN領導力演講專題系列，公司員工還有機會聽到領導層分享他們的最佳做法、領導技巧及自己的職業發展經驗。WIN會代表美國運通在全球11個市場參加一年一度的國際勞動婦女節。各地WIN分會提供項目的重點是推動職業發展、培養領導能力和推廣社區外展與教育。Hilti
喜利得公司15
排名：15At Hilti Corporation, the Culture Management Team believes that while orientation of new employees is important, it is equally important to ensure that all employees experience company immersion beyond the first year. Accordingly, the team has developed a series of follow-up "Team Camps" that all employees must attend every 12 to 18 months. Together with their work teams, employees participate in interactive sessions such as The Rubicon; The Pit Stop; Four Moments of Truth and Why Not. The team camps are normally held in a location away from their home base, which gives the employees a getaway from business to focus on teamwork and core values.
喜利得公司（Hilti Corporation）的文化管理團隊認爲，雖然新員工指導非常重要，但確保員工在入職一年後仍有沉浸式體驗同樣很重要。因此，團隊開發了一系列後續的“團隊拓展營”，所有員工每12到18個月必須參加一次。員工與其工作團隊一起參加互動環節，比如破釜沉舟（The Rubicon）、加油停車（The Pit Stop）、四個關鍵時刻（Four Moments of Truth）和爲何不（Why Not）等。團隊拓展營通常在遠離公司總部的地方舉行，這樣可以使員工暫時放下自己的工作，全身心投入到團隊合作和核心價值當中。Telefónica
西班牙電信公司16
排名：16Telefónica utilizes a unique "Trust Spaces" process to assess the company's strengths and opportunity areas. An experiential activity, Trust Spaces is conducted in an environment of respect and confidentiality, in which employees volunteer to share their perceptions about their own job and the company. In the activity, employees are asked to answer three prompts: (1) If you met someone who wanted to work at Telefónica, what would you say to him or her? (2) Draw your feelings toward the company, your team, and your work, and (3) Share the opportunity areas Telefónica has as a company and as a culture. The activity concludes by asking employees to commit to different ways that they can work toward solving the issues they identified.
西班牙電信公司（Telefónica）利用一種獨特的“信任空間”流程來評估公司的優勢和機遇。信任空間是一種體驗式活動，在相互尊重和保密的環境下進行。在活動中，員工自願分享他們對於自己的工作和公司的看法。員工需要完成三個題目：（1）如果你遇到有人希望在西班牙電信公司工作，你會對他/她說什麼？（2）請說出你對公司、你的團隊和你的工作的感覺，以及（3）分享西班牙電信公司作爲一家公司和作爲一種文化所擁有的機遇。活動最後要求員工努力找出可以解決他們所提問題的不同方法。
