How India’s Top Manufacturing Workplaces are Building Trust and Employee Engagement

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The manufacturing sector in India continues to be a cornerstone of the nation’s economic growth, contributing a substantial 17% to the country’s GDP and employing an estimated 35.6 million people. Despite facing challenges, as reflected in the dip of the Purchasing Managers Index (PMI) to an 18-month low of 54.9 in December 2023, the outlook for the sector remains positive. 

Today, workplace culture has emerged as a critical differentiator for success. Great Place To Work®’s report on India’s Best Workplaces™ in Manufacturing 2024, draws insights from over 4.9 lakh employee voices across 270+ organizations, reveals that 86% of employees in the manufacturing sector consider their organization a great place to work. This marks a 1% increase from the previous year, though still slightly below the peak of 87% observed in 2022. Notably, the manufacturing sector has made significant strides in closing the gap with other industries, with its Grand Mean Trust Index now standing just 1 percentage point behind at 82%.

However, the report also highlights areas for improvement. Manufacturing organizations need to focus on involving employees in decisions that affect them, building a sense of collaboration, and improving the perception of impartiality by reducing favoritism and politics in the workplace. The importance of management integrity, building a positive brand image, promoting a physically safe and psychologically healthy workplace, and encouraging work-life balance cannot be overstated for employee satisfaction. With these challenges and opportunities in mind, let’s explore how some of India’s best manufacturing workplaces are setting the standard for exceptional workplace cultures.

Hindalco’s Journey of Trust Development

Hindalco, a 60-year-old company at the forefront of India’s manufacturing industry, has demonstrated that age is no barrier to cultural transformation. Over the past five years, Hindalco has embarked on an ambitious journey to reshape its workplace culture, resulting in a remarkable 14-point increase in its Trust Index Grand Mean compared to 2021.

At the heart of Hindalco’s transformation is the “Shillim” movement, a comprehensive initiative designed to cascade key concepts throughout the organization:

1. High Performance: Encouraging employees to strive for excellence in their roles.
2. Breaking Hierarchies: Flattening organizational structures to promote open communication.
3. Winning Attitudes: Fostering a positive and growth-oriented mindset among staff.
4. Taking Ownership: Empowering employees to take initiative and responsibility for their work.

Best practices from Hindalco’s culture change strategy include:

1. Culture Change Champions: Hindalco has trained 200 chosen Culture Champions through capability-building sessions. These champions have, in turn, conducted over 300 Culture Cascade sessions, reaching 7,500 employees.
2. Empowerment by Design: The company implemented “One on One People Hour Conversations” to create a safe environment of mutual trust and support. Leaders have engaged in 1,700 hours of managerial empowerment dialogues, resulting in the devolution of over 300 decisions to the next level of management.
3. Bhoomika Board: This initiative recognizes and celebrates employee behaviors that align with the values of a High Performance Contemporary Organization. In the past year, 40,000 recognition cards have been exchanged, and 405 Bhoomika Boards have been set up across the company.

HIL’s Workplace Culture Pathway

HIL Limited, a CK Birla Group Company, has consistently ranked among India’s Best Companies to Work For, steadily climbing the ranks since its first certification in 2019. HIL’s success is reflected in its impressive culture scores, which are 6 points higher than its industry average, 7 points above its 2021 scores, and 10 points higher than organizations of similar employee strength.

HIL’s best practices for sustaining a positive workplace culture include:

1. Systematic Culture Management: HIL follows a five-step culture management cycle that includes regular assessments, identifying focus areas, collecting feedback, taking corrective actions, and setting benchmarks against industry standards.
2. Developing Trust through Transparency: Annual “Roadshows” are conducted nationwide, visiting all plants to communicate the company’s journey, initiatives, policies, and CSR activities. These events emphasize values of accountability, respect, and integration.
3. Inculcating Values with New Employee Connections: “Parichay Sessions” allow new employees to connect directly with the Managing Director within 2-3 months of joining. This practice gives new hires a big-picture view of the company and allows them to discuss personal strengths, career paths, and ideas directly with top leadership.
4. Maximizing Human Potential: HIL has implemented a 3-tier signature program for leadership capability building:
   – LEGO: Focuses on new managers transitioning into leadership roles.
   – LEAP: Enhances team dynamics for middle managers.
   – LEAD: Develops leadership skills for experienced managers and functional heads.

Each program offers tailored training, coaching, and experiential learning to nurture effective people management skills.

Forbes Marshall’s Holistic Employee Development

Forbes Marshall takes a proactive approach to nurturing employee support and competence, emphasizing dialogue, structural adaptability, project assignments, and peer feedback to create a dynamic and trusting work environment..

Best practices from Forbes Marshall include: 

1. Dialogues on Purpose: The company conducts purposeful discussions to identify employee strengths, align roles with individual passions, and foster trust.
2. Structural Agility: Forbes Marshall adapts team structures to enhance productivity, ensuring flexibility in organizational design to meet changing needs.
3. Assigning Projects: Cross-functional teams and challenging roles are leveraged to deepen trust and showcase employee strengths in organization-wide initiatives.
4. Peer Feedforward: The annual Performance Management System incorporates peer feedback, nurturing a culture of responsibility and trust among team members.

Symphony’s Hospitality-Focused Workplace

Symphony, with a 35-year legacy, understands that its people are the true differentiator. The company employs a hospitality-focused approach to create a unique and enjoyable work atmosphere, fostering not just productivity but a sense of belonging among its employees.

Symphony’s best practices for creating a welcoming workplace include:

1. Recruitment & First Impression: The company prioritizes cultural adaptability in interviews, starting with family-related questions to create a comfortable atmosphere.
2. AARAMBH & Building Relationships: A comprehensive induction program fosters belonging through personalized welcomes and cross-functional sessions.
3. Inclusion & Mentorship: Mentorship during the probation period helps integrate new joiners smoothly into Symphony’s unique culture.
4. Employee Engagement & Wellbeing: Digital HR_Konnect forms ensure a positive initial experience, complemented by monthly wellness activities for a relaxed environment.
5. Recognition & Collaboration: The company recognizes families and organizes team dinners to strengthen bonds and enhance collaboration.
6. Alumni Involvement: Post-retirement involvement showcases a lasting bond, with retirees serving as mentors for knowledge transfer.

Kumar Equipment’s Commitment to Fairness

Kumar Equipment prioritizes people over categories, fostering a workplace where unbiased promotions, equal recognition, and open communication define a unique and inclusive atmosphere for all employees.

Best practices from Kumar Equipment include:

1. Unified Culture: The company eliminates hierarchical distinctions, ensuring equal treatment and connection among all team members.
2. Skill Enhancement: Challenging tasks promote healthy competition, allowing employees to develop their own mechanisms and experiment with leadership roles for skill improvement.
3. Open Communication Programs: Kumar introduces break-and-learn programs, providing platforms for sharing thoughts, experiences, and promoting healthy discussions.
4. Fair Recognition and Opportunities: The company ensures unbiased promotions and equal recognition, invests in world-class equipment, acknowledges contributions, and supports employees pursuing higher education.

The best practices highlighted from India’s top manufacturing workplaces demonstrate a common thread: a commitment to building trust, fostering open communication, and prioritizing employee development. By implementing these strategies, manufacturing companies can create workplaces that not only attract and retain top talent but also drive innovation and productivity in an increasingly competitive global market. As the manufacturing sector continues to evolve, these people-centric approaches will be crucial in shaping the factories of the future.

Get Certified to Showcase Your Commitment    

Achieving Great Place To Work Certification is an excellent way to demonstrate your organization’s commitment to employees’ overall wellbeing and experience. This Certification not only enhances your employer branding but also helps attract and retain top talent. It highlights to current and prospective employees that your organization values their health, happiness, and overall wellbeing.  

By implementing a culture of trust, respect, and collaboration, you can create a workplace where employees feel strong, healthy, and connected. Certification also provides a benchmark for continuous improvement, helping you identify areas where you can further enhance employee well-being and overall workplace culture. 

For All Summit 2025: Vision to Value – Building Workplaces That Matter

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