We're All in the Same Storm, But Not in the Same Boat

This year, we recognized for the second time the most trusted CEOs in Mexico, a select group of 100 leaders from all sectors and sizes of companies throughout the country. With their hard work at the head of The Best Workplaces™, they have impacted more than 200,000 employees, representing thousands of benefited families, while endorsing the mission of Great Place to Work® to build a better world. 

These leaders have managed to create workplaces where trust in relationships is the cornerstone to growing the business, achieving a Trust Index™ of 91 percent, 3 points above the average of our national Trust Index™ and 9 points above  the index of companies not positioned in our national ranking. This is an achievement that certainly deserves to be celebrated. 

These important results are generated by our For All™ Model, a highly effective tool in the transformation of organizational culture by measuring the experience of employees regardless of their position, age, gender, preferences, type of contract, or seniority in the company. The benefits provided by our model are truly profound, maximizing the human potential of each employee through effective leadership, value-centered cultures, and trust, leading to experiences of innovation and financial growth. 

Our Vision Within a Challenging Context 

Following the pandemic period, the world of business has faced challenges that have tested leaders' abilities to respond with agility to unexpected changes. Nearly two-thirds of US employees said that COVID-19 has pushed them to reflect on their life purpose, and more than 19 million employees have quit their jobs in this country since last April. In Mexico, 75 percent of the workforce suffers some level of burnout, beating the rates in China and the US.

Today we know that not all employees are having the same experience with new work trends. While some have benefited from the home office, others have suffered consequences that are beginning to affect not only their mental health but also their physical health. Leaders must also ensure productivity in this new reality. 

In Mexico, there is still perceived resistance in companies to adopt a remote work system, as only 33 percent of corporations have implemented the home office as a new work scheme.  This contrasts with the 55 percent of workers who prefer to maintain a hybrid or totally remote scheme, showing the importance to offer this benefit in order to ensure the retention of talent in the coming years since these changes are here to stay. It is essential to listen to your workforce, get to know their needs and concerns, and maintain open communication channels that will help to find customized solutions that can lead to finding a place within the structure of the company for the direct benefit of employees.

At Great Place to Work®, we know that your employees expect their needs are being valued as human beings by their organization and that they trust them to make good choices. You need to help all of them  fulfill their purpose at work by developing their genuine selves. Your leaders need to feel comfortable managing and measuring face-to-face or remote work.

Currently, there is a call for organizations to be more human and disruptive from the moment that there is an approach with talent. This will allow them to better understand their needs, reducing any probability of turnover or resignation. This is achieved by the company deeply understanding its people and what each person values in their work. If a company periodically carries out different strategies for its customers, it must also be able to do so with its own people. Organizations and their leaders have to assume as part of their growth objectives the commitment to each employee as a unique person who offers independent ideas, values, and ways of thinking. If these differences are recognized as relevant factors, the better the decisions they can make to generate greater innovation, leadership, commitment, and trust.

Within Great Place to Work®, we continue to conduct in-depth research focused on the employee experience of what makes an organization great and have today defined the pinnacle of all  workplaces.

By 2023, our product line will be the main ally for leaders looking to reevaluate how they engage with their human capital. We will launch a completely refreshed set of platforms that will enable your company to make a focused effort to better understand why employees leave and take meaningful action to retain them. We will use a combination of science, technology, data, and analytics to segment your employees, just as you would do with your clients, and customize the interventions. This is the only way we can convert the time of the Great Resignation into a golden opportunity for great attraction. Connection is retention; let's redefine the rules of the working world.

Congratulations to The 100 Best CEOs of Mexico 2022 and welcome to all of those who are yet to come, because Great Place to Work® is For All™.