Culture and accountability have recently been blended within organizations due to fear of change or acceptance of the “that is how we have always done it” mentality. After operating the same way for years, a deeper dive into corporate culture combined with accountability has become a necessary focus to determine how these concepts will fit into the equation.
Recommend two improvements or changes to Geico’s total rewards program, assuming employees are unhappy with the current plan.
Review Geico’s total rewards program, and identify how the company has applied a focus on culture and diversity or make at least one suggestion for Geico to consider addressing culture and diversity within its total reward program.
Discuss the benefits of inclusion within the workplace and identify at least one way to break down barriers within the workforce to exceed expectations.
Sample Answer
Part 1: Improvements to Geico’s Total Rewards Program
Assuming employee dissatisfaction, here are two potential improvements:
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Enhanced Flexibility and Work-Life Balance:
- Problem: Many employees, particularly in customer service roles, may experience burnout due to rigid schedules and limited flexibility.
- Improvement:
- Implement more flexible scheduling options, including remote work opportunities where feasible, compressed workweeks, and increased paid time off.
- Introduce programs that support work-life balance, such as subsidized childcare, eldercare resources, and wellness programs that promote physical and mental health.
- Offer more personal time off, and mental health days, without stringent requirements.
Full Answer Section
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- Rationale: This addresses the growing demand for work-life balance, reduces burnout, and improves employee satisfaction and retention.
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Performance-Based Rewards and Career Development:
- Problem: Employees may feel that the current rewards system does not adequately recognize and reward high performance or provide opportunities for career growth.
- Improvement:
- Implement a transparent and equitable performance-based bonus and incentive program that aligns with individual and team contributions.
- Invest in robust career development programs, including mentorship, training, and tuition reimbursement, to support employee growth and advancement.
- Create clear career paths, and timelines for advancement.
- Rationale: This motivates employees, fosters a culture of high performance, and enhances employee engagement and loyalty.
Part 2: Culture, Diversity, and Total Rewards at Geico
- Geico’s Current Application (Hypothetical):
- Geico, as a large corporation, likely has diversity and inclusion initiatives. These might include:
- Employee resource groups (ERGs) for various demographics.
- Diversity training programs.
- Equal employment opportunity policies.
- Benefits that cater to diverse needs (e.g., domestic partner benefits).
- Suggestion for Geico:
- Inclusion-Focused Benefits:
- Expand benefits to address the specific needs of diverse employee populations. For example:
- Offer comprehensive transgender healthcare benefits.
- Provide culturally sensitive mental health resources.
- Implement flexible parental leave policies that cater to diverse family structures.
- Create a benefit that allows an employee to use a set number of personal days, for religious holidays that are not widely recognized.
- This will show a commitment to inclusion, and make employees feel valued.
Part 3: Benefits of Inclusion and Breaking Down Barriers
- Benefits of Inclusion:
- Increased Innovation and Creativity: Diverse perspectives lead to more creative problem-solving and innovative ideas.
- Improved Employee Engagement and Morale: Employees feel valued and respected, leading to higher job satisfaction and motivation.
- Enhanced Reputation and Brand Image: A diverse and inclusive workplace enhances the company’s reputation and attracts top talent.
- Better Decision-Making: Diverse teams make more informed and balanced decisions.
- Increased customer satisfaction: A workforce that mirrors the customer base, allows for better customer relations.
- Breaking Down Barriers:
- Implement Inclusive Leadership Training:
- Provide training to managers and leaders on unconscious bias, cultural competence, and inclusive communication.
- This will help leaders create a more inclusive work environment where all employees feel valued and respected.
- This training needs to be ongoing, and not a one time event.
- Create cross-functional teams:
- Creating teams that are made up of employees from different departments, and different backgrounds, will allow employees to interact with people they may not normally interact with. This will help break down barriers, and create a more inclusive environment.
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