Do you know?

Do you know?

Do you know?

Silverskills recognized as a Great Place to Work® Registered outline for the 2nd time in a row

Apr 2025 - Silverskills

Silverskills earns its Great Place to Work® certification
for the second
year running!

20 Years of Winning Company Culture

20 years ago, we embarked on a journey of designing, creating and curating cutting-edge, scalable, and intelligent processes that transform business practices. Fueled by the aspiration of supercharging performance, we strove to cultivate an environment that fosters passionate work, relentless innovation, and a strong sense of belonging.

How We Got Here


As we celebrate our second Great Place to Work certification in a row, we would like to share the learnings and experiences that helped the Silverskills family get where we are today.

Over the past year, we have not only revamped old strategies, but introduced new ones. For example, we implemented consistent employee engagement initiatives and emphasized tech enablement, including but not limited to a new HR leaves and attendance platform accessible over mobile.

Such strategies have helped to foster an environment where every individual feels valued and secure, and thus is also more productive.

Let’s go through some of the tactics that helped us earn our GPTW certifications!

1. Support Employee Wellness


Individuals are increasingly considering wellness as a key factor when deciding to remain with an employer.

Indeed, investing in employee wellness contributes to not only enhanced workplace performance, but greater job satisfaction and engagement. Such programs, however, need to be not only well-intended, but well-planned and sustainable.

When executed correctly, wellness initiatives can be a fundamental component of organizational success.

How Silverskills Does It

This past year, Silverskills has emphasized employee wellness in myriad forms, introducing new initiatives and continuing old ones.

  • We launched wellness initiatives including an annual health checkup, free medical consultations, and discounts on medication.
  • To encourage fitness, we held contests such as our Step-a-Thon.
  • Employees were provided access to a health and wellness platform on mobile.

2. Invest in Effective Leadership


A company without effective leadership is like a ship without a hull. It may stay afloat, but it will not move in the right direction.

It is essential for business leaders to embody the values and behaviors that are expected from their team. This involves meeting deadlines, displaying a positive attitude, being punctual, and treating employees with respect. Employees are more likely to follow company values when they work with such a leader.

An excellent leader will motivate, inspire, and drive positive change. Indeed, according to Gallup, effective management is 4 times more important to teams’ well-being and engagement than where they work (that is, hybrid, on-site, or remote).

How Silverskills Does It

  • We anticipate future talent needs by identifying and developing potential leaders within the organisation. We sponsor employees to take skill-based and leadership courses. There are two ways in which we do this: 1) We encourage employees to search for relevant courses and pay for them if they are appropriate. 2) We shortlist and nominate employees at all levels for leadership courses that last between 6 months and 1 year at some of the finest institutions in the country, such as IIM and ISB.
  • Our leaders focus not only on their individual roles, but also on how their actions contribute to the overall health and success of the organization.
  • Since many of our leaders have risen through the ranks, they understand the challenges faced by their juniors. They hence use the approach of mentors to inspire and motivate.
  • The effectiveness of our leadership is reflected in the fact that the average association of both our employees and clients is 10+ years – a remarkable feat.

3. Recognize & Respect Employees


Research backs up what all of us already know: recognition is crucial to the retention of employees and the profitability of business.

The Harvard Business Review (HBR) states that employees with managers who are good at recognizing them are over 40% more engaged than those with managers who are not. They also make more effort and are less likely to quit.

In a good internal culture, employees’ efforts are recognized, their input is sought, and they are cared for as human beings with rich lives outside of the workplace.

How Silverskills Does It

At Silverskills, we believe in recognizing & rewarding our employees.

  • Our Recognition and Rewards (R&R) Program is a comprehensive initiative designed to celebrate and appreciate the hard work, dedication, and achievements of our employees. Through quarterly and annually held recognition ceremonies, we highlight outstanding performance, innovation, and contributions made by individuals within the organisation. Last year, we revamped it to include the following:
    – Gift vouchers in addition to certificates.
    – Additional categories.
    – Announcements on the floor and virtually so employees working both in-office and remotely feel included.
  • R&R winners enjoy informal catch-up sessions with leaders to exchange thoughts and ideas.
  • To continually motivate and recognize ongoing efforts, we have monthly incentive programs across various business operations, allowing employees to earn incentives for meeting or exceeding targets, with special incentives for working on Saturdays when required.
  • Our performance-based bonuses are tied to annual evaluations, providing monetary rewards for individual or team accomplishments.
  • We celebrate milestones such as employees completing a tenure of 10 years, 25 years, and so on.

4. Encourage Open Communication


To cultivate a workplace environment where everyone feels heard and valued, open communication should be encouraged at all levels.

Transparency, collaboration, and feedback should form the bedrock of your communication. Your team should be encouraged to seek feedback, ask questions, and engage in constructive dialogue to hone a culture of continuous improvement.

How Silverskills Does It

Silverskills encourages open communication channels to facilitate feedback, questions, and discussions. This past year, we have focused on it even more than before.

We aim to be trustworthy. And that means sharing and being receptive to both positive and challenging perspectives, and valuable input from our employees.

We maintain this approach irrespective of the tenure of our employees. In fact, to understand the joining experience of new employees, we conduct “HR Connect” with them at 30, 60, and 90 days of their joining to actively seek and act upon their feedback.

The channels we leverage for communication and transparency include:

  • Town Hall Meetings: Where leadership communicates updates, addresses concerns, and reinforces strategic direction.
  • Newsletters: We use written communication, such as memos and newsletters, to share important updates and progress.
  • Intranet and Collaboration Tools: We utilize digital platforms for sharing information and views, fostering collaboration, and communicating with management.
  • Regular HR & Leadership Connects

5. Consider a Hybrid Model


After the Covid-19 pandemic, more companies have started supporting offsite work and responsibilities. This is relevant, since, according to HBR, employees value working from home around the same as an 8% pay increase. Indeed, many of Fortune’s 100 Best Companies afford their employees remote work and flexible hours.

Supporting a hybrid model may involve: (1) Providing financial support for remote set-ups (2) Introducing flexible working hours for parents (3) Not scheduling meetings before 9 am.

Crucially, to efficiently adopt a hybrid model, businesses need to ensure they implement the appropriate digital transformation efforts. This will involve deploying suitable processes and technologies while also bearing in mind business goals.

How Silverskills Does It

Embracing the evolving nature of work, we endorse a hybrid work model, allowing employees to split their workweek between the office and remote locations, reflecting our adaptability and commitment to meeting the changing needs of our workforce.

This contributes to a dynamic and inclusive workplace culture that values individual preferences and fosters a conducive environment for sustained productivity and employee satisfaction.

We have the required infrastructure to follow the hybrid model; almost 50% of our current employee base is working remotely. The rest are working in hybrid mode or from the office. We have retained both productivity and quality of work.

Additionally, this work model has allowed us to expand our talent pool, as there are no geographical constraints.

6. Practice Fairness


Employees who perceive that everyone in their organization is receiving a fair opportunity report having more positive experiences.

Fairness should be ingrained in the culture of a business. It leads to better results, no matter the industry. For example, according to a GPTW study, healthcare companies that offer fair compensation and equitable promotions outperform their peers.

Companies should take the opportunity to nurture a fair environment to limit conflict and encourage productivity. Ultimately, fairness falls on everyone’s shoulders in the workplace – that is, each person must be aware of their role in contributing to a fair environment.

How Silverskills Does It

Silverskills promotes diversity, respects individual differences, and provides equal access to training and advancement. Our commitment to fairness ensures a supportive and empowering workplace culture where everyone can thrive.

We are a people-centric organization with trust as one of our core values. We practice fairness in all our people processes such as hiring, performance appraisal, performance evaluation, and growth opportunities. We are passionate about maintaining meritocracy.

This extends to providing equal opportunities to women for professional development, leadership roles, and career advancement, whether hiring from external sources or identifying talent internally.

Nurturing a robust organizational culture will require time and effort.
However, the rewards of retaining your best company members – and clients – are worth it.

To know more, get in touch with us

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