Silverskills earns its Great Place to Work® certification!

At Silverskills, 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.
• We anticipate future talent needs by identifying and developing potential leaders within the organisation.
• 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.

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.
• 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.

Silverskills encourages open communication channels to facilitate feedback, questions, and discussions.

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 fostering collaboration.
• Regular HR & Leadership Connects

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.

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.