Great Place To Work Netherlands: Overview and Mission
The RenDanHeYi model, developed by Haier Group CEO Zhang Ruimin in 2005, is revolutionary management philosophy aimed at transforming traditional hierarchical corporate structures into highly adaptive, customer-centric ecosystems. Rooted in the belief that employees (Ren) and their entrepreneurial capabilities should align with customer needs (Dan) to create value, the model emphasizes individual accountability and dynamic organizational roles (HeYi). By dismantling conventional silos, the RenDanHeYi model fosters a network of autonomous micro-enterprises within the larger corporate entity, transforming the organization into a nimble startup factory.
To develop and share the idea of Zero Distance and its broader management philosophy of RenDanHeYi, Haier hosts an annual forum to celebrate the world's most progressive organizations. This September marks the 8th edition of the forum, taking place in Haier’s hometown, Qingdao, on September 20. Working with the Business Ecosystem Alliance and the Management Lab, the Haier Model Institute will release the inaugural listing of the progressive companies which are putting Zero Distance and related ideas into practice.
These organizations are characterized by:
Zero Distance to customer | Decision what to build is based on insights from the marketplace
Autonomy | Small teams with full decision-making autonomy enable speed in execution
Shared Rewards | Everyone in the micro-enterprise participates in its financial success
For the 2024 inaugural ZeroDX awards, Haier approached us to list 50 self-managed organizations that showcase the principles of RenDanHeYi in how they organise their work. Great Place to Work Netherlands is one of the 50 organisations we listed this year.
Introducing Great Place to Work Netherlands
Great Place To Work Netherlands (GPTW NL), founded in 2002, is part of the global Great Place To Work network, established in 1991. Operating within the human resources and management consulting industry, the organization is dedicated to assessing workplace cultures through comprehensive surveys and data analysis. They provide recognition programs, insights, and actionable recommendations to help companies enhance their work environments. Their mission is to create better workplaces for all by fostering environments where trust, pride, and camaraderie thrive among employees.
Guided by this mission, GPTW NL has structured its strategies and operations to align with the goal of improving workplace culture globally. This mission-driven approach is supported by their B-Corp certification, which highlights their commitment to meeting high standards of social and environmental performance. The company values the balance between mission, profit, and results, ensuring that financial health supports their ongoing efforts to fulfill their mission.
GPTW NL is an outstanding example of RenDanHeYi principles in the Netherlands. Applying the principles of Holacracy in their organization, the company is a prime example of autonomy, distributed authority, customer centricity, purpose alignment and shared rewards.
Organizational Structure: Emphasizing Decentralization and Empowerment
GPTW NL operates with a small team of 25 employees, within a global network of 1,300, allowing for a nimble and flexible organizational structure. The company practices Holacracy®, a system of governance that emphasizes decentralization, giving employees at all levels the power to make decisions and drive the company’s success. This approach positions every employee as the CEO of their own roles and work, encouraging entrepreneurship and accountability.
The structure fosters a culture of collaboration, shared leadership, and open communication. Decisions are made transparently and inclusively, ensuring that innovative ideas can originate from any part of the organization. The decentralized approach was particularly effective during challenging times, such as the COVID-19 pandemic, when the team collectively decided to reduce salaries to retain all employees, rather than resorting to layoffs. This decision underscores the organization’s commitment to its people and its belief in the power of shared responsibility.
Customer Engagement: A Partnership Approach
GPTW NL is deeply committed to understanding and meeting the unique needs of its clients, which range from small businesses to large multinational corporations. The company’s approach to customer engagement is centered on partnership and support. By offering global standardized assessments, the organization helps companies enhance their work environments, leading to improved employee engagement and better business performance.
However, the relationship with clients goes beyond providing surveys. GPTW NL partners with clients for brand recognition, internal development, and external inspiration. The emphasis on discovering and addressing clients’ evolving needs ensures that the company delivers the right products and services at the right time. Customer Success teams play a crucial role in this process, ensuring that clients maximize the benefits of the Trust Index and other offerings, ultimately driving their success.
The company’s decentralized structure enhances customer work by empowering teams to respond swiftly to client needs, innovate solutions, and maintain a high level of autonomy in decision-making. This flexibility and speed in service delivery are key advantages of the self-management approach, allowing the company to maintain strong, responsive relationships with its clients leading to a NPS score of 58.
Company Culture: Values-Driven, Transparent and Inclusive
The culture at GPTW NL is built on a foundation of inclusivity, respect, and continuous improvement, reflecting the values they advocate to their clients. The organization operates on four core values:
We Care: Demonstrating genuine concern for the well-being of colleagues and clients, fostering a supportive work environment.
We Challenge: Encouraging continuous feedback to drive innovation and personal development, while maintaining balance to avoid overstretching individuals.
We Are On A Mission: Committing to the vision of creating great workplaces and sustaining a profitable business, ensuring that the mission and financial health are mutually reinforcing.
Together We Got This: Promoting collaboration and teamwork, recognizing that collective effort is key to success.
These values are not just slogans but are integrated into everyday behaviors and decisions. Regular discussions and debates ensure that the values remain relevant and guide the organization’s operations. The company’s culture encourages employees to bring their whole selves to work, fostering an environment where diverse perspectives are valued, and innovation can thrive.
Transparency is a cornerstone of the company’s culture, with financial information and salary details openly shared among employees. This openness not only builds trust but also ensures equality, eliminating the gender pay gap and promoting fairness. Additionally, the organization offers a 10% profit-sharing scheme (before taxes and investment allocation), ensuring that employees are directly rewarded for the company’s success and encouraging a collective focus on the organization’s performance. No individual bonuses are available as they believe every individual contributes to the company’s success.
Performance development is supported by a robust 360-degree feedback system, which is separate from salary growth. The organization invests 7% of salary costs in professional development, ensuring that employees have access to resources for continuous learning and growth. The predictable salary growth path, benchmarked annually, reflects the company’s understanding that salary is not the primary motivator for performance but rather a factor in overall job satisfaction.
GPTW NL also champions work-life balance through policies like unlimited holidays and remote working options. Employees are trusted to manage their responsibilities effectively, choosing when and where they work best. This flexibility supports employee well-being and adapts to the changing dynamics of the modern workplace.
Diversity and inclusion are integral to the ethos of GPTW NL. The organization is committed to building great workplaces for all, not just for some. This commitment is reflected in their hiring practices, employee training, and daily operations, ensuring that a variety of perspectives contribute to the company’s success. It takes time, but GPTW NL is more than dedicated to making continuous progress toward becoming a truly diverse and inclusive workplace. They practice what they preach: in their latest client event the Circle Lead (CEO) got on stage in full drag supporting the drag community during pride month. And to share the importance of openness and commitment amongst leaders in building great workplaces for all.
Conclusion
By embedding these principles into every aspect of their operations, GPTW NL not only serves as a model for their clients but also creates a work environment where every employee can thrive and contribute to the mission of creating great workplaces for all.
