International Companies

1. Google
Headquarters: Mountain View, Calif.
Employees: 43,862
Googles perks and pay are well known: free high-quality meals, meditation facilities, onsite
health professionals and fitness centers. Less known are internal programs like Grow,
which helps employees find opportunities, resources and advice for their professional
development. The Grow one-stop shop allows employees to manage their growth within
the company. This year, Google added more programs related to parenthood, childcare and
finance. Google employees receive recognition through a hub called Thanks that gives
feedback and peer bonuses. Says one employee, "Google has a genuine interest in developing
their employees' careers, especially when it comes to internal mobility. There are tons of
opportunities everywhere and Google really invests in their employees to retain their top
talent."
2. SAS

Revenue: $3.02 billion

Headquarters: Cary, N.C.
Employees: 13,679
The business analytics software and services company has an Employee Volunteer Fund that
provides a cash contribution to education-based non-profit organizations where an employee
has donated at least 50 hours of volunteer support in three out of four quarters throughout a
year. Last year, SAS employees volunteered more than 24,000 hours, resulting in $84,250
given to schools. At headquarters, SAS also has on-campus healthcare centre, which provides
free health and wellness programs to employees and their families. Employees can see a
health care professional, pick up a prescription at the on-campus pharmacy and be back at
their desk in just a half hour. Theres also an in-door pool, yoga classes at the fitness centre,
or programs ranging from parenting to stress management at the on-site Work-Life Centre.
The perks seem to work: The companys turnover rate is 3 percent, well below the industry
average of 15%. Says CEO and founder Jim Goodnight, SAS philosophy has been focused

on people and well-being since day one. We take great pride in caring for every aspect of the
employee experience.

3. NetApp

Revenue: $6.33 billion

Headquarters: Sunnyvale, Calif.
Employees: 12,318
At this network data storage and management solutions company, great work does not go
unrecognized. Vice Chairman Tom Mendoza personally phones employees to thank them for
their contributions. The program is called Catch Someone Doing Something Right, and
Mendoza makes about 30 to 40 calls each week. As he says, If you allocate 10 percent of
your time to making sure the employees that work for you know how much you personally
care, I think youll have a better culture. Employees consider a call from Mendoza one of
the highlights of their work experience. The company has other creative ways of honouring
outstanding accomplishments, too, including tacking notes of appreciation on a Wall of
Awesomeness in some offices and regionally presenting Living Our Values awards to
employees. Says one employee, Almost everyone across the company is willing and wants
to help. This applies even when reaching out to other business units. Management candor,
especially at the highest levels, is unprecedented in my many years in the industry.
4. W.L. Gore & Associates

Revenue: $3.09 billion

Headquarters: Newark, D.E.
Employees: 10,337
As part of the device and product manufacturers non-traditional management structure,
leadership positions are earned, not appointed. To truly lead at Gore (best known for its GoreTex fabrics), candidates must exhibit an ability to lead, or what the company calls
followership. When the current CEO Terri L. Kelly was named, the company surveyed its
top leaders and asked whom they would support as its next president. The company invites
input from all corners of the organization when making similar decisions. Greasing the
wheels of the process, each associate at the company is paired with a mentor known as a
sponsor who serves as a coach, advocate and go-to resource. The sponsor is the first person to
interact with new hires upon their arrival at the plant. Says one employee, I am proud to

work for a company that puts as much emphasis and effort into Associate development and
well-being as W.L. Gore and Associates. It is often hard to get new Associates or people
outside of Gore to understand the lengths to which this company will go to ensure that we are
being fair not only to our Associates but to everyone we do business with.
5. Belcorp

Revenue: $1.9 billion

Headquarters: Lima, Peru
Employees: 9,600
Direct marketing cosmetics company Belcorp lets employees set their own schedules. One of
the companys most popular wellness programs is Flexitime," which allows employees the
ability to work around their personal commitments and family needs. The company says
it boosts productivity, attracts new job candidates, and keeps employee satisfaction high.
Seventy percent of executives and senior management are female. Says founder and CEO
Belmont Anderson, In Belcorp we encourage passion and entrepreneurship to maximize our
actions. We strengthen our relationships by being caring and authentic.
6. Microsoft

Revenue: $77.8 billion

Headquarters: Redmond, W.A.
Employees: 128,076
A perennial of Fortune's 100 Best Companies to Work For list, the software giant is known
for its highly competitive compensation and rich benefits programs. Stellar employee survey
results landed it on this year's global list, but in July, the companys recently appointed CEO
Satya Nadella announced that he would realign Microsofts workforce by laying off
approximately 18,000 employees, more than 14% of its workforce. As part of the job
reductions, the company expects to eliminate 12,500 positions in its Nokia Devices and
Services division. In an e-mail to staff, Nadella says the company would be offering
severance to all impacted employees as well as job transition help wherever possible. My
promise to you is that we will go through this process in the most thoughtful and transparent
way possible.

7. Marriott

Revenue: $12.78 billion

Headquarters: Bethesda, M.D.
Employees: 203,685
In August, the hospitality companys CEO, Arne Sorenson, defied conventional business
wisdom when he revealed in a blog post that at Marriott, the customer does not come first.
At Marriott we have a different mantra, he wrote. While we value our customer just as
much as any business, our employeeswe usually call them our associatescome first. The
idea is that if the company treats its employees well, that hospitality will inevitably trickle
down to the customer. The company is constantly drumming up new global initiatives to meet
this goal. One earlier this year was called the Share Your Space campaign, a program that
encouraged employees across the organization to submit photos of their work environments.
Each photo submitted earned the Marriott location an additional entry into a random lottery
drawing for a chance to win one of eight workplace upgrades. The company received over
17,000 photos and has since paired many of them with job descriptions on the Marriott
Careers site so potential new hires can browse work-life at the company.

8. Monsanto
Revenue: $15.8 billion
Headquarters: St. Louis
Employees: 22,000
Each year, the biotech crop giant celebrates its employees with a company-wide event called
the Sustainable Yield Pledge Awards. From helping bring clean drinking water to a village
or collaborating with farmers and schools to bring science, math and technology into
classrooms in rural communities, the awards recognize top projects from around the world
that represent the companys commitment to sustainability in action. One of the finalists this
year was a team in Camaari, Brazil, who helped improve lives in their community by upcycling materials that they could no longer use. The awards build on the basis of the
companys culture: the eight-point statement of values known as the Monsanto Pledge, which
includes integrity, dialogue and transparency among its tenets. Employees at the company
liken the Pledge Awards to the Oscars of Monsanto, and it represents the companys highest
honor. Each year, award winners receive a trophy and a $10,000 grant to donate to a nonprofit organization of the teams choosing.

9. Cisco

Revenue: $48.6 billion

Headquarters: San Jose, Calif.
Employees: 74,042
Earlier this year, Cisco launched a recognition program across the enterprise called
Connected Recognition. The idea behind it is to identify and celebrate outstanding
employee work without delay. The program seeks to eliminate the bureaucratic lag between
employees achievement and recognition. Anyone can nominate a colleague for an award. To
amplify the impact of the recognition, the program incorporates social media into the mix,
allowing the honor to extend beyond the companys walls (though employees can request that
it remains private). Says CEO John Chambers, Todays technology markets are moving at
such a fast pace that it requires companies like us to be in a constant state of preparing,
supporting and enabling our employees so they adapt, develop and grow to meet these new
challenges. Therefore, talent development continues to be a key focus area for us for the
foreseeable future.
10. American Express

Revenue: $33 billion

Headquarters: New York
Employees: 62,800
American Express prides itself on its core principles, known as Blue Box Values, a set of
eight ideals that employees pledge to live and work by each day. Introduced in 2010, the
companys Blue Work initiative prioritizes how over where employees work. The
program sets out to redesign workspaces, provide flexible work arrangements like
telecommuting and shared positions and to support technology that makes it easier to work
remotely. Eventually, the company would like to transition its entire workforce to Blue Work.
11. Scotiabank

Revenue: $20,930 million

Headquarters: Toronto
Employees: 86,949
Though the Canadian bank has a presence across the globe operating in more than 55
countries, it encourages its employees to act locally. The companys Bright Future Program
focuses on giving back to communities in six areas: arts and culture, education, environment,
health, social services and sports. Last year alone, Scotiabank employees volunteered more

than 420,000 hours to local causes through the program. Theyre also given the autonomy to
start their own specialized employee resource groups. Eight out of 10 employees have bought
into Scotiabanks share ownership program. Says one employee, Scotiabank is always
involved in community sponsored events, and it is well known in the community. Im always
proud to see our name when I go to the movies, NHL games, and fundraisers.
12. S.C. Johnson

Revenue: $10 billion

Headquarters: Racine, Wis.
Employees: 12,029
SC Johnson, the consumer products company that makes Ziploc and Drano, calls itself
a family companyemployees included. Every year around the holiday season, the company
hosts Profit Sharing Day, a celebration of its successes and its employees hard work.
Everyone receives a cash award and time off, the latter usually in the form of two email-free
weeks they may choose to spend with family and friends. By the time employees return after
the New Year, they are revitalized and ready for work. During the summer, the company also
has a Summer Hours program that lets employees take Friday afternoons off. Employees say
they love the extended weekend.
13. Autodesk

Revenue: $2,273.9 million

Headquarters: San Rafael, Calif.
Employees: 7,390
Design software company Autodesk has created a work environment with ample perks in
mind. The offices offer free meals and massages. Every four years, U.S. employees are
eligible for a fully paid six-week sabbatical to pursue whatever interest they desire. The
offices are dog friendly, hours are flexible and around 22% of employees take advantage of
the companys telecommute program. The company is also always on the lookout for events
to celebrate: Kids at Autodesk Day, Earth Day, and company-sponsored golf tournaments and
other sporting events. The companys Tech Shop membership and Pier 9 workshop in San
Francisco also allow employees (as well as artists in residence) to create, innovate and
collaborate in top-notch maker spaces. Says one employee, "They have excellent work-life
balance, you can always take time off when you think it's necessary. Employees cooperate
well and you can expect people to finish their share of work and take responsibility for it."

14. Telefnica

Revenue: $77.2 billion

Headquarters: Madrid, Spain
Employees: 126,730
Last year, Spanish telecom operator Telefnica, which serves customers in 25 countries,
introduced an internal transformation program called Be More. The effort focuses on three
key values to keep the company ahead of the digital revolution: Discover, Disrupt and
Deliver. In January, the company launched a new communications channel to keep employees
updated: Be More TV. Shows have featured improvisation, poker matches and celebrity
cameos. The channel is broadcast over the companys Corporate Social Network, which has
become its primary global collaboration tool. That network is thriving: More than 57,600
employees joined last year, averaging 2,000 new employees and 18,000 messages exchanged
per month. Says one employee, Working in Telefnica means working with a lot of very
talented people. Its also very interesting because we are in an industry with a lot of changes
and that means many opportunities and a great deal of excitement. For me its perfect."
15. National Instruments

Revenue: $1.17 billion

Headquarters: Austin
Employees: 7,134
Leaders of the test equipment and virtual instrument software maker manage on the ground
floor. CEO James Truchardknown as Dr. T among employeesfrequently drops in on
staff and meetings throughout the company to keep apprised of the business, communicate
strategies, and hear feedback. Truchard even has a name for his administrative style: sneaker
management, which describes his characteristic walk-and-talk, face-to-face approach. He
says he believes its the best way to keep in touch with employee concerns. Its not unusual to
find Truchard chatting with employees in the company cafeteria at lunch. To make
employees lives easier, the company also features the NI Health Center, an on-site medical
clinic that can serve as employees and their spouse or partners primary care physician. Says
one employee, From the corporate culture to the breadth of projects available, nearly every
aspect of life at NI is exciting. I have yet to meet or work with anyone who isn't passionate
about their work and team.
16. FedEx

Revenue: $27 billion

Headquarters: Memphis
Employees: 161,700
Each fall, more than 10,000 FedEx team members participate in FedEx Cares Week, a
weeklong volunteer event that benefits local communities in more than 60 cities around the
world. Environmental responsibility and volunteerism are core parts of the purple
promiseto make every FedEx experience outstandingwhich defines the FedEx culture.
Says one employee, When I recall and occasionally still come across the original and wellknown FedEx customer promise of 'Absolutely, Positively, Overnight,' it reminds me why
FedEx is where I wanted to spend the rest of my aviation career.

17. Atento

Revenue: $2.34 billion

Headquarters: Madrid, Spain
Employees: 153,000
At the Spanish call center operator Atento, employees assemble into teams that compete in
Atento Rally events, which comprise fun, athletic, cultural, community activities. The
rallies celebrate employees teamwork, talent and creativity, which helps build friendships
and foster a sense of belonging within the company. Employees volunteer their time to
organize leisure activities and the events. In Peru, the company hosts a talent show and in
Spain, it holds an annual Carnival costume contest. The company also offers a training
program called Academia Atento for all employees.

18. EMC

Revenue: $23.2 billion

Headquarters: Hopkinton, Mass.
Employees: 47,812
Employees at data storage and cloud computing company EMC are good sportsand they
demonstrate their athletic abilities at the companys unofficial games, which include minigolf and kickball. Hundreds of employees put on mini-golf tournaments right in the halls of
the companys offices. One afternoon this summer, the main courtyard of the companys

Headquarters was converted into a kickball field where senior leaders took on summer
interns. (The executives won.) EMC also offers its employees three paid volunteer days per
year and a $25 gift card on their annual EMC work anniversary to donate to a charity of their
choice. This spring, the company raised $300,000 in partnership with charity: water to build
clean water wells in Africa. Employees participated in water walks, carrying heavy cans of
water to experience what many people must do to procure fresh water.
19. Daimler Financial Services

Revenue: $19.3 billion

Headquarters: Stuttgart, Germany
Employees: 8,107
Daimler Financial Services, the financial services arm of the German automaker, offers
plenty of perks: healthy diet choices at its cafeterias, yoga classes and massage therapy. The
company also recognizes employees at an annual award ceremony akin to the Oscars. The
Presidents Award is custom-designed for each winner. There is also a personalized tribute to
each employee or team who wins. Says CEO Klaus Entenmann, We have and live a set of
core values. Theyre not just words on a poster, but rather a moral compass that drives our
business decisions. As a result, people know what we expect of them and what they can
expect from us. Our values create transparency and provide stability. On top of that, we also
like to have fun.

20. Diageo

Revenue: $17.7 billion

Headquarters: London
Employees: 28,000
Many of the spirits companys offices feature showcase bars that display the companys
brands, which include Smirnoff, Captain Morgan, Johnnie Walker and Guinness. Granted a
product allowance, full-time employees can enjoy bottles for a discount. They also take part
in Diageos Partners for Growth performance management and people development
program, which allows employees to discuss and set their goals together with their line
managers. On top of that, chief exec Ivan Menezes writes his very own weekly blog to

connect the organization with the business. The company has a strong health & safety
philosophy for all employees, with a program entitled Zero Harm, used at all of its sites.

21. Hyatt Hotels

Revenue: $4.2 billion

Headquarters: Chicago
Employees: 100,251
The global hotel chain has continued to loosen the reins on its employee-guest relationships
to allow for more chaotic, natural and empathetic connections. Whereas in past years the
company favoured brand consistency and instructions over genuine interaction, nowadays it
encourages its employees to go off-script. The change of mind-set has had pleasant,
unexpected results; for instance, when a 7-year-old boy left his teddy bear at the Park Hyatt
Hamburg, the staff sent it back with a childrens book documenting the teddy bears time
alone at the hotel: getting massages at the spa, watching TV in bed, eating at the hotel
restaurant. Stories like these spread throughout the company on the monthly internal digital
news magazine Hyatt Pulse, a publication that helps maintain the companys culture.

22. Mars

Revenue: $33 billion

Headquarters: McLean, Va.
Employees: 75,000
Free candy, drinks and ability to bring pets into the workplace are just some of the perks that
come with working at this maker of candy, beverages, and pet food. The company takes
workplace safety very seriously since employees often work with complex machinery and
materials to produce its food products, which include M&Ms, Snickers, Pedigree, Orbit and
Uncle Bens. The company also provides training courses and systematic health and safety
reviews to keep the manufacturing plants and processes running smoothly. Mars provides a
variety of wellness programs to different regions to keep its employees fit. Says one

employee, You cant talk about Mars unless you talk about people. In most manufacturing
businesses, the leaders are thinking about equipment, assets, metrics, and the bottom line
but Mars clearly understands that we cant get any of that without people.
23. Accor

Revenue: $7.6 billion

Headquarters: Paris
Employees: 170,000
Stellar employees at hotel operator Accor have the possibility of winding up on a company
task force that helps open new hotels. Candidates are selected through an internal process and
are offered training and professional development. When a new hotel opens, the team is sent
to teach new hires the ropes and to kick-start the business. A partnership with the Gilon
Institute of Higher Education also enabled a dozen Accor hotel managers to earn an MBA
through an online program this year. The companys sustainability program includes a 10%
reduction of CO2 emissions and 15% reduction in water usage.
24. eBay

Revenue: $16 billion

Headquarters: San Jose, Calif.
Employees: 33,000
Next year, the company plans to split in two: the online retailer eBay and its e-payment
business PayPal. It remains to be seen how the coming rift will affect the companys workers,
though a spokesperson for the company says that Both companies will be well capitalized
and well-staffed and that the vast majority of employees day to day roles will continue
unaffected by the separation. Current employees have participated in Be the Customer
drills, which include competitions for selling products through the companys auction site and
by making PayPal transactions. The company also encourages open, honest and direct
feedback during meetings as one of its Shared Behaviours. According to CEO John
Donahue, Our employees come to work every day putting the customer at the centre of
everything they do. And they feel really passionate about it because many of them are
customers themselves.

25. The Coca-Cola Company

Revenue: $46.9 billion

Headquarters: Atlanta
Employees: 130,600
Employees are proud of the companys pledges to sustainability, though Coca-Cola is no
stranger to big commitments. As a major sponsor of events like the Olympics and the World
Cup, the company has given its employees an opportunity to serve as global ambassadors for
the brand. Last year, it launched an entrepreneurship program called the Coca-Cola
Founders that gives small business owners access to Coca-Colas relationships, resources and
reach before they develop their next start up.