A computer scientist to win averaged 134

Displaced. First, since 2007, in the American classification of sacred societies "best employers" by the "Fortune" magazine, Google has plummeted in 2009 to fourth place. List of companies where it is good work, the Internet giant has been replaced, end January, by the Californian company NetApp, specializing in data storage, which uses 5.014 people across the Atlantic. Then come the Edward Jones financial services firm and the firm Boston Consulting Group.

In these times of belt-tightening, even Google has been forced to tighten the belt: finished, the bonus of 1,000 dollars distributed by handles green tickets before Christmas; completed, the ritual ski stay all expenses paid. forgotten, the discounts of 50 in the shop of the Googleplex chock full of Google logo products, which have fallen to 20 for the approximately 12.580 employees of the group in the United States.

If. "Free gifts have nothing to do with the appreciation of the employees for their businesses!", summarizes Amy Lyman, co-founder and Director of research of the "Great Place To Work Institute", the Office of San Francisco, responsible for the studies necessary for the classification of "Fortune".

Is not the level of salary that climb

NetApp of the fourteenth in the first place between 2008 and 2009. A computer scientist to win averaged $ 134.716. It is much less than the 172.303 $ received by a senior sales engineer at Salesforce, happening yet as in 55th position in the list of good employers.

Exemplary course

As the coverage of health offered to employees, NetApp is far behind groups such as Microsoft or the Boston Consulting Group (number one in this area). NetApp was even not among the 15 names cited for the quality of health services offered to staff.

According to Amy Lyman, the reputation of a company to its employees and the loyalty of these latter towards it are based on a more solid key: trust. At a time where 300,000 positions have already been deleted in the U.S. high-tech industry and the crisis imposed on the companies to reinvent itself, or even to reassess the role and objectives of their troops, leaving to conduct targeted redundancies, trust becomes paramount. For after Amy Lyman, she moved "according to three criteria: the credibility of managers, the respect that they demonstrate to employees and their magnanimity fairness or, more precisely, the perception of employees on these three aspects."

Employers know generate the trust of their employees are also the best armed to a recession. "Among them, the freezing of wages, the abolition of bonuses and other compensation are rarely perceived as a problem, because what counts above all is to tighten the elbows" says Amy Lyman.

In this regard, NetApp, which has a strong culture of collaboration and managers have been trained to better communicate with their teams, has a best route.

Climate of negative stress

In difficult times, "survivor syndrome" pushes companies to worry about their basic and ignore their forces. "The masterly error committed by employers when times are hard is to reduce personnel costs," notes Barbara Spitzer, Vice-President at Capgemini, responsible for the activities of human resources Council. While a company deploys its plan termination or hiring freeze, its employees are sinking in a climate of stress and anxiety detrimental to productivity. And yet, said Barbara Spitzer, "it is more essential than ever in times of crisis to cultivate a movement forward and strengthen loyalty to initiate, one day, the recovery in a strong position against the competition"..