Fractal Analytics Blog

How friendly and trustworthy is your work place?

Stebin Matthew
By Stebin Mathew
September 12, 2014

Who wants to be treated like a commodity? Across industries, we are often looked at as a resource. Greatest challenge for leaders in any company is to come up with solutions related to work culture issues. Firms such as SAS, world’s largest privately held software company, offer free on-site medical care for employees and their families, low-cost high quality child care, fitness center, library, and summer camp for children of employees. They particularly focus on creating an environment within which its employees can excel for the benefit of all parties related to the company. These firms have an employee friendly environment, one that emphatically values the individual, so the individual can, in turn, care for the firm.

Prevalence of high-performance customer-centric culture and reinforcement of employees’ discretionary efforts requires pragmatic approach, good leadership and most of all proper recruitment, fellowship at workplace and a good rewards and recognition system.

Management at Fractal Analytics has crystallized the principles with these objectives that ensure the fine balance between employee friendliness and regular corporate affairs. With the evolution of the principles, management has banned the usage of “resource” word for its employees. It is disrespectful for anyone to be called a resource. This ban reinforces the value of “Respect & Fairness”. Instead of “resource”, Fractal uses “people”, “person”, “team member” etc. Fractal continues to use “resource” for inanimate objects such as computing resources, hardware, software, utilities, etc.

In line with the above approach, Fractal has revolutionized the work culture by evolving the key principles that promote complete trust on its employees. Fractal fully trust its people on their commitment to company values, on their capability to get things done, and that they will do “what’s right for the client” and “what’s right for Fractal”     .

How this principle has changed the way Fractalites work?

  • Flexi timings – One can come to office anytime or leave anytime. Fractal trusts that people will do their work and also be accountable for whatever they do.
  • Virtual work environment – One can opt to work from anywhere, management won’t challenge it as long as things are getting done. Fractal has developed secured environment to enable its employees to work from home ensuring data security.
  • Expense reimbursements – If an employee thinks the expense is reasonable and should be paid by the company, management would not question it. There are broad guidelines and employees have to use their own discretion while claiming expenses.
  • Engagement level decisions – There won’t be any decisions made by management that is supposed to be made by employee in an engagement. If an employee needs guidance, it will be made available. Management will not force any guidance on its employees if they believe they don’t need it.
  • Leaves – If an employee is not in office, company won’t assume that employee is on leave. Company will assume that he/she is at work. Fractal has stopped counting leaves. This is with the belief that an employee will eventually settle out at an annual average of 21 leaves (as per the guideline).
  • Dress code – Fractal encourages its employees to dress as if one would meet the client. But the choice is delegated to an individual and no one can question his/her choice.

What are the guidelines around this principle? 

Every Fractalite is expected to do what’s right for the client and what’s right for Fractal.

To meet this guideline, trust in the system is essential – as a manager, one would need to extend the trust to his or her team. As a team member, one should experience this trust from your manager and rest of Fractal.

Fractal continues to collect data like biometrics, work time-sheets, etc that is used for data driven decisions.

What happens if company trust is severely violated?

With 100% trust, comes 100% responsibility to reciprocate and live up to the trust. As with all matters of trust, employees should look past small issues and innocuous errors. However, any major violation of trust would mean that an employee would need to end the relationship.

Fractal Analytics is building a strong people centric foundation and a great environment to work in. In my next blog, I will share the next key principle that governs Fractal which is “We believe in freedom – We will respect the choices people make”.

Do you know of any such principles being followed in your organization? Do share it with us.


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