Architecht’s Deputy General Manager for Finance and Governance, Şule Hatun Avşaroğlu, along with Burak Sarı, Burak Yakupoğlu, and Hatice Tapar, discussed their journey to becoming a Great Place To Work. Avşaroğlu, Sarı, Yakupoğlu, and Tapar shared their thoughts:
Burak Sarı: It’s been two and a half years at Architecht. Working at Architecht truly makes you feel special. There are great opportunities and benefits for all colleagues.
Burak Yakupoğlu: What makes this place good, what makes it beautiful, is actually the wonderful people here. The culture the company has created, how it blends this culture with its employees, and how it makes it sustainable is also incredibly valuable.
Hatice Tapar: I think the culture of advancement together, collaboratively, is very valuable and precious for the employees here. It’s important for me too.
How did reflecting your employees’ expectations in the process offer an opportunity for change and transformation in your workplace culture?
Şule Hatun Avşaroğlu: Humans naturally have a quest to feel valued. I think the first step is listening to them. You show that you value their thoughts. After receiving these thoughts and feedback, you actually take action based on them. In this respect, I think it’s very valuable. So, through Great Place To Work, we first send out surveys. “You are valuable to me. I’m interested in your opinions.” That’s the first message we give. With the results and comments from these surveys, you learn about areas for development. Perhaps you continue communicating about areas of strength. You start implementing processes related to areas for development. That’s the second message we give, I think. Essentially, I’m telling the employee, “As Architecht, I still care about you. I’m taking action on the issues you care about.” This helps us increase the culture of transparent communication. You build that bridge of trust between employee and management. In this respect, I think it’s very critical.
Which applications and projects you implemented to strengthen your employee experience through the Great Place To Work process received positive feedback?
Şule Hatun Avşaroğlu: In our employee experience, we strive to implement practices that make employees feel valued and, at the same time, create a difference in the sector. Our most talked-about practice is our career and activity development model, our development kitchen. Unlike the sector, we have a nine-level career structure. It’s not just based on seniority and performance; we actually offer a career journey supported by national and international certifications. It’s a program where employees both develop themselves and continue their careers, and where we offer the opportunity to expand their salary and benefits package. It’s a program that has been crowned with awards abroad. It’s a program where employees can feel the importance of their own development. In this sense, it’s a practice that enjoys the favor of our employees.
In which areas did the Trust Index survey results provide you with the most accurate insights, and which issues did this data help you prioritize?
Şule Hatun Avşaroğlu: One of the most important aspects of the Trust Index is trust. These surveys allow you to directly receive the points that employees highlight in their relationship with their managers. And after reading the comments, I can see what contributes to the trust we have with our employees. These surveys actually provide insight in this sense. Another prominent topic was transparent communication. Employees want to hear more about the strategy. They want to see more about what their work serves. We were able to get this through the surveys. They acknowledge that the organization and the company are very successful. They see it as a leading technology company. But how can I contribute to this? Or what purpose does my current work serve? We realized they wanted to see this more through the comments we received in the surveys. After that, of course, we started to take more action on this. We designed more collaborative interaction days with employees and carried out work to ensure that the strategy was disseminated from top to bottom. In this sense, the surveys were a very significant support for us. I recommend Great Place To Work processes to all our companies. I believe they will be successful and make a difference in terms of employee engagement.
The Importance of Working at Architecht and the Employee Experience
Architecht is an organization that stands out with the opportunities it offers its employees and the culture it creates. Working here provides individuals with an experience that makes them feel special. The culture created by the organization is sustained by being shaped together with its employees. This provides a valuable experience for employees. Human nature dictates that people want to feel valued, and Architecht takes various steps to meet this need. Employees’ opinions are valued, and actions are taken based on their feedback. This ensures that employees feel valued and contributes to the success of the organization.
The Importance of Employee Feedback
To demonstrate that it values its employees’ opinions, Architecht conducts surveys through Great Place To Work. These surveys collect employees’ thoughts and feedback. The survey results help the organization identify areas for improvement. While communication of strengths is maintained, new processes are implemented for areas requiring development. This sends employees the message, “We value you and we take your opinions into account.”
Transparent Communication and Trust
Architecht enhances transparent communication to build a bridge of trust between employees and management. Employees want to hear more about the strategy and see what their work serves. Surveys play a crucial role in identifying these needs. The organization addresses this need by holding more interaction days with employees, ensuring top-down strategy development.
Career and Performance Development Model
Architecht makes a difference in the sector with its career and performance development model offered to its employees. The nine-level career structure offers a career journey supported by national and international certifications. Employees have the opportunity to develop themselves, advance their careers, and expand their benefits packages. This program has also been recognized with awards abroad.
Making a Difference in Employee Experience
Architecht implements various practices to make a difference in employee experience. Practices are developed to make employees feel valued. These practices are well-received by employees and contribute to the success of the organization.
Trust and Transparent Communication Culture
Architecht embraces a culture of transparent communication to strengthen the trust relationship between employees and management. Surveys play a crucial role in identifying the sources of this relationship. Employees want to hear more about the strategy and see what purpose their work serves. The organization takes various actions to meet these needs.
Great Place To Work Processes
Architecht recommends Great Place To Work processes to all its companies. It is believed that these processes make a difference in employee engagement. Surveys and feedback help the organization identify areas for improvement and make employees feel valued.
Architecht is an organization that stands out with the opportunities it offers its employees and the culture it creates. Employees’ opinions are valued, and actions are taken based on their feedback. This makes employees feel valued and contributes to the organization’s success. Architecht implements various practices to make a difference in the employee experience, and these practices are well-received by employees.
About the Wise
