Twenty-three years ago, Salesforce co-founders Marc Benioff and Parker Harris hand-wrote the company’s goals on the back of an envelope. The premise of which was, and still is, the belief that bringing people together changes everything. Technology can evolve for the better, businesses can prosper like never before, and relationships built on transparency and trust will stand the test of time.
As a testament to Salesforce’s commitment to our core value, trust, Salesforce India now ranks #5 on the 2022 India’s Best Companies to Work For list by Great Place to Work.. The list recognises that Salesforce excels under the dimensions of High-trust and performance culture, Credibility, Respect, Fairness, and Pride and Camaraderie.
We are honoured to be consistently recognised for our workplace culture for the seventh year in a row. This achievement is especially significant as it demonstrates our commitment to our people in the aftermath of a global pandemic. In the past year, our leaders and teams came together to create a culture of unity we call ‘One India’. One India is the belief that we are all bound together in our challenges and successes alike, supporting and nurturing each other as we grow. One of the key contributors to this vision and ethos are our People Managers.
Our People Managers worked tirelessly to instil these values as some of our employees returned to the office, while extending the same support to our remote teams. For an organisation of over 7,500 employees, this is a tremendous feat, and it is one we take great pride in.
So what are some key skills for leaders to keep in mind when an organisation invests in building a culture of trust? And how can managers continue to make building trust with their teams a priority?
Looking back at my own journey at Salesforce and other organisations, there are really three things that strike me as essential for people leaders to adopt and model:
Often, we get so caught up solving problems that we fail to actually listen to the problem. Some issues may not even require solutions; they just need to be said aloud. By offering their team an opportunity not just to be heard, but to actually be listened to, leaders can help build and establish trust.
Remember: while listening, don’t jump the gun, don’t make assumptions, and don’t rush in with solutions. Practice deep and focused listening. At Salesforce, we strive to build strong relationships within teams where open dialogue is always welcome. When employees know that their leaders will take the time to listen without judgement, they feel more comfortable coming forward with concerns and solutions.
Leaders must continuously look inwards to ensure they’re doing everything to create an inclusive environment that guarantees psychological safety. Some of the questions that leaders need to constantly ask themselves are - do we really listen to our team’s concerns? Are we doing the right things to support them? If not, how can we do them better?
At Salesforce, we have actively worked towards improving our leadership efforts in ways that benefit the organisation, our communities, and ourselves. Our focus on developing One India through trusted relationships will help us innovate, achieve our business goals, and ensure every employee is a part of that success.
Ultimately, conscious inclusive behaviour from the leadership team will trickle down to the rest of the team, enabling everyone to become the best version of themselves. Because, after all, bringing people together indeed changes everything.