tyntec GmbH

tyntec GmbH

Munich, Germany 

www.tyntec.com

Grade: A-

SummaryIn-house academy for training. Awards program at “Teamevents” run like the “Oscars.” Paternal and Maternal leave (you can take up to 3 years in Germany paid). Creative meeting places such as Sardinia (try the Bottarga and Mirto) which some of the finest spas and food around. Monthly Q&A with the CEO.

Intro: We strive to create an environment where every employee can work with people they respect and that they learn from. An environment that fosters people Growth Mindset and were we give everybody the Freedom & Responsibility needed to be successful.

Impact statements:

  • We strive to create an environment where every employee can work with people they respect and that they learn from.
  • We have a yearly team event where we fly in every employee of the company to attend 2-3 day company off-sites that have taken place in various locations.
  • We have an in-house academy where we have a variety of trainings and courses that are free for all to attend.
  • We encourage people to take ownership for their ideas, fight for them and not to be afraid of failure. We strive for an environment that treats “failure” as learning opportunities.
  • Our working time is based on trust and not monitored.
  • We help with getting work permits and visa for our employees, help them finding accommodation and have implemented a buddy program that helps the integration in the new environment. This by the way we do for all not just our top hires.
  • We have a Rulebreaker Award and during our yearly team events we communicate the winners in a ceremony that we run like the Oscars.

Advancement Opportunities:

We have an in-house academy where we have a variety of trainings and courses that are free for all to attend. The topics vary from a unique 2-Day-Onboarding Training to welcome new people, to skill related trainings like Project Management, Kanban, Excel etc to tailor-made High Potential Programs.

Medical benefits:

Germany has very good health insurance for everybody living and working in the country. We provide Health Days on top of that and are very accommodating with regards to Paternal and Maternal leave that people might want to take (you can take up to 3 years in Germany paid).

Community service/charitable causes:

We have a collaboration with KIVA an organization that supports Micro-credits throughout the world. We use it for example when we have marketing activities like an interactive online-game, all points were transformed into Money and given out as credits to KIVA and whenever a credit is paid back we reloan the money again.

Measuring satisfaction:

We have used surveys in the past but rely more on open communication and giving as much context as possible.

During one of the academy Onboardings we gave the team a project to create the office environment and the suggestion of the winning team was implemented. We have quiet working areas, collaboration areas etc.

Creative meeting places:

We have a yearly team event where we fly in every employee of the company to attend 2-3 day company off-sites that have taken place:

 

On Mallorca

In Turkey

On Sardinia

In a huge hut in the woods in Bavaria

In an old mine in Essen

In Berlin

In Amsterdam

Perks:

We do not have special perks, but we are like friends helping each other to find child care, the right doctor, school, best restaurants, etc. This is part of the Buddy program.

Fun:

BBQs during lunchtime on the terrace

Kicker tournaments

We celebrate our internationality (nearly 40 different nations with 120 employees) by having regular “Beer Bashes” where a different country is represented by the respective employees with local beers and snacks

We have also health days were we have health insurances come in to do physical examinations for people that are interested, inform about healthy eating and working, etc.

How corporate vision is communicated:

We have daily and monthly stand-ups that we use for communication as well as a monthly Q&A with our CEO.

Empowering employees:

By treating your employees as grown-ups and not kids that constantly need to be monitored and watched we have the trust that everybody feels free to suggest changes unrelated to title or hierarchy.

We have a Rulebreaker Award and during our yearly Teamevents we communicate the winners in a ceremony that we run like the Oscars.

We encourage people to take ownership for their ideas, fight for them and not to be afraid of failure. We strive for an environment that treats “failure” as learning opportunities. We of course ask everybody to be responsible and review changes and ideas with colleagues before pulling any plucks. But growth needs learning and while you learn there will always be mistakes that happen. That’s pretty normal.

Ensuring well-being:

Our working time is based on trust and not monitored. We live by example where our CEO leaves the office every night at 6 to spend time with her kid.

All employees have 30 days vacation that they need to take by March 31st of the following year, otherwise the days forfeit. Employees discuss within the team – this is part of the Freedom and Responsibility…we do not monitor – this is more on trust).

Longevity:

Position

Average Years

HR

6

Marketing

4

Sales

2

Development

7

Technical Support

4

Closing company statements: We are in the process of reshaping the US carrier services ecosystem – bringing new competition to the old-boys club of the industry that haven’t had any incentive to innovate for decades. In order to transform the industry to its fullest potential, we’re going through a transformation of our own, involving taking full advantage of the connected economy by enabling our 120 employees to collaborate across all functional areas, and engage with our customers and partners to re-imagine the ecosystem where we can innovate together for sustainable growth.

Back to the entire list of TMCnet 2016 Tech Culture Award winners.

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