Mahindra Comviva
Gurgaon Haryana, India
Grade: A+
| Summary: Comprehensive benefits, great focus on worker satisfaction. Solid room for advancement, hackathons, coding contents and people focus is a core value. |
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Intro: Mahindra Comviva is a global leader of mobility solutions. Mahindra Comviva is a subsidiary of Tech Mahindra and a part of the $16.9 billion Mahindra Group. Our employees here are offered immense opportunities to build products that impact billions of lives around the globe. We provide our employees freedom to explore, innovate and grow. Our world class training processes and modules take them to new heights. Even if employees happen to fail, we let them keep failing until they succeed. We provide flexibility in role and employees can choose to experiment with it. We foster a culture of learning and achieving together. Young people right out of college campuses prefer us over others because of how much they can learn quickly, which truly gets reflected in their career growth. We go out of the way to help employees find a perfect balance between professional and personal life. We do this by extending various benefits like work from home, paid sabbatical, mandatory and flexible leaves, extended maternity leave and various health benefits are a few examples. |
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Impact statements:
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Compensation:
Factors that determine compensation levels for team members at Mahindra Comviva are:
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Role maturity exhibited by the team member- Higher role maturity in short span of time, makes impacts the compensation. |
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Competencies, skills and attitude exhibited by the team members, that align to our organizational values and goals – Customer Centricity, Excellence, Responsiveness, Integrity,People Focus and Innovation. |
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Employees are also compensated for setting stretched targets and delivering them despite the risks at individual, team and unit level. |
Advancement Opportunities:
Every employee at our company is provided equal advancement opportunity. Our organizational policy called – ICO (Internal Career Opportunity) provides all eligible employees an opportunity to grow or change their role within the organization. In this policy an internal mailer is sent to all employees with the requirements of a role open for recruitment. The eligible candidates can directly apply if they fit the requirements. If they are selected they are allowed to move into the new role without any interference from senior management.
There is another policy where during any exit of senior employee, an opportunity is given to promote their subordinate, allowing them an opportunity to grow and perform enabling faster growth.
These policies provide advancement opportunities along with the regular plans like Individual Development Plan (IDP) which is created for every member by their respective managers. Skill gaps analysis is done to figure out the training needs to be provided.
Training opportunities:
We provide our team members opportunity to “learn and share” on a regular basis.We offer special programs on behavioral and general trait development.Few examples include:
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Leadership Development Program -Executed by Top Business schools in India that include IIMB and XLRI |
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Innovation Workshops – Executed by MIT and Emeritus Institutes. |
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Self Development Program- in which individuals can work towards a jointly paid program for various certifications. |
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We have a dedicated Learning platform and Learning and Development team that takes care of the learning needs of the team members and provides the necessary coaching and training wherever required. |
Medical benefits:
We provide, medical insurance including life coverage to immediate family– spouse and two children.In addition the parents of either self/spouse are covered under the medical insurance scheme. The value of life coverage varies with the tenure and seniority of the employees.The medical policies are customized according to the needs of the team members based on their location/country of work to give the best of benefits available in their countries.
Other benefits of the medical policy include:
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Women Employees are given “Maternity” benefits during pre and post natal duration. |
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New born children (up to two) are covered immediately after birth under medical cover policy. |
Special accommodations:
Along with providing best compensation in the industry we do make a few special accommodations for our top hires like:
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ESOP (Employee Stock Options) are provided based on special value brought in by the employee. |
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Initial joining bonus is offered for critical leadership positions. |
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If the hiring or role change requires any re-location, the employees are compensated as per the “Relocation Benefit Program” which is quite lucrative. |
Community service/charitable causes:
Yes, Mahindra Comviva has its own well established CSR (Corporate Social Responsibility) Forum.
With each passing year, the amount dedicated for the initiatives under CSR has been increasing.
Few of the contributions and charitable causes supported by us are:
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Cause |
Action |
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Education for the underprivileged children. |
Schools adopted by Comviva are Aarohan, Nele, Agrasar Bachpan and Unnati Project. Further details on CSR updates. |
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Contributions are made to A Caring Touch (ACT) initiative by Bharti Enterprises. |
Here schools being run by Bharti group provide free education to the under privileged children. |
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Government schools for infrastructure development and study material. |
Contributions |
Measuring satisfaction:
We conduct an annual EES – Employee Engagement Survey. It has three elements to it:
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Employee as a Promoter – Identifies percentage of team members who would either want to promote or detract about being part and attracting talent to company. |
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M-CARES (Mahindra- CARE) survey- Identifies the team member satisfaction on below parameters:
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Transient Motivators Score – identifies the organizational focus and cultural perceptions of team members. |
In addition, every quarter, managers conduct a H2H (Heart to Heart) meetings with each team member to measure the engagement level of the employees. This provides an opportunity to explore and provide any extra attention required to employees who are disengaged. Regular dip-stick sessions are conducted by the human resources team which helps in assessing the satisfaction level of team members.
Creative meeting places:
Our company encourages meetings being held in open areas like:
The office cafeteria, entertainment lounge, parks or elite hotels so that members are comfortable and can be creative during the meeting.
Perks:
Based on the employee’s seniority and performance, special perks are offered as part of the “Flexible Benefit Plan” (FBP) which includes:
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Monthly “Food Coupons” (Sodexo) that employees can use to consume food/grocery items. |
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Monthly medical expense re-imbursements. |
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Monthly academic journal expense re-imbursements |
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Monthly vehicle hire charges, fuel and maintenance expenses re-imbursements |
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Monthly phone and internet plans |
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Top performers are also rewarded with gift coupons or memberships/participation to workshops and conferences. |
Fun:
We have a special role being carried by our Human Resources department called “Happiness Office”, led by a senior professional to create a fun atmosphere in office and organize specific events periodically. Various initiatives undertaken by the Happiness Officers are:
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Annual Day celebration |
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Festivals celebration |
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Location based talent programs |
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Sports tournaments like Badminton, Cricket and Indoor games |
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Regular floor activities for instant gamification |
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Performances in cafeteria |
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Events like Comstars where employees can showcase their talent. |
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Late evening goodies program- providing a gesture of appreciation to the family of the employee who decides to stay late for work |
Collaboration tools:
Mahindra Comviva, we employ various tools for team collaboration and productivity, which is measured through survey and improvements in SLA.
Some of the tools are as follows:
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Commune (Microsoft SharePoint) – is a single place to share all the information with team members MS Lync –is the chat platform for peer to peer or group communication |
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Atlassian Confluence and TWiki Portal – for collaboration between team members |
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ZOHO Service Desk/Compass – is our service ticket management platform to engage and respond timely to our internal customers |
How corporate vision is communicated:
Mahindra Comviva’s Leaders are very well connected with their employees through multiple platforms and forums within the organization.Some events where the leaders and employees come together are:
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Event Name |
Frequency of the event |
Description |
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ComShare |
Every Quarterat Organization Level (4 Events in an Year) |
This is a platform for all the employees at various locations to come together and share the company’s vision and accomplishments as an organization.This is where the CXOs share their vision and provide information about our progress to the whole organization. Teams that are globally distributed participate in this event over live video streaming. |
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ComConnect |
Every Quarter at Business Unit (Product Unit) Level |
All business units have quarterly events to connect their unit leaders to the rest of the team.Leaders reflect on the progress of their units and also reward top contributors. |
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Annual Sales Meet, Engineering Meet, Annual Day (Company Founding Day) |
Annual
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During these three meetings, leaders communicate with team members mostly live, or sometimes even by using video stream or pre-recorded message. |
Diversity:
There is no prejudice against individuals from any ethnicity or background. We have hired a lot of local talent in distinct economies like Nigeria, Kenya , Madagascar or LATAM countries. Mahindra Comviva is a truly global organization with presence across 90 nations and millions of subscribers using our products daily. We are specifically developing products for markets like Nigeria and contributing to their financial inclusion. People from various backgrounds are being hired as our employees as well as partners to accomplish the business tasks.
Our products are deployed in over 90 countries globally and we always prefer hiring local talent for all our global locations. We have employees from 43 nationalities placed at our various offices across the globe. To encourage recruitment of women employees, we have a special incentive policy for consultants who position woman for various open for hire positions.
Empowering employees:
At Mahindra Comviva, each individual is considered an asset to the team and to the organization. At the very entry level, from the day of joining as a fresher or as an experienced professional, induction trainings are conducted to align each member with the current ongoing projects and other processes in the organization.
Each individual is then assigned roles, responsibilities and a mentor who works closely with her/him to quickly learn the role and get up to speed with deliverables. Then they are constantly monitored and feedback is provided to let them explore and utilize their capabilities and judgment and in turn gain confidence on the job at hand. Mentors allow the individual to make decisions for their task but do keep a close watch and enable them with a constructive feedback mechanism to avoid mistakes and do better, till they gradually become capable of doing the same. Our product managers and business development team members travel to customer locations regularly along with sales team members. In the absence of any member, during a meeting these employees are allowed to make decisions according to their judgment. Their decision is backed by their business unit heads and the company leaders. Hence depending on the situation the employees are empowered to make decisions and their decisions are accredited.
Team members have every opportunity to share and submit their ideas through a number of company forums. They can participate in technical events like Hackathons, Coding Contests, Bug-Bounty and Innovation programs and bring in changes at the company level.Every year a new program is conceived and opportunity is given to team members to bring about the changes they fathom, into effect. A few examples include:
- They can be a part of any task force created with a dedicated purpose to bring in change E.g. Software Excellence Process Group Task Force, Collaboration Task Force.
- They can be a part of clubs – Cultural (Bangalore Has Got Talent), Sports (Raging Bulls) and CSR volunteers club.
- ComStars – Identified team members who have the passion to drive any change in the area of their interest with active support from our organization.
We have quarterly event called ComShare/ComConnectwhich is headed by our CEO himself. This event includes a panel discussion as well as one-on-one question answer session. The team member can participate in these and express his ideas to bring in changes in the organization.
Being approachable to seek information and guidance is one of the most common attributes of the employees of Mahindra Comviva. There is pride in each one being able to share knowledge to achieve a common outcome. This culture is promoted within every team at Comviva, even with high pressure deliveries or just normal planned deliveries. This helps us stay focused on the goals set at the company level, and encourage practices like- On Time Deliveries (OTD) and First Time Right (FTR). Each member in the team is constantly kept aware of his/her commitment to meet timelines which in turn affects other team member’s deliveries and finally the delivery by the entire team. The goals are measure for each individual and sometimes individuals would push themselves by seeking help, putting in that extra effort, keep their commitments and deliver their tasks on time thus enabling the team to achieve the goals set out at the company level.
People focus is identified as one of our five core values of our company. Individuals are rewarded every quarter for their collaborative efforts and deliveries. There are also cross functional awards given to teams that perform well working with other units.
Recognition is communicated to the employees at the last leaf level through various initiatives:
- Ace Cards: are digital as well as physical instant rewards platform designed to appreciate any employee’s good effort at the time the job is being appreciated. This system cuts across levels and departments and all employees are empowered to appreciate another’s achievements and efforst.
- ComShare: during this quarterly and annual event rewards are announced at the organizational level. The awards are given away by the leaders, while the rest of the organization is the audience.
- ComConnect: these business unit level meets, also give away awards to their top performers.
- Digital Screens: all winners of awards get their share of visibility on the screens put inside office premises.
- Social Media: updates on Linked and Facebook showcase the winner’s achievements.
- A special program called People Plaques consists of citations mounted and given to people across levels from any individual. Any employee has the power to recognize another for their skills and appreciate them beyond their units, departments or roles.
Teamwork:
Team work is at the centre of our business process since business development, product development and the implementation teams of the business units work together for the success of any customer account. It is imperative for our procurement and finance teams to also work with product units to close any commercial transaction with any equipment facilitation.
One such example can be quoted from the marketing team of our organization. To participate in an industry event such as GSMA’s Mobile World Congress as event sponsor requires meticulous planning and collaboration. The team gets together to plan months before the event starts. This includes members of content marketing, digital marketing, website management, collateral creation team, corporate marketing team, public relations and teams that take care of awards and analyst relations. The expenditure involved in such events is huge and so the marketing team collaborates with the finance and branding team to justify their participation and sort out the finances required. Once all the planning is done the marketing team collaborates with various product teams to prepare their collaterals as well as equip them to set up the booth at the event. All travel and logistics are organized by collaborating with the travel team. All this is done to be able to put up a good show at the event and also be able to collaborate with the industry leaders and participate and win awards at the event. Above all, we participate in MWC every year along with other various events each year. The success of our efforts every year just proves not only the success of the marketing team but the company as a whole.
Ensuring well-being:
The well-being of our employees is of utmost concern to us and it is being exercised at several levels:
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Infrastructure and Maintenance: We provide a safe, hygienic and healthy work environment for employees to feel comfortable in. |
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Insurance benefits, medical and life is provided for employee and his/her family. |
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Regular health checkups are organized within office premises for all staff members. |
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We provide medical room and other facilities in the office premise. |
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Cab transport is provided wherever required. |
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Our Heart2Heart initiative where managers speak with employees personally ensures that the employee feels free and not emotionally stressed at work place. Regular H2H meetings with managers ensure that there aren’t any victimization and last minute surprises about employee’s performance. These meetings are duly recorded and reports digitally maintained. |
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Human resources department conducts dipsticks study regularly for employees to share any concerns about work, role or their managers. |
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Open questions in ComShare(organizational event) is an open platform for any employee to raise any type of question or discussion with the leaders. These help in providing open forum to address any grievances or concerns. |
Mahindra Comviva has a 5 day a week, work policy. Employees are given a minimum of 30 days of privilege leaves, which includes 15 casual and sick leaves.Each employee is encouraged to take at least 5 days of continuous leave every year to ensure work/life balance.
All team members are required to justify any additional working hours clocked by them. Managers are called over to discuss any violations and are advised to plan better. This discourages a culture of extended work hours and encourages productivity and efficiency.
Our company has published a standard set of work hours in the company handbook. A total of 8.25 work hours per day are required to be clocked by every employee; starting the day at 9:00 AM and ending it by 6.00 PM
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9.00 AM to 1.00 PM |
Morning Hours (4 Hours) |
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1.00 PM to 1.45 PM |
Lunch Break (45 Minutes) |
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1.45 PM to 6.00 PM |
Post Lunch Hours (4.25 Hours) |
However very flexible working hours are available to every team member based on the nature of work and the schedule the members can adapt to. Each team along with their manager can arrive at a schedule and share it with the stake holders so that they are available accordingly for the normal operation of the business.
Employees also have “WFH” – Work From Home / Remote. One needs to plan and communicate to stake holders about the same prior to availing the work from home facility.
Based on the role played by the team member, they have the privilege to make their own schedules. However the schedule needs to be communicated to their managers and requires approvals, to ensure compliance to standard working hours.
Team members have to take a mandatory leave of 5 days (a week); at least once per year. We do this to ensure work life balance for each employee and to make sure they do not over burden themselves with work. They also have the privilege for Leave Travel Allowance (LTA) for a trip with family for at least 3 days.
Longevity:
About 12% of our organization is over 3 years tenured and 15% is over 5 years. There are 80 people in the organization who have been with Mahindra Comviva for more than 15 years. These people have over their tenure changed multiple roles and hence cut across domains like engineering, product development as well as support functions.
We specifically reward every individual at every tenure milestone through various awards. These are given at the organizational level for people completing 3, 5, 10 years in the company. And for every year completion, the organization shares a message along with a gift to the individual.
We also display year milestones everyday at our digital screens for all individuals.
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Closing company statements: At Mahindra Comviva, we would want the most qualified candidates to know the below about our tech culture:
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Back to the entire list of TMCnet 2016 Tech Culture Award winners.