Welcome to the first in a series of Big 5 Global Impact Awards Winner Interviews where we delve into the success stories of past winners to bring you inspiration and hot tips for your entries to this year’s awards.
We caught up with Nareg Oughourlian, Managing Director – Commercial at Alpin Limited one of our esteemed past winners of the ‘Workforce Of The Future Initiative’ to gather his invaluable insights. Get ready to be inspired as we share Alpin’s remarkable journey and learn from their experiences, strategies, and success.
Our submission and subsequent win at the Big 5's Workplace of the Future Award was the recognition Alpin needed to know that we were on the path of doing good work. Having just stepped out of the pandemic, the award gave all of our efforts the credibility of the Big 5 and the Alpin team a much-needed morale boost. We here at Alpin have always valued the importance of our employees. It is our aim to ensure that our workforce, regardless of their background, are respected and supported in their careers and personal growth. To achieve this very objective, Alpin has introduced multiple programs such as the Alpin Excellence and Internship Program, the Alpin Diversity and Inclusivity Initiative, and the Alpin Healthy Initiative.
The Workplace of the Future award was an award close to our hearts because it focused on the internal culture of Alpin. It has also made us a desirable place of work. In the year since, Alpin has grown immensely and welcomed many new employees, some of which have disclosed that knowledge of Alpin being a supportive work environment played a big role in them submitting their job application.
Our marketing efforts included issuing a press release, announcing the win on our website and social media as well as publishing it in a newsletter. It was also spread through word of mouth.
Companies that have a structure focusing on and prioritizing employees makes them highly desirable to young talent. A good starting point would be to spend some time identifying some of the key concerns employees have in your company and brainstorming how to alleviate those concerns. The importance of having a company culture can only be successfully embedded by the top management. Sometimes the answer is simple, but most times it needs fundamental restructuring in existing policies. It is key that action is always followed by policy development.
