Enrich provides an opportunity to work in a fast-paced environment with awesome energetic team members on some really tough problems in e-commerce and retail industry. One thing which binds us is the amount of passion which each of us brings at the workplace supported by a great culture. We have the heart of a growing start-up and the thinking process of a well matured, established, large organization.
Working at Enrich
Life at Enrich
We love doing things formally in an informal way:
Communication is open and transparent. Important org announcements happen with a ringing bell. AHMs is simply huddling together around our FOUNDERS for a quick understanding of company strategy. We don’t have cabins, so reaching out to the Leadership team is simply walking up to them or pinging them directly on their number! There have been cases of new joiners assuming our Co-founder to be an executive assistant to the FOUNDER as both of them sit in the open with other team members.
Cross rotation is as easy as discussing with your current and future function lead for the role change. Mentoring always happens, you might see our Co-founder walking down to you and giving you inputs.
And yes, you can walk-in in any dress you like, as long as you are not putting anyone else to discomfort.
We keep things Simple:
Feedback is given on a real time basis. Performance appraisal is quarterly, based simply on the impact individual has created during the quarter. We don’t have stack ranking, forced ranking or bell curve ranking.
We have minimal policies. If you have to take any decision, think as if you are running this organization and managing the P&L. Approval is as easy as discussing pros & cons with your function head. We have flat 18 days leave a year, use it for whatever reason you want to.
Work needs to be Fun:
You will see members cracking jokes at work, all festivals celebrated in ethnic style (yes, we love ethnic) with loads of ethnic food to relish and recognitions happening instantly on the floor. You might get a chance to model for our products or do a photoshoot of our products or sell on so many channels live.
Activities are plenty apart. Regular sessions with different themes are conducted round the year like yoga, meditation, financial investments, etc.
And yes, we also provide salary besides other perks like incentive on the sale you help facilitate (mentioned in your terms of agreement) with no cap on how much incentive you can make in a given month!
Culture @ Enrich
Enrich was founded in the year 2011 by an experienced but energetic team. The team grew the company with lots of passion, took a personal interest in hiring all members and groomed employees as their own family members. Over the years, the company grew but still managed to retain its essence of a small, passionate, caring & transparent culture; similar to a community. To outsiders, it is considered to be a start-up culture. We call it ‘Community Culture’ – the way a small community conducts its affairs. Being a Community driven company, and with our passionate for the larger world, you will notice our preference for community jargon and hence the nomenclature for our culture as Community Culture.
The foundation of the company culture is based on the 5 Core Values –
CUSTOMER FIRST – Customer is the reason we exist
OWNERSHIP – I own the company and give my best to it
TRUST & RESPECT – Trust and Respect for all
SPEED – Agility at work
RESULTS MATTER – Eye on Goals, Always
The so-called Tribe Culture at Enrich paved way for various cultural themes as part of Organization DNA – Openness, Freedom, Passion, Transparency, Managing Chaos, Inclusion & Caring. If we are asked to summarize the essence of our current Culture and People practices, it is based on the Culture of Openness, Trust & Love for our employees. Workflow process, Organization structure, and Support Infrastructure are designed to promote our Culture.
We have tried to keep things simple & lean. This helps us in being agile and to adapt quickly. You will not find too many policies and process. However, this doesn’t mean that we are handicapped because of lack of policies. In case we face such scenarios, we do find resolutions.
We start with the basics – create a culture of openness as that lays the foundation to many other themes. We have created a culture of Openness at Enrich by Design. The physical structure says it all. We have Open Bay seating arrangements. The desks don’t have partitions, which means that anyone can see each other’s laptop/desktop. This propagated a level of trust across employees. Employees do not hide what they are doing. They freely check youtube or facebook once in a while. Our Co-founders work out of the open bay. All Function Heads work out of open bays along with their teams. This has resulted in a culture of open communication. If anyone needs to talk to anyone, including the Leadership team, for any reason (grievance, suggestions, inputs, anything else), they simply walk up to their desk and initiate the conversation. The entire leadership team is accessible to everyone. The Leadership team and HR team regularly ask employees to talk to Leadership team if they have anything in mind.
Our demographics of a small organization and working out of same open floor have given us further advantages. Since teams sit next to each other, cross-team collaboration is very common. Everyone is aware what is happening with other teams. Decisions on team interdependent work is taken with different teams included in the decision-making process. They simply form a circle within the bay for the discussion rather than scheduling a meeting. This also saves time and speeds up our decision-making and execution process. Employees feel included in work related processes as they are involved in the decision making.
Workflow processes are designed to improve the speed of execution and decision. For example, larger companies tend to be process-driven that lowers risk but also increases bureaucracy and response time. At Enrich, we have kept our policies to the minimum and simplified them to ensure that response time is reduced. A simple example is the Leave application. We do not have various categories under leave. So if someone needs to take leave for any reason, he/she simply needs to follow the approval protocol rather than figuring out which leave category he should put his leave balance. Another example is how projects are managed. We do not have extensive project management process with multiple hierarchical levels. The discussion involves team members, team leads, function head and & CO-FOUNDER. Once decided, email is circulated to all stakeholders. A spreadsheet is maintained to track the progress. Tech team leverages Jira. The team executes on it. In the case of mid-course correction, all get into a meeting huddle, the plan is revised, shared with all and finally executed. This speeds up the execution process as well as brings in inclusion.
On occasions, we design processes to include all employees. A classic example was the process of defining our core values. Rather than stating the core values coming from co-founder himself, we left it to our employees to state them. We sent a survey to employees asking them what they think should be our core values. All the responses were then listed and we asked employees again to vote their top 5 core values. Based on employees’ responses, we selected the top 10, debated, and finalized our 5 Core Values.
These culture themes reflect the small and strongly cohesive environment which is created on the floor. A sense of ownership is imbibed in each and every activity. A classic example was how the Employee Referral Program (ERP) was promoted. Rather than promoting ERP as a mechanism to make money out of referrals, we said that we work as small teams and it is our onus to grow our own team. Hence we asked the employee to refer those whom they feel will fit in our Culture and can be an asset to Enrich. By bringing people of “my types”, they not only help in their team growth, but it also gives them an opportunity to earn for their contribution.
Our culture helps in inspiring employees on daily basis. Since Co-founders work with employees, employees see them on a day-to-day basis solving crises which may come up, and the co-founder stories have become a source of inspiration. Employees get to see how teams and individuals work to resolve critical issues, word spreads and slowly these become inspiring stories. Sometimes, a Function Head shouts out and applauds the members involved in successfully releasing a feature, or resolving an issue, or achieving a critical milestone. This being visible to all on the floor gets attention from others.
When it comes to communication and transparency, our open culture fosters and promotes it just because of its sheer design. We leverage informal ways for communicating. Leads simply shout out, gather relevant people and pass the communication. Our small size and seating arrangements make it all possible. Everyone knows what is being communicated. We do have official modes of communication. All Hands Meet is one of the formal ways wherein top down communication happens. HR sends a periodic communication to all employees. The Intranet Portal hosts all relevant information in case someone needs to find it.
Inclusion is key to our decision making process. Most company-related matters are discussed with the entire team, inputs are taken from all stakeholders, and then a final decision is taken. There is no differentiation in terms of benefits/perks across functions/levels. Every member is an equal stakeholder in the organization.
We work as a COMMUNITY.
MISSION STATEMENT
Enrich hires and maintains the right employees to deliver innovative and adaptive solutions by partnering with our clients to help them operate their organizations more efficiently to achieve service excellence, enabling both our clients and our employees to focus on growth.
CORPORATE SOCIAL RESPONSIBILITY
Enrich strives to give back to the community through various donations, volunteering efforts, and non-profit organization support. Through Enrich’s “Sharing our Success” volunteering program, we continually support several local organizations.
Enrich employees are encouraged to get involved by leading or participating in volunteering events. Enrich provides monetary donations and grants time off for employees to pursue personal outreach efforts and charitable program support.
DIVERSITY AND INCLUSION
Enrich hires employees who reflect the diverse communities we serve and appreciate the variety of backgrounds and characteristics that make individuals unique. Enrich is an equal employment opportunity employer. Employment decisions are based on merit and business needs, and not on race, citizenship status, national origin, ancestry, gender, sexual orientation, age, religion, creed, physical or mental disability, marital status, veteran status, political affiliation, or any other factor protected by law. Enrich complies with the law regarding reasonable accommodation for developmentally and physically challenged employees.