Green Goldfish Project

The Green Goldfish Project is a quest to find 1,001 examples of companies that put "Employees First":

#1 - HCL Technologies

Recognition for added value. Vineet Nayar
developed a clear point of view on compensation
and recognition during his twenty years with
HCL. “The industry used to pay 30 per cent
variable compensation to the employee linked to
the company’s performance. We found the idea
quite ridiculous, because if you are a software
engineer you have no meaningful influence on the
performance of the company. So we said we will
turn all that into fixed pay – ‘trust pay’ as we call
it. Now, having established that, we switched to
value: We said now we will start measuring you on
the value created for the customer.”
Source: http://www.managementlab.org/files/u2/pdf/case%20studies/HCLCaseStudy.pdf

HBR video: http://www.youtube.com/watch?v=gJrBq-c5QYE&feature=fvwrel

#2 - Google

According to Jonathan Strickland in ‘HowStuffWorks: How the Googleplex Works’, the company allows its employees to use up to 20 percent of their work week at Google to pursue special projects. That means for every standard work week, employees can take a full day to work on a project unrelated to their normal workload. Google claims that many of their products in Google Labs started out as pet projects in the 20 percent time program.

YouTube video on 20% time: http://www.youtube.com/watch?v=KwwdtQHqd9g

#3 - Zappos

The offer is part of the four week new hire paid training. The training immerses the group into the culture and Zappos’ laser focus on customer service. At the conclusion of training, everyone is offered $3,000 to leave. According to Fast Company Co-Founder Bill Taylor, “It’s a small practice with big implications: Companies don’t engage emotionally with their customers–people do. If you want to create a memorable company, you have to fill your company with memorable people. How are you making sure that you’re filling your organization with the right people? And how much are you willing to pay to find out?” In case you’re keeping score at home, roughly 2-3% of trainees have taken the offer since it was rolled out.

YouTube video on 'The Offer' - http://www.youtube.com/watch?v=yWO8MMDyY5Y

#4 - Reebok

Some organizations have a company gym. Others may subsidize or pay for gym fees. Reebok took this to the next level in 2010 by converting a brick warehouse at Reebok’s headquarters into an employee exclusive CrossFit “box’’ or workout center, with six coaches and extensive equipment [named CrossFit One]. About 425 employees at Reebok are taking part in Canton. This benefit reinforces the company’s new mission: to get consumers moving. Participants lost over 4,000 pounds collectively during 2011.

YouTube video on CrossFit One:
http://www.youtube.com/watch?v=eCyFhRxCUhA

#5 - Colliers International

"When we launched Colliers University (CU) in 2002, it was truly a novel concept within the industry. Built on the premise that learning is a competitive advantage, CU has grown to include more than 1,000 classes and has helped accelerate the professional and personal success of more than 7,000 Colliers professionals. The curriculum offers a 360-degree approach to learning with courses in commercial real estate, business and personal development. CU is not only a culture driver for the company internally; it is an outwardly competitive recruitment tool, raising the bar in terms of the expertise of our professionals. This expertise directly benefits our clients and their success through better results and memorable experiences. "

Source: http://www.colliers.com/TrainingandDevelopment

YouTube video:
http://youtu.be/_NQ7uihJm18?t=3m2s

#6 - Kimpton

Kimpton is in the business of pampering guests, and it doesn’t skimp on its staff, either. The San Francisco-based operator of 55 luxury boutique hotels—including three in Manhattan—provides one-month paid sabbaticals to managers and executive chefs who have been with the company for seven years. A mentoring program pairs senior-level managers with up-and-coming managers for one year; this year, the program emphasized developing minority leaders.

Source: http://www.crainsnewyork.com/gallery/20091207/FEATURES/120209998/9#ixzz1zQopu8qb

YouTube video on being part of the Fortune 100 Best Places to Work:
http://www.youtube.com/watch?v=_TBMJC79xLQ

#7 - Umpqua Bank

Taken from a comment by employee Heather Primeaux.

We are given and encouraged to use 40 hours of paid time each year to volunteer (which I can and do use to volunteer at my kids' schools and for field trips).

Source: http://money.cnn.com/magazines/fortune/bestcompanies/2011/snapshots/25.html

YouTube video on Umpqua Bank:
http://www.youtube.com/watch?v=aTk4RYYxo_s&feature=related

#8 - Rackspace

Keeping Premiums to Zero

Employees -- or "rackers" -- help companies fix technology problems by giving "fanatical support." The company pays 100% of the employees health care premiums.

YouTube video on Rackspace: Fanatical about Support
http://www.youtube.com/watch?v=HCRYNvL9Lgk

#9 - Alston & Bird

The law firm builds a $25,000 fertility benefit into employees' health plans. The allowance includes coverage for treatments from in-vitro fertilization to less traditional options like acupuncture.

#10 - NuStar

As part of its employee support network, the fast-growing energy company makes the corporate jet available in times of crisis. In 2010, when an employee working on a construction project in the Caribbean needed medical attention for a pre-existing ailment, NuStar jetted him back to the states to see his personal physician. The company also dispatches the plane when needed to send employees to support a coworker in need -- flying employees from headquarters, say, to support a colleague in another location who had a death in the family.