Culture – Ultimate Software's Blog https://blog.ultimatesoftware.com Thoughts on Putting People First in the Workplace Sat, 16 Dec 2017 11:00:47 +0000 en-US hourly 1 https://wordpress.org/?v=4.9.1 Does Employee Engagement Equal Customer Satisfaction? https://blog.ultimatesoftware.com/does-employee-engagement-equal-customer-satisfaction/ https://blog.ultimatesoftware.com/does-employee-engagement-equal-customer-satisfaction/#comments Fri, 08 Dec 2017 11:00:26 +0000 https://blog.ultimatesoftware.com/?p=1164 “The true measure of a company is how they treat their lowest-paid employee.” At Ultimate Software, these words—immortalized by CEO Scott Scherr—are quoted and framed above the entryway in our South Florida headquarters. They serve as a reminder, for everyone from the C-suite to our newest hires, that “People First” is more than our motto. […]

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does employee engagement equal customer satisfaction“The true measure of a company is how they treat their lowest-paid employee.”

At Ultimate Software, these words—immortalized by CEO Scott Scherr—are quoted and framed above the entryway in our South Florida headquarters. They serve as a reminder, for everyone from the C-suite to our newest hires, that “People First” is more than our motto. It’s our lifeline.

With the help of Vivian Maza, Ultimate’s much-loved Chief People Officer, Scott built the company’s culture to put employees first, always. Scott often reiterates his conviction that, when you put your people first, they will take great care of your customers. And when you take care of your customers, they’ll take care of your bottom line.

It’s simple, it’s powerful, and it’s true.

By keeping our culture strong and placing people at the heart of all we do, we’ve received numerous Great Place to Work® recognitions over the years and enjoy an incredible 97% employee retention rate. Walk through our hallways and you’ll see smiling faces, homemade treats in the break rooms, and, more often than not, donation boxes filled with items for those in need. When “People First” is passed down from the top, it resonates with everyone.

The impact is significant.

High employee satisfaction and engagement are associated with lower turnover, improved productivity, increased sales, and better shareholder returns. Countless studies have also confirmed what Scott has believed from day one: employee engagement and customer satisfaction are directly correlated. Time and again, when organizations prioritize their people, their customers benefit in turn—so, too, do their profits.

In fact, one study calculated the relationship between employee engagement and customer satisfaction as r=.43, which is comparable to the relationship between sleeping pills and insomnia improvement (r=.3). Organizations reporting high engagement scores enjoy two times more customer loyalty than their counterparts with average engagement scores, and teams classified with higher levels of engagement increased their net promoter scores (NPS) by 27%.

It’s clear that customer satisfaction is also directly tied to profit. In 2012, Alex Edmans analyzed 28 years’ worth of stock market statistics and found that organizations that invested in employee satisfaction yielded up to 3.8% higher annual returns than their competitors. These findings are consistent with meta-analyses from Gallup, Washington State University, Bain & Company, and many others.

At Ultimate, we credit our “People First” culture with our industry-leading 95% customer satisfaction rate, rapid growth, and technological innovation. Twenty-seven years later, Scott’s advice continues to ring true: What’s good for your people is good for your customers and good for your organization.

So, does employee engagement equal customer satisfaction? Yes—and so much more. Leaders should take care to ensure they’re doing everything possible to keep their employees engaged and optimistic.

Care for your people, and they’ll care for you.

Sources:
http://news.gallup.com/businessjournal/163130/employee-engagement-drives-growth.aspx
http://www.sciencedirect.com/science/article/pii/S0278431908000790
http://www.bain.com/publications/articles/the-chemistry-of-enthusiasm.aspx

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What is the Best Way to Lead? https://blog.ultimatesoftware.com/great-leadership/ https://blog.ultimatesoftware.com/great-leadership/#comments Thu, 19 Oct 2017 12:48:40 +0000 https://blog.ultimatesoftware.com/?p=1126 What are the traits of great leadership for the future of work? It’s a question I am often asked by audience members during my varied speaking engagements. It’s a great question, since leadership—like everything else in today’s blistering pace of change—must be dynamic. Leaders must evolve as employees do, to direct organizations that operate and […]

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leadershipWhat are the traits of great leadership for the future of work? It’s a question I am often asked by audience members during my varied speaking engagements. It’s a great question, since leadership—like everything else in today’s blistering pace of change—must be dynamic.

Leaders must evolve as employees do, to direct organizations that operate and are managed differently. I’m referring to the movement in many companies toward project-based teamwork involving both full-time and non-permanent employees, tasks performed on a mobile “anywhere” basis, and the positive trend toward employee inclusiveness, in which each person’s self-defined uniqueness is seen as the asset it is. (See my related post, Are You Ready for True Workforce Fluidity?) Certainly, this is not your grandfather’s business to lead.

Throughout the latter half of the 20th century, companies were often run with military precision. During World War II, 10 high-ranking management theorists were recruited by the U.S. Air Force to enhance operations. When the war ended, Ford Motor Company snapped them up. They inserted the military’s “org charts” into Ford’s structure, creating divisions, departments, and jobs based on a person’s specific expertise. This ensured work was appropriately doled out, supervised, and completed. Other companies soon incorporated similar structures across the industrialized world.

As one might imagine, leaders of these businesses were akin to military generals. They commanded the organization from the boardroom, rather than the war room. This structure was right (for the times) and proved its merit. American companies quickly became the best in the world. And then the Internet, smartphones, the cloud, cognitive computing, and the Internet of Things burgeoned to seriously change things—democratizing decision-making and communications.

So what is today’s definition of “great leadership”? To draw a clearer picture, I turned to the source of the last century’s business leadership model—the military. I asked Lieutenant General George Flynn, now retired, for his perspective on the subject.

Lt. Gen. Flynn enjoyed a distinguished career in the U.S. Marine Corps. He was the Deputy Commandant for Combat Development and Integration and the Commanding General of the Combat Development Command in Quantico, Virginia. He is an advisor to Ultimate Software and many other corporations, and is a brilliant resource on leadership strategy.

You may know Lt. Gen. Flynn as the inspiration for a book by the best-selling author Simon Sinek. Sinek had interviewed him to learn more about the Marine Corps’ style of leadership. He boiled it down to these three words—“Officers eat last.” Sinek was so taken with the response he named his book after it (Leaders Eat Last). I recently sat down with George to ask what he meant by his comment.

“It’s really pretty simple,” he said. “If you treat your team as the most important resource in your organization, they become committed to you and the purpose of the organization. It shows your respect and the fact that you care so much about them that they deserve only the best. And that includes eating first, beginning with the most junior officer and ending with the most senior officer.”

He added, “That’s the ‘cost of leadership,’ as I explained it to Simon.”

This leadership philosophy seems at odds with today’s corporate guidance. Few CEOs know the names of employees other than their direct reports. Many of them eat with other senior executives in a separate part of the company cafeteria and have large offices away from the rest of their employees. Certainly, this is not an “officers eat last” approach. Rather, it suggests rank—people separated based on their perceived value and contributions to the success of the organization. There is a shift happening in some companies where CEOs are forgoing offices for shared office space, and the impact is significant for employees. As George put it, “Whoever is leading must form trusted relationships with those being led.”

Our discussion moved on to today’s millennial workers. George commented that this generation of employees tends to demand more from its leaders. “They want to know the ‘why’ before they buy into the project,” he explained. “When they believe in the value of what needs to be done, they’re very giving of their time and effort. They’ll go the extra mile if they understand the purpose behind the tasks and believe in that purpose.”

Without this understanding, millennials (really all employees) are more likely to search for new employment. To keep them, leaders must ensure they have meaningful work that leads to the development of new skills. “Millennials need to be trained and empowered to take risks on behalf of the organization, to progress in their careers,” George said. How can today’s business leaders, particularly those at the helm of large, far-flung organizations, ensure full buy-in from the “troops”? George responded that there are specific times on any given day when a leader can demonstrate valued leadership. “We call them ‘defining moments,’” he said. “The moments differ, but examples include how the person makes a difficult decision or handles a mistake. Word of mouth quickly spreads to form an opinion about the leader.”

These opinions are the basis for following the leader. “In my experience, I’ve come across three levels of leadership,” said George. “The first is when people follow you because you’ve been given the authority to control them. The second is they follow you because they trust you and will, therefore, take risks for you. The third level is they follow you because they believe in you and your mission. At that level, they’ll make personal sacrifices for you. Down deep, all people want to be part of something bigger than themselves.”

I couldn’t agree more. When we feel we are part of something important led by a leader we believe in, work becomes much more than just work. It becomes part of our purpose and identity.

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Changing Lives in Our Communities—Together https://blog.ultimatesoftware.com/changing-lives-communities-together/ https://blog.ultimatesoftware.com/changing-lives-communities-together/#respond Fri, 29 Sep 2017 15:02:57 +0000 https://blog.ultimatesoftware.com/?p=1108 I’m extremely proud to share that, this week, Ultimate Software teamed up with the nonprofit Rebuilding Together to help change the lives of seven families across the United States. In three consecutive days of service, more than 200 employees from our offices in Atlanta, Alpharetta, Santa Ana, and Weston spent their time painting, landscaping, gardening, […]

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I’m extremely proud to share that, this week, Ultimate Software teamed up with the nonprofit Rebuilding Together to help change the lives of seven families across the United States. In three consecutive days of service, more than 200 employees from our offices in Atlanta, Alpharetta, Santa Ana, and Weston spent their time painting, landscaping, gardening, and completing other beautification work on homes in our local communities.

Rebuilding Together is one of the many great organizations we’ve had the privilege of partnering with for several years now. It brings together volunteers throughout communities to improve the lives of veteran, elderly, and low-income homeowners, individuals and families who need major home repairs (such as roofing and retrofitting for accessibility) but can’t afford or otherwise commission these crucial services. Rebuilding Together enlists licensed professionals to handle the main repairs, while allowing everyday volunteers to complete complementary household projects.

Adding a personal touch to the service experience, Rebuilding Together volunteers learn about the people they’re helping when they sign up to participate. Some volunteers even get to meet the homeowners in person—an opportunity that leaves a lasting impact, as we’ve heard from several of our employees over the years.

To US, that’s the true heart of community service: people taking care of people. It’s why, from day one, we’ve made giving a cornerstone of Ultimate’s company culture. So much so that we provide every employee with two paid service days each year, which they can use to volunteer or support any charitable cause of their choosing (though, for many employees, the hours of service extend far beyond these two days).

At Ultimate, we encourage our employees to always “do the right thing.” Community service is that principle in action. It’s a natural extension of our companywide core value, “People First,” which drives everything we do, from the design of our cloud HR solutions to the delivery of our personalized customer support.

When we set out 27 years ago, with just four employees, two cubicles, and one clear focus on people, we could’ve never envisioned what Ultimate would become. Today, we’re more than 4,000 employees strong, each dedicated to helping others. They’re so passionate about people, whenever an opportunity to make a difference arises—whether within our walls, in our local communities, or across the world—it’s our own people who are often first to spring into action and start the movement. They set up online fundraisers, they organize drives (and hand-deliver truckloads of supplies to those in need), they run races and complete challenging obstacle courses for charity, they cycle miles and miles to raise money for a cure. They do more than we even know, because they prefer to stay out of the spotlight.

We are very fortunate. We have the opportunity to pay it forward, to continuously help so many in our communities. It’s Ultimate’s greater purpose as a company, and it’s our greatest responsibility as a society.

We give to help others. We share to inspire others.

We put people first, and this reminds others: Together, we can all make a difference.

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Workplace Culture: HR Spark Episode 2 https://blog.ultimatesoftware.com/workplace-culture-hr-spark-episode-2/ https://blog.ultimatesoftware.com/workplace-culture-hr-spark-episode-2/#respond Fri, 15 Sep 2017 10:00:51 +0000 https://blog.ultimatesoftware.com/?p=1096 “You get a huge increase on your investment when listening to people,” said Vivian Maza, chief people officer at Ultimate Software, during the second episode of Ultimate’s new Web series HR Spark. “Leadership has to be empathetic to people—showing a little bit of empathy and trust in your people goes a long way, and it […]

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workplace culture“You get a huge increase on your investment when listening to people,” said Vivian Maza, chief people officer at Ultimate Software, during the second episode of Ultimate’s new Web series HR Spark. “Leadership has to be empathetic to people—showing a little bit of empathy and trust in your people goes a long way, and it goes two-fold. Take care of them, and they’ll take care of the company.”

Viv was joined by Jack Klott, vice president of HR for Independent Bank, and Jeff Waldman, SocialHRCamp founder, for a roundtable discussion on tangible steps companies can take to effectively improve workplace culture—and why they should want to.

For one, companies on Fortune’s 100 Best Companies to Work For list enjoyed stock market returns three times greater than the market average from 1998 to 2015. In addition to a stronger financial performance, these culture-rich companies achieve impressive long-term performance records, higher customer and patient satisfaction ratings, and lower levels of voluntary turnover.

It’s clear that workplace culture has a far-reaching impact on many key performance indicators. But how exactly can HR leaders improve workplace culture at their organizations?

Tune in to hear Jack discuss the key changes Independent Bank has made in the past 24 months and the impact these tactics have had on retaining top talent, changing the mindset of employees, and separating the bank from its competition in recruiting the best people. Adding to Jack’s message, Jeff explains the positive correlation between employee experience and customer experience, and how companies can think beyond salary and benefits to engage and inspire their people. Finally, Viv shares her thoughts on why Ultimate has made Fortune’s Best Companies list six years in a row, and how new survey tools are making continuous improvement to workplace culture possible.

Watch the latest HR Spark episode now to learn more.

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Why “Best in Tech” Workplaces are Built on Innovation https://blog.ultimatesoftware.com/best-place-to-work-in-it/ https://blog.ultimatesoftware.com/best-place-to-work-in-it/#respond Tue, 20 Jun 2017 09:04:29 +0000 https://blog.ultimatesoftware.com/?p=1022 Anyone familiar with Ultimate Software knows that our core mantra is “People First.” From our employees to our customers to their employees, everything we do is focused on caring for people. And it makes an impact. We’re honored to frequently rank on a variety of “best workplace” lists, including being named Fortune’s #7 Best Company […]

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Anyone familiar with Ultimate Software knows that our core mantra is “People First.” From our employees to our customers to their employees, everything we do is focused on caring for people. And it makes an impact. We’re honored to frequently rank on a variety of “best workplace” lists, including being named Fortune’s #7 Best Company to Work For in 2017, and the #1 Best Large Workplace in Technology the past two years. Today, I’m proud to announce another accolade: Computerworld magazine has named us the #1 Best Place to Work in IT among midsize tech companies.

Computerworld Magazine Best Place to Work in ITThere are several fundamental beliefs that set US apart. We believe in helping our employees—and their families—stay healthy by covering 100% of their healthcare premiums, including medical, dental, and vision. We believe in nurturing our people’s futures by offering a 401(k) retirement plan with a 40% company match on every dollar, with no cap. And we believe in trust, communication, and flexibility to accommodate life. These core values enable our employees, our culture, and our company to thrive. I believe any company, in any industry, would benefit from taking care of people the way we do.

But as a technology company that specializes in human capital management (HCM), there are other unique factors to consider. Constant industry upheavals are standard, along with steep competition for top talent, constant innovation, and growing market share. Technological advances are occurring faster than ever, and companies must keep ahead to remain successful. Developments in artificial intelligence, virtual reality, and an ever-growing gig workforce are forcing HCM software providers to grow and adapt. Fortunately, at Ultimate, we’ve learned that the same techniques that encourage our employees’ innovation also help foster an exciting and unique culture contributing to overall happiness and satisfaction.

Here are some ways we bolster creativity, driving the creation of our award-winning products, services, and culture.

48 Hours

We once asked, “What can be done in 48 hours?” and learned, with the right people, more than we could have imagined. Twice a year, we run a highly anticipated coding event called “48 Hours.” Developers spend two consecutive days brainstorming and actualizing ideas enhancing UltiPro’s features and functionality. Sometimes, they even work on ideas completely unrelated to their current projects and roadmaps. Fueled by copious amounts of coffee and energized by the exciting (and competitive!) atmosphere, our developers thrive on the challenge and complete freedom to invent new solutions. This is a great testing and proving ground for our development staff to showcase new technologies. Several times, these projects have enhanced our current roadmap or provided such an increase in value to our clients, we added it directly into the UltiPro solution.

Leverage Advanced Technology

We invest in our employees by providing the best technology possible. We even have our own in-house tech support team complete with onsite TechSpots, where employees can take their devices for tune-ups and troubleshooting. Our innovative UltiLab features a variety of the latest products and technologies for employees to program, test, and experiment with. By experimenting with the latest and greatest platforms and technologies, our people are continuously inspired to create innovative solutions that help people solve problems.

Continuing Knowledge Transfer

Another way Ultimate promotes innovation is by providing each department a budget for attending employees’ choice of learning workshops and conferences. Agile, ISSTA, Lean Kanban, SHRM, QCon, and others are all frequently attended by our employees—and it’s common to find our people leading conference sessions and workshops. Developers are highly encouraged to take development courses, and teams have even created customized learning paths specific to their needs on various platforms.

Professional Development

We continually invest in ongoing learning opportunities for our employees, a passion that is now being offered to our customers through UltiPro Learning. In addition to Ultimate offering tuition reimbursement and covering costs associated with certificate training, our internal learning portal encourages all employees to improve their current skill sets and potentially grow into new roles. The site offers videos, Web tours, and courses employees can select to achieve their personal goals. Employees are also encouraged to take ownership of their own learning and growth as they advance in their careers.

Developing Leaders

Our comprehensive LeadUS program was created to develop all managers and potential managers into world-class leaders. Drawing on Ultimate’s leadership principles, skill-, trust-, and team-building sessions prepare the next generation of Ultimate’s leaders for success, while cultivating creativity and innovation among our people. Three separate learning tracks are available, from aspiring managers to senior executives.

In my experience, one of the best aspects of working at a technology company is the camaraderie and hunger for continual improvement. By fostering a culture of innovation, we’re not only supporting our employees’ individual careers, but developing a workforce that runs on inspiration and ingenuity. We’ve built an environment where employees feel valued, supported, and challenged—a workplace that’s definitively the “best in tech.”

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Inspired By People https://blog.ultimatesoftware.com/inspired-by-people/ https://blog.ultimatesoftware.com/inspired-by-people/#comments Fri, 10 Mar 2017 21:30:55 +0000 https://blog.ultimatesoftware.com/?p=934 What inspires you? What wakes you up each morning and motivates you to face life’s challenges? At Ultimate Software, we’re inspired by people. It’s why we started our company more than 26 years ago, when we recognized an amazing opportunity to put people first: to provide the “ultimate” HR and payroll software that would inspire […]

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What inspires you? What wakes you up each morning and motivates you to face life’s challenges?

At Ultimate Software, we’re inspired by people. It’s why we started our company more than 26 years ago, when we recognized an amazing opportunity to put people first: to provide the “ultimate” HR and payroll software that would inspire people in the workplace and empower them to achieve more.

We’re humbled and honored to be named one of Fortune’s 100 Best Companies to Work For six years in a row, and the #1 Best Large Workplace in Technology the past two years. We’re fortunate to be here, and we know we’re here because of people—our employees, our customers, and our communities. They continue to inspire us, to better ourselves and to always do the right thing. So we look to pay it forward and inspire others in return. We wake up every day thinking of new ways to care for our people and to make Ultimate not just a great place to work, but a second home.

Establishing an Inspiring Home Away From Home

First, we focus on fostering a supportive, family-like environment where colleagues listen to one another, feel comfortable sharing ideas and taking risks, and work together to achieve their goals as a team. This positive, productive atmosphere inspires our employees to create innovative products that help people work more efficiently and effectively. They’re also motivated to constantly do more for our customers, providing extraordinary service and personalized, proactive support.

Next, we ensure our employees have the tools, resources, and technology they need to thrive as professionals. We’ve implemented a companywide performance management program in which employees set goals, track their progress, and have ongoing conversations with team leaders rather than a quick, once-annual review. We also offer a variety of flexible opportunities for continuous learning, from on-demand online training courses to hands-on leadership development workshops, so our people can gain new skills and grow their careers. This in addition to internship programs providing real-life experience, assistance for tuition and certifications, and specialized training for those in customer-facing service roles.

Supporting Our People’s Whole Selves

We also realize the need to support our employees not only as professionals, but as people. Since 2014, we’ve formed three diverse Communities of Interest: PrideUS for our LGBTQIA community; Women in Leadership for employees at all job levels; and UltiVETS for veterans and active service members. Each hosts several networking and social events throughout the year, including organizing Ultimate’s Inter-Office Pride Days, sponsoring seminars for Girls Who Code, and hosting barbeques for veterans. These groups bring us together to share and celebrate our unique personal experiences, and everyone at Ultimate is invited to get involved in some way.

No matter how much we do for our people, though, we’re always most inspired by what they do for others. Near and dear to us are the heartfelt contributions our employees continue to make in the community. Over the past year, 93% of our employees have participated in charitable giving. They’ve utilized their company service days to volunteer at nonprofit organizations. They’ve donated to charitable causes and helped those impacted by natural disasters, terrorism, and other unexpected events. They’ve stepped up to support colleagues and families who’ve endured personal tragedies. We are genuinely moved by the unending selflessness of our people.

From day one, we set out to create more than a successful HR technology company. We wanted to build a workplace that inspires people to trust, respect, and care. A company that encourages employees to bring their best selves—their whole selves—to work each and every day. A family that always looks after its own, in good and bad times, and makes a meaningful difference by giving.

I am extremely proud to say, that’s US.

Through our employee-centric culture, HR cloud solutions, collaborative customer service, and charitable efforts in the community, we hope we inspire others to become “People First” companies, too. Because we believe that when people succeed, companies succeed.

So, what inspires you? For US, we’re inspired by people.

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How Ultimate Software Cultivates the Best Workplace in Technology https://blog.ultimatesoftware.com/best-large-workplace/ https://blog.ultimatesoftware.com/best-large-workplace/#respond Thu, 19 Jan 2017 15:42:27 +0000 https://blog.ultimatesoftware.com/?p=840 I’m proud to announce that Fortune recently named Ultimate Software the #1 Best Large Workplace in Technology-for the second year in a row. This significant honor adds to an extensive list of our recent awards (22 earned in 2016 alone), all stemming from one, founding principle: “People First.” This singular belief has impacted every part […]

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I’m proud to announce that Fortune recently named Ultimate Software the #1 Best Large Workplace in Technology-for the second year in a row. This significant honor adds to an extensive list of our recent awards (22 earned in 2016 alone), all stemming from one, founding principle: “People First.”

best large workplace technology

This singular belief has impacted every part of our journey. It’s allowed us to create a culture where 99% of employees experience a “great atmosphere” and report having “great pride” in their company. It’s driven us to achieve continued success over our 26-year history. It’s enabled us to help thousands of companies put their own people first. Because we know that, when we take care of our employees, they’re empowered to take care of our customers. And when that happens, everybody wins.

Curious what putting people first means to US? Here are a few ways we’ve created the best large workplace in the industry.

Training and Development

Ultimate invests in our employees’ futures and supports them through each step of their careers. Our innovative TechSTARS internship program recruits promising college students and recent grads for a structured, year-long program where they’re assigned mentors, follow customized learning paths, and work on a peer-to-peer basis with our full-time software engineers. Currently, 95% of our interns who are offered full-time jobs with Ultimate accept, and at least a third of our product developers began as interns—including me!

The Rising Stars program is a similar development program for employees with full-time, customer-facing roles, spanning 14 weeks and encompassing one-on-one mentorship, group learning, individual job-path study, and team-building exercises. These programs not only help new employees adjust to their new roles, but are also extremely effective in instilling Ultimate’s “People First” values.

We also support our employees’ educational goals by fully funding professional training courses and offering tuition reimbursement of up to $5,250 per year. Extensive leadership development courses are available for everyone from entry-level employees to top executives, setting the stage for future growth and promotions—because when our people thrive, Ultimate thrives.

Generous Benefits

Our total compensation package goes far beyond salary. All full-time employees receive 100% employer-paid healthcare for their entire families, including medical, dental, vision, and prescription coverage—even IVF and IUI fertility treatments. I’m extremely proud of our 401(k) program, where we match 40% of our employees’ contributions dollar for dollar, up to the highest allowable federal limit. We also welcome new hires to the family by providing them with stock shares, fostering an immediate sense of pride and ownership in our company. Finally, we offer 10 weeks of paid maternity leave and four weeks of paid paternity/adoption leave, so our new parents have time to recuperate and bond with their growing families without worrying about any professional or financial hardships.

We also offer life insurance for both employees and their spouses, long-term disability, and wellness benefits such as on-site masseuses, acupuncturists, yoga, Pilates, stretching, and meditation classes. By taking care of our people physically, mentally, and financially, they’re able to focus their attention on developing industry-leading products and providing world-class, white-glove service.

Work-Life Balance

Workplace flexibility is another key component of putting people first. More than 40% of our employees telecommute, and another quarter utilize flexible schedules and compressed work weeks. The implementation of paid time off, instead of designated sick and vacation days, is another way we enable our employees to balance their careers with their daily responsibilities.

Giving Back

Making a difference in our local and global communities has been a cornerstone of our “People First” culture from the beginning, and it remains a great source of pride for all of us today. Every employee is encouraged to volunteer at least two days each year, receiving full pay and the flexibility to choose the causes they care most about. As we have grown, so has our ability to positively impact a variety of initiatives. Today, Ultimate and our employees donate time, money, and raise awareness for everything from natural disasters to our own employees in need – together, we make a meaningful difference in the world.

Cutting-Edge Workspace

Our innovative work stations are more than just open floorplans. Employees’ workspaces are completely catered to them, from the choice of a laptop to standing, cycling, and treadmill desk options. Every floor boasts at least one themed café, equipped with free beverages and comfortable seating to encourage interactions and caffeine consumption. There are multiple bookable conference rooms and even more informal group meeting spaces—including our golfer’s green, where employees can brainstorm and putt simultaneously. We have a private room to practice, record, and review presentations. We also have a game room, meditation space, and massive saltwater fish tank.

Everything we do focuses on our underlying commitment to put people first – and that’s what sets us apart.

That’s what makes us the best large workplace.

But also…the free ice cream.

 

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Finding New Ways to Put #PeopleFirst https://blog.ultimatesoftware.com/improve-company-culture-12daysofhcm/ https://blog.ultimatesoftware.com/improve-company-culture-12daysofhcm/#respond Fri, 23 Dec 2016 13:00:54 +0000 https://blog.ultimatesoftware.com/?p=787 Year-end marks the perfect time to reflect on the past 12 months, and look to the many opportunities ahead. What goals have you accomplished this year, and what more will you set out to achieve next? At Ultimate Software, we’re committed to creating a company culture in which we put people first in all we […]

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improve company culture. There are countless ways to put people first and make a difference for others. Share your thoughts today using #PeopleFirst. See more by reading our #12DaysofHCM blog series.

Year-end marks the perfect time to reflect on the past 12 months, and look to the many opportunities ahead. What goals have you accomplished this year, and what more will you set out to achieve next?

At Ultimate Software, we’re committed to creating a company culture in which we put people first in all we do, every day. That means we’re always considering how we can do more to help more people—from delivering hundreds of new UltiPro® features and updates each year to implementing a collaborative support model for our customers.

In 2016, we launched our #PeopleFirst social campaign so we could all share what “People First” means to each one of us, and show how we put others first in our daily lives.

What will you do in 2017 to positively impact people? How will you improve company culture to put #PeopleFirst?

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Taking Time for Everyday Celebrations – #12DaysofHCM https://blog.ultimatesoftware.com/celebrating-work-12daysofhcm/ https://blog.ultimatesoftware.com/celebrating-work-12daysofhcm/#respond Wed, 21 Dec 2016 13:00:14 +0000 https://blog.ultimatesoftware.com/?p=785 Though we often talk about the importance of recognizing the “big picture,” it’s also important to remember the “little things.” At Ultimate Software, we believe achievements take all forms, and we make it a point to celebrate our people’s accomplishments year-round, both in their professional and personal lives. We recognize and laud individual, team, and organizational […]

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79% of the American workforce believes it's necessary to have fun at work. Learn more on the #12DaysofHCM series. celebrating at work.

Though we often talk about the importance of recognizing the “big picture,” it’s also important to remember the “little things.”

At Ultimate Software, we believe achievements take all forms, and we make it a point to celebrate our people’s accomplishments year-round, both in their professional and personal lives. We recognize and laud individual, team, and organizational successes such as meeting business and financial goals. We celebrate life events—birthdays, marriages, and new additions to our family. We celebrate holidays throughout the year. We celebrate everyday events, from a colleague’s return from vacation to the successful launch of a companywide initiative for employees. Most of all, we have fun celebrating together.

Throughout the coming year, take some time to have fun and celebrate the little things at your organization. It can have a big impact on your people.

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Giving in the Community – #12DaysofHCM https://blog.ultimatesoftware.com/socially-responsible-workplaces-12daysofhcm/ https://blog.ultimatesoftware.com/socially-responsible-workplaces-12daysofhcm/#respond Mon, 19 Dec 2016 13:00:00 +0000 https://blog.ultimatesoftware.com/?p=782 Though we all may face unique challenges throughout the year, it’s important to remember all in life that we are fortunate to have—and especially how we can give to those who are less fortunate. There are countless ways to give back year-round, such as volunteering time in the community or donating to non-profit organizations and […]

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socially responsible. 85% of employees are more likely to stay longer with an employer that shows a high level of social responsibility by supporting charitable causes, volunteering in the community, and/or taking a stand on social issues. Learn more on the #12DaysofHCM series.

Though we all may face unique challenges throughout the year, it’s important to remember all in life that we are fortunate to have—and especially how we can give to those who are less fortunate.

There are countless ways to give back year-round, such as volunteering time in the community or donating to non-profit organizations and causes.

Each year at Ultimate Software, for example, in lieu of a companywide gift exchange for the holidays, we partner with Kids In Distress to provide gifts to hundreds of children in our local communities. Ultimate employees have the opportunity to support each child by purchasing toys on his or her personal wish list. The gifts are then delivered to the children in time for the holidays.

The Angel Tree is an annual tradition our employees look forward to each year. As you plan for 2017, think of the ways in which you and your employees can give to others and be socially responsible.

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