Creating Culture As The Brand: The OPPO Way

In 1978, John Mackey and Renee Lawson borrowed money from friends and relatives to start SaferWay, an outlet for natural foods in Austin, Texas.

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They even got evicted out of their apartment, and, were forced to sleep in the very warehouse in which they stored their products. But, the duo's relentless pursuit ensured that Whole Foods (SaferWay rechristened in 1980) featured in FORTUNE magazine's "100 Best Companies to Work for" in 1998, and, has remained there ever since. There is a good reason to Whole Foods being named as one among the highly preferred employers. It is primarily because the practices endorsed by the company are not only innovative, but are also gamified.

While all employees are offered a standard 20 percent discount on all the store products, employees who remain in good health in terms of their blood pressure, BMI etc. are provided an additional discount of 10 percent. For an innovative employee wellness programme, this definitely is a stealer! Further, the company is literally transparent. Salaries from the CEO to the lowest of the low employee are visible to everyone, and, once every 3 years, every employee is made to vote on the benefits package. Incumbents to senior positions are actually interviewed by the employees, who also have a say in selecting the right manager from the top five candidates thus chosen.

Creating sufficient room for employee innovation, thereby ensuring that the company has a top of the rung work culture, is therefore the right way to not only ensure a better bottom line, it is a sure-shot recipe for growth and ever lasting success. Human Capital spoke to Will Yang, Brand Director, OPPO, who impressed upon the need to ensure an all-inclusive culture within the organisation, and, the ways in which fresh talent is to be fostered into the work fold.

Q. What are the core values that define the culture at OPPO?