Q: Can you share some best practices adopted by Dole Lanka to tide through the economic crisis?

A: Prioritising employees over profits, we have created a trust-based work culture by offering more remote work options and flexi hours. We’ve fulfilled their financial needs by providing double salary increments, and absorbed additional taxes to minimise the inflation burden to make them financially strong during the crisis and boost morale.

And food packs and stationery were given to employees’ children, and free office transportation was provided.

Q: Given that employee retention is a red-letter item for many businesses in Sri Lanka due to the unprecedented migration of working people, what has been your approach to retaining talent?

A: We are focussing on building a positive work culture, offering competitive compensation, providing growth opportunities and promoting a work-life balance. And we prioritise employee wellbeing, recognise contributions and encourage open communication to ensure their satisfaction and commitment to the organisation.

We’re happy to share that no employee has resigned for migration purposes. Our turnover for the last five years consecutively stands at around two percent.

Q: What have you learnt from participating in the Great Place to Work Sri Lanka survey?

A: Participating in the Great Place to Work Sri Lanka survey taught us the importance of employee feedback and engagement, creating a supportive and open work environment, promoting trust and transparency, and continuously motivating to improve employee experiences.

Q: Could you outline how Dole Lanka enables the ‘employee experience’ in the workplace?

A: Our employee experience strategy is a plan for creating positive, engaging and meaningful experiences. We focus on work-life balance, ensure fair compensation and solicit feedback to enhance the overall employee experience.

We’ve invested in training and development programmes, focussing on productivity improvement-based incentives while the savings earned as a result were shared with employees.

We have created a win-win work culture and encourage employees to take ownership of innovative projects.

Q: What is the role of senior management in promoting an open and engaging culture?

A: Dole Lanka’s 16 years of existence in Sri Lanka has been a very hard journey for our team. Our senior management has the responsibility of saving over 1,500+ jobs and running a profitable business. The results we enjoy are owed to great teamwork, relentlessly supported by a great senior leadership team while keeping everyone motivated.

Q: In what new ways can a positive work culture be fostered?

A: Focussing on organisational agility gives teams the ability to quickly adapt to changes in the political, social and economic environment. We moved from traditional hierarchy leadership to a more flexible model. This provided role clarity and autonomy to empower employees to quickly respond to challenges, supported by collaborative teamwork.

Q: How can organisations create a ‘great workplace for all’?

A: For Dole Lanka, Itochu’s vision of three-way satisfaction known as ‘Sanpo Yoshi’ – good for the seller, good for the buyer and good for society – has inspired us to create a great workplace for all.

Aligned with this vision, we are committed to our ‘3P’ culture – protect the people, protect the planet and protect the prosperity. We believe that educated, motivated, happy, committed and resilient human capital is the main investment for good profits and a happier world.

We aspire to champion an equitable world where all individuals have equal access to health and nutrition while maintaining environmental sustainability.

– Compiled by Yamini Sequeira
Eranga Abeywickrama | General Manager | Director

 

 Telephone 4641050  |  Email hr.lanka@doleintl.com