GAMMA PIZZAKRAFT
Q: In your view, have employees’ expectations of employers changed due to the pandemic and economic crisis?
A: People’s morale fell in general during the pandemic, no matter which sector they were employed in, weighed down by the uncertain environment and then further exacerbated by the economic crisis. As an employer, we had to think outside the box to come up with ways to look after our employees in this unfamiliar environment.
The company supplied them with dry rations and ensured their exposure to the virus was minimised since ours is a people to people business. Moreover, 360 degree care was offered to employees throughout the pandemic and later, the economic crisis, with the company investing in looking after their needs and wellbeing.
I would say that overall, the pandemic did impact the work culture. While our business cannot be conducted remotely, we offer employees the flexibility of working from home as and when needed.
Technology has proved to be the game changer in accelerating remote work. Most official meetings in our workplace are now conducted online.
Q: Can you share some best practices adopted by Gamma Pizzakraft to tide through the unprecedented challenges brought about by the economic crisis?
A: The lower grade employees were impacted the most – first by the pandemic and then the economic crisis. Therefore, our focus was on protecting their financial wellbeing and access to essential items.
The company was also able to enhance operational efficiency to ensure that we optimised our resources.
Most importantly, we make sure that our people have the earning capacity to keep pace with the high cost of living.
Q: Employee retention is a red-letter item on the agenda of many businesses in Sri Lanka today due to the unprecedented migration of working people. What has been your approach to retaining talent?
A: Talent migration is a concerning challenge facing the nation. We have also been affected by higher attrition in keeping with the current trend.
However, our one of a kind people culture dictates that we continue to train and develop talent regardless. Perhaps because of this commitment to talent development, we have many employees who return to us after a few years, which is a reflection of the warm culture at Gamma Pizzakraft. Our employees find it difficult to find another workplace that offers the same supportive and caring culture that we do.
Q: What lessons have you learnt from participating in the Great Place to Work Sri Lanka survey?
A: We are happy and proud to have received this certification, and be recognised by Great Place to Work. We’ve always prided ourselves on putting people first – ‘People on the Front Page’ – which focusses on ‘people happiness.’
The survey has helped us to benchmark against other organisations and better understand the areas where we can improve. This survey also offers insights into what employees look for. We ensure that we use the lessons learnt to improve the value proposition for our employees.
Q: Could you outline how Gamma Pizzakraft enables the ‘employee experience’ in the workplace?
A: Our work culture brings us together and keeps us as a family. We actively push people to take risks and support their failures. And we encourage our employees to open up and speak their minds without fear or favour. This has enhanced their confidence and trust in the management hearing them out.
Furthermore, we have an open-plan office with no cabins for senior staff, which encourages equality and a first name basis culture.
Q: What is the role of senior management in promoting an open and engaging culture?
A: The senior management needs to understand and give confidence to staff that their opinions matter and they should express themselves. Moreover, the management has a role in keeping employees engaged with the company while ensuring staff is updated at all times on developments taking place in the organisation.
Q: And what are the new ways in which a positive work culture can be fostered?
A: Both our brands – Taco Bell and Pizza Hut – are American and have a process driven road map for training, which gives employees a clear set of guidelines to adhere to. Our service excellence pivots on training sessions including those focussed on how to treat one another, building leadership skills and so on.
We also have our own internal audit process where we engage with all our stakeholders to understand whether our employees walk the talk. Guiding staff every step of the way helps foster a positive work culture.
Finally, employees would like to work for an organisation that offers them an exciting future. Gamma Pizzakraft has a long and illustrious history in Sri Lanka, and operates 116 outlets across the island and four in the Maldives, bringing the total to 120. We see ourselves growing and doubling our outlets over the next five years while bringing in at least one or two more food service brands once Sri Lanka’s economy stabilises.
– Compiled by Yamini Sequeira
Telephone 7500600
