INTREPID COLOMBO
Q: Can you share some best practices adopted by your organisation to tide through the unprecedented challenges brought about by the economic crisis?
A: Intrepid undertook a series of strategic measures to ensure the wellbeing of our staff. As a certified B Corp, Intrepid is committed to ensuring the wellbeing of our staff.
Some steps we took included pegging the salaries of our Colombo staff against the Australian Dollar to provide stability and predictability in our employees’ income, mitigating the impact of currency fluctuations and providing them with a sense of financial security during uncertain times; fuel crisis management by way of a complimentary shuttle bus service; offering an Employee Assistance Programme that grants staff and immediate family members access to a number of free counselling services; and a weekly initiative to provide breakfast for all employees one day a week.
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: Employee retention is indeed a top priority in our business strategy because Intrepid recognises that our people are our greatest asset.
Our comprehensive approach includes supporting a collaborative work culture that promotes innovation, personal growth and career development. Some of our team members in Colombo have been with the company for over 10 years, continually rising up the ranks and to more senior roles.
In addition to providing a flexible workplace, we offer competitive compensation and benefits aligned with market standards, and conduct an annual global remuneration review.
And recently, we welcomed hundreds of new shareholders to Intrepid by paying our annual company bonus in the form of shares to eligible staff. This fulfils our cofounders’ vision to have more of the company owned by our own team, and it provides our team with a real stake in a global and growing business.
Q: What benefits has Intrepid experienced as a result of participating in the Great Place to Work survey?
A: The survey has boosted our team pride and engagement. It has also given us valuable insights and a chance to reflect on what we do well – and any areas where we can do better.
It has reinforced our commitment to listening to employee feedback, striving for continuous improvement, and fostering transparent and trusting interactions.
We’ve also experienced more employee engagement where our staff is able to make suggestions and bring ideas forward. It’s been a win-win!
Q: Could you outline how your organisation enables the ‘employee experience’ in the workplace?
A: Intrepid has a unique culture and approach, consisting of people, product and purpose.
In our people pillar, we have a deep commitment to transparency, and our CEO and senior leadership communicate regularly through recorded video updates, in-office visits and posts on our intranet.
Our senior leadership team visited Colombo earlier this year, which was a highlight for many of our team members in Sri Lanka as they were able to ask the CEO questions directly.
At Intrepid, our own staff also can experience our product so that every employee can access one free trip a year. This allows them to meet our tour leaders and customers, and ensures they are closer to our product.
As for purpose, Intrepid is committed to responsible travel and exploring the world in a way that benefits local communities. We believe that travel is a force for good, and can help bring people together, share cultural understanding and create positive change in the world.
Q: What is the role of senior management in promoting an open and engaging culture?
A: By actively championing open dialogue, valuing diverse perspectives and encouraging idea sharing, the senior management fosters an environment where employees feel heard and valued.
This is why all senior managers at Intrepid actively engage with their teams about our annual employee surveys. They are required to actively address any area of improvements and report back, which helps to build trust.
Q: In what new ways can a positive work culture be fostered?
A: At Intrepid, it is all about where we believe we can have a positive impact on people, the environment or the communities that we operate in.
We empower our local teams to engage in ways that work for them, and their culture and region. Regional teams are connected to global headquarters by embracing technology and flexible ways of working.
Q: What measures have been taken by your company over the last 12-18 months to unlock the untapped potential of the workforce?
A: The pandemic was an extremely challenging period for the global travel sector, so we’ve spent the past 18 months rebuilding our teams and responding to the global recovery in travel.
We introduced a range of new career progression initiatives including new learning opportunities through LinkedIn Learning and mentorship programmes in Colombo.
Complementing this, our robust rewards and recognition programme acknowledges superior performance, nurturing a culture of excellence.
– Compiled by Yamini Sequeira
Telephone: 0771 420207 | Email: poornaka.delpachitra@intrepidtravel.com | Website: www.intrepidgroup.travel/colombo
