NEWSROOM

Employee loyalty and happiness in companies became even more important in the pandemic process. Porte, a Turkish project development and implementation company, has been awarded the “Great Place To Work” certificate as a result of the Trust Index survey in which all its employees participated with its employee-oriented approach adopted in this process.

*** This release is originally published in Turkish.
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ISTANBUL (TR) - Today, employee engagement and happiness plays a greater role than ever in the sustainability of companies. Especially during the pandemic process, it is seen that the measures taken and the practices implemented by the companies are determinative in the approach of the employees to the structures they belong to. Finally, the local project and application development company Porte was awarded the “Great Place to Work” certificate as a result of the trust index survey attended by all its employees. The company received the title of Great Place to Work Certified by successfully completing the Trust Index employee survey, which measures the perceptions of its employees about the current corporate culture, and the Culture Audit workplace culture analysis, where all HR practices are analyzed.

“We focused on the happiness of the teams and achieved 30% growth”

Making a statement regarding the issue, Porte Human Resources Director Pınar Özçelik said, “As Porte, we have always focused on our colleagues first. During the Covid-19 period, we felt an additional responsibility and tried to protect our teams with extra measures in terms of occupational health. This period was a period where we first thought about health and then how we could keep ourselves alive psychologically. In this difficult period, the fact that we got the Great Place to Work certification was an indication of our colleagues' trust and loyalty to the company. As the Porte family, we continue to grow by investing in the happiness of the teams. Unlike many companies, our team expanded by over 30% during the pandemic. In addition to the in-house trainings, we also focused on external trainings and helped each of our employees to improve themselves through face-to-face or distance learning. We have enabled our organization to strengthen by focusing on the creativity and productivity of our employees.”

“We see our teammates as human beings, not machines”

Stating that they make the happiness of the in-house teams one of the important goals, Levent İlhaner, General Manager of Porte, said, “In this context, we provide different support for both technical and individual development of everyone in the organization, as well as in-house professional training, we also offer personalized online training modules in line with the requests of the teams. We are proud to be awarded and certified as a great workplace by a prestigious organization such as the Great Place to Work Institute. We are pleased that this culture of trust and value that has existed since the establishment of our company has grown and internalized. We see our teammates as 'people', not 'machines'. That's why we attach great importance to valuing our teams. This brings us a significant employee productivity and human advantage in the sectors we compete in.”

Our goal is to be a center of attraction for talented employees

Pointing out that Porte, which includes important brands such as USA, Shippin, Shipzip, Boxinus, is on the way to becoming a talent house in the sector, Levent İlhaner said: “We, as an institution, offer privileged and valuable services in the sectors we are in. We need to preserve this wonderful corporate culture that we have due to the customer portfolio we serve. With the changing office perception, it becomes more and more important to motivate our teammates and protect in-house talents. Companies that believe in company values, adapt to change and integrate new working models into their lives like us can overcome crisis environments more easily. At this point, our goal is to be a center of attraction for talented employees.”