National Instruments
美国国家仪器公司
9
排名：9
At National Instruments, managers are given the tools to acknowledge employees for their extra effort. National Instruments' discretionary bonus program gives managers the ability to recognize individuals or teams of employees for completing special projects outside the scope of their normal job responsibilities. Employees may receive up to $2,000 in cash, and because it is at the manager's discretion, it can be distributed immediately. In a recent year, the company awarded more than $969,000 to employees through the discretionary bonus program. National Instruments also trains managers on the importance of freely offering recognition and giving feedback through a progCisco
在美国国家仪器公司（National Instruments），管理者有权对付出额外努力的员工进行表彰。这家公司的酌情奖金计划使管理者可以对在正常工作职责之外完成特殊项目的个人或团队予以奖励。员工最高可获得2,000美元的现金奖励，而且由于奖金可由管理者酌情决定，因此往往会即刻发放。最近，公司通过这项计划向员工发放的奖金已经超过了969,000美元。此外，它还通过一个叫做“不花钱、无限量的认可”高管培训课程，要求管理者重视慷慨表达认可和提供反馈的重要性。
Cisco

思科

10
排名：10
Cisco's Off/On Ramp program allows eligible employees to take a career break of a minimum of one year and up to two years. Participating employees can use the Off/On Ramp for whatever reason they choose, such as for elder or childcare responsibilities, working on a nonprofit activity, or simply taking time for personal renewal. Unlike a personal leave of absence, an Off/On Ramp does not require employees to exhaust their Paid Time Off. In addition, while employees are not paid during an Off Ramp period, the leave provides employees with company-paid health benefits for the first year they are away from work. Employees returning to Cisco after an Off Ramp are connected with the staffing group to find a new role within the company before returning to work.ram in its Supervisory Development Series titled, "Recognition Is Free and Unlimited."
思科（Cisco）的“休工计划”（Off/On Ramp）允许符合条件的员工休假一到两年时间。参加这项计划的员工可以因为任何理由提出申请，比如照看老人或孩子，参加慈善活动，或用于个人充电等。与请假不同，“休工计划”不会占用员工的带薪假期，此外，虽然“休工计划”的员工没有工资，但在离开工作的第一年，员工仍可享受公司支付的医疗福利。员工在休工结束重新回到思科后，需要与人事部门联系，在公司内找到新的职务，重新进入工作岗位。
Autodesk
欧特克股份有限公司
11
排名：11
Autodesk's executive team strives for transparency in its internal communication -- even when discussing financial results, traditionally a sensitive area for many companies. The quarter-end financial results are shared with all employees through an invitation to listen to the quarterly earnings call, which is announced via e-mail by CFO Mark Hawkins. Playback of the call is posted on the corporate intranet and further reinforced by a "Carl Talk" podcast, where CEO Carl Bass recaps the earnings review, answers related questions from employees about the results and shares his latest insights on the direction of the company.
欧特克公司（Autodesk）的高管团队尽量保持内部通信的透明，即便在讨论财务业绩（这通常是许多公司非常敏感的部分）的时候也是如此。公司CFO马克?霍金斯会通过邮件来宣布召开业绩发布会，同时邀请所有员工收听季度业绩发布会的内容，进而将公司每季度末的财务业绩分享给所有员工。此后，这家公司会在局域网内提供发布会的回放，并发布一个名为“卡尔访谈”的播客，公司CEO卡尔?巴斯会在播客中简明扼要地重述业绩评论，同时回答员工提出的与公司业绩有关的问题，分析他对于公司发展方向的见解。
Monsanto
孟山都公司
12
排名：12
Monsanto's array of recognition awards is notable for its range and high level of inclusion. All areas of the organization are represented by a recognition award, with awards given for Global Safety and Health, Finance Excellence, Manufacturing Excellence, and Science & Technology. The Monsanto Pledge is an award all employees are eligible for, it recognizes employees or teams for exceptional work on projects or programs reflect the values of the organization. Through these awards, Monsanto seeks to ensure that areas of the company have means by which to recognize and reward excellent performance.
孟山都（Monsanto）的表彰奖励以种类繁多著称。它所有领域均有一个表彰奖项，比如全球安全与健康、财务卓越、生产卓越，以及科学技术等。“孟山都承诺”是面向所有合格员工的奖项，旨在表彰在反映公司价值的项目或计划中表现突出的员工或团队。通过这些奖项，孟山都希望公司对所有领域表现卓越的员工进行表彰和奖励。
BBVA
西班牙对外银行
13
排名：13
BBVA recognizes employees for their dedication through the annual BBVA Passion Awards. More than 2,000 executives can nominate employees for a Passion Award using a designated web application. Twelve individual winners and six teams are selected globally. Each of the individual awards is accompanied by a "success story," identifying the outstanding behaviors of the respective employee, while the "Team Award" recognizes and celebrates the best projects launched during the current fiscal year. In addition to the Passion Awards, each business area with BBVA has country-specific recognition programs.
西班牙对外银行（BBVA）通过年度BBAV激情奖，表彰员工对公司所做的贡献。这家公司2,000多名高管都可使用专用网页应用，推荐候选人。公司每年会在全球选出十二名个人和六支团队。每个个人奖项都有一个“成功故事”，以表扬获奖员工的出色表现，而“团队奖”则用于表彰和祝贺在当前财年启动的最佳项目。除激情奖外，BBVA每一个业务领域均有针对每个特定国家的表彰计划。
American Express
美国运通
14
排名：14
With more than 30 chapters worldwide, the Women's Interest Network (WIN) at American Express provides female employees with a large array of resources for personal and professional development. The WIN Leader Interview Program, for example, provides rising women leaders the opportunity to interview current senior leaders one-on-one and in small groups to discuss business challenges for the company and learn about competencies necessary for success at American Express. Likewise, employees are able to hear company leadership share best practices, leadership tips and their own personal career experiences through WIN's Leadership Speaker Series. WIN also spearheads American Express' yearly participation in International Women's Day in 11 markets across the globe. Each local WIN chapter delivers programming that focuses on driving career development, building leadership capabilities and promoting community outreach and education.
美国运通（American Express）的女性权益网络（WIN）在全球有30多个分会，为公司女性员工提供丰富的资源，用于个人和职业发展。例如，WIN领导人访谈项目会为冉冉升起的女性领导者提供机会，与目前的资深领导者进行一对一和小组交流，讨论公司面临的业务挑战，了解在美国运通获得成功必须具备的能力。此外，通过WIN领导力演讲专题系列，公司员工还有机会听到领导层分享他们的最佳做法、领导技巧及自己的职业发展经验。WIN会代表美国运通在全球11个市场参加一年一度的国际劳动妇女节。各地WIN分会提供项目的重点是推动职业发展、培养领导能力和推广社区外展与教育。
Hilti
喜利得公司
15
排名：15
At Hilti Corporation, the Culture Management Team believes that while orientation of new employees is important, it is equally important to ensure that all employees experience company immersion beyond the first year. Accordingly, the team has developed a series of follow-up "Team Camps" that all employees must attend every 12 to 18 months. Together with their work teams, employees participate in interactive sessions such as The Rubicon; The Pit Stop; Four Moments of Truth and Why Not. The team camps are normally held in a location away from their home base, which gives the employees a getaway from business to focus on teamwork and core values.
喜利得公司（Hilti Corporation）的文化管理团队认为，虽然新员工指导非常重要，但确保员工在入职一年后仍有沉浸式体验同样很重要。因此，团队开发了一系列后续的“团队拓展营”，所有员工每12到18个月必须参加一次。员工与其工作团队一起参加互动环节，比如破釜沉舟（The Rubicon）、加油停车（The Pit Stop）、四个关键时刻（Four Moments of Truth）和为何不（Why Not）等。团队拓展营通常在远离公司总部的地方举行，这样可以使员工暂时放下自己的工作，全身心投入到团队合作和核心价值当中。
Telefónica
西班牙电信公司
16
排名：16
Telefónica utilizes a unique "Trust Spaces" process to assess the company's strengths and opportunity areas. An experiential activity, Trust Spaces is conducted in an environment of respect and confidentiality, in which employees volunteer to share their perceptions about their own job and the company. In the activity, employees are asked to answer three prompts: (1) If you met someone who wanted to work at Telefónica, what would you say to him or her? (2) Draw your feelings toward the company, your team, and your work, and (3) Share the opportunity areas Telefónica has as a company and as a culture. The activity concludes by asking employees to commit to different ways that they can work toward solving the issues they identified.
西班牙电信公司（Telefónica）利用一种独特的“信任空间”流程来评估公司的优势和机遇。信任空间是一种体验式活动，在相互尊重和保密的环境下进行。在活动中，员工自愿分享他们对于自己的工作和公司的看法。员工需要完成三个题目：（1）如果你遇到有人希望在西班牙电信公司工作，你会对他/她说什么？（2）请说出你对公司、你的团队和你的工作的感觉，以及（3）分享西班牙电信公司作为一家公司和作为一种文化所拥有的机遇。活动最后要求员工努力找出可以解决他们所提问题的不同方法。