{"id":1467,"date":"2012-02-03T06:00:30","date_gmt":"2012-02-03T13:00:30","guid":{"rendered":"http:\/\/corevalues.com\/?p=1467"},"modified":"2012-02-03T06:00:30","modified_gmt":"2012-02-03T13:00:30","slug":"fortune-names-sas-to-2012-best-companies-list","status":"publish","type":"post","link":"https:\/\/corevalues.com\/dev\/2012\/02\/03\/fortune-names-sas-to-2012-best-companies-list\/","title":{"rendered":"FORTUNE Names SAS to 2012 Best Companies List"},"content":{"rendered":"

\u00a0\"\"<\/a>While some companies are struggling to make ends meet others are excelling. What separates the strugglers from successful companies?<\/p>\n

Last week SAS, the business analytics leader, was named number 3 out of 100 champion companies that made FORTUNE magazine\u2019s 100 Best Companies to Work For list in theUS. This is not a single achievement. This is the ninth time SAS has been ranked in the top 10.<\/p>\n

A mainstay on Fortune<\/em>\u2019s list every year since its 1998 inception, SAS was praised for work-life balance, health care and child care. Consistently recognized for benefits and work-life programs, SAS believes that happy, healthy employees are the key to the innovation that supports SAS\u2019 leadership in business analytics.<\/p>\n

These achievements spring from SAS CEO and co-founder Jim Goodnight\u2019s leadership philosophy that if you treat employees like they make a difference — \u00a0they will.<\/p>\n

\u201cOur employees are the lifeblood of our success,\u201d said Goodnight. \u201cThis caps a tremendous year for us at SAS. We achieved our 36th<\/sup> year of record revenue, grew our workforce by 9.2 percent and delivered more software in 2011 than ever before. Entering another year, we will continue our deep investment in employee satisfaction.\u201d<\/p>\n

Jenn Mann, Vice President of Human Resources at SAS, said, “SAS employees understand how important their contribution is for the company\u2019s success. Our stimulating work environment and high levels of trust provide employees with the freedom to test new ideas, while maintaining a healthy work-life balance. This recognition proves yet again that happy, creative employees drive results.\u201d<\/p>\n

SAS helps reduce distractions by providing on-site amenities such as health care, a fitness center, subsidized child care, and numerous wellness programs. As a result, SAS boasts one of the lowest employee turnover rates in the industry: 3.3 percent versus the industry norm of 22 percent<\/a>. By reducing turnover, SAS reduces recruitment costs, retains knowledge and delivers deeper, longer-term customer relationships. SAS sees a strong connection between employee loyalty and business success, evidenced by the announcement today<\/a> that the company\u2019s 2011 revenue totaled\u00a0in US dollars\u00a02.725 billion, a 12 percent increase over 2010. These results continue a 36-year string of revenue growth and profitability.<\/p>\n

Clearly happy employees who feel taken care of drive revenue.<\/p>\n

“One of the most difficult-to-achieve traits of a great workplace culture is trust. This quality is something you must focus on perpetually, not just in boom times,\u201d said Goodnight. \u201cI believe this characteristic is why SAS remains at the top of great workplace lists.\u201d<\/p>\n

We know this to be true from our research in what makes an ethical, quality-focused, cooperative and highly successful team. Trust<\/a> along with interdependence, genuineness, empathy, risk and success form the foundation for leadership and organizational behavior that sets one company above the next \u2013 and internal cooperation that drives results \u2013 fast..<\/p>\n

In 2011, SAS secured the No. 2 spot on the elite “Top 25 World’s Best Multinational Workplaces” inaugural list from Great Place to Work<\/a>\u00ae<\/sup>.<\/p>\n

So, how do leaders get on list?<\/p>\n

To pick the 100 Best Companies to Work For, Fortune partners with the Great Place to Work Institute to conduct the most\u00a0extensive employee survey in corporate America; 280 firms participated in this year\u2019s survey. More than 246,000 employees at those companies responded to a survey created by the institute, a global research and consulting firm operating in 45\u00a0countries around the world. Two-thirds of a company\u2019s score is based on the results of the institute\u2019s Trust Index survey,\u00a0which is sent to a random sample of employees from each company. The survey asks questions related to their attitudes\u00a0about management\u2019s credibility, job satisfaction, and camaraderie. The other\u00a0third is based on responses to the institute\u2019s Culture Audit, which includes detailed questions about pay and benefit programs and a series of open-ended questions\u00a0about hiring practices, methods of internal communication, training, recognition\u00a0programs, and diversity efforts. Any company that is at least five years old and has more than 1,000 U.S. employees is eligible.<\/p>\n

In the next few posts we will be highlighting the practices of Rackspace, NuStar, CarMax, and Millennium, which also out performed other companies to make this coveted 2012 best places to work list.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u00a0While some companies are struggling to make ends meet others are excelling. What separates the strugglers from successful companies? Last week SAS, the business analytics leader, was named number 3 out of 100 champion companies that made FORTUNE magazine\u2019s 100 Best Companies to Work For list in theUS. This is not a single achievement. This […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"nf_dc_page":"","footnotes":""},"categories":[300,319,330,255,312,264,265,326,266,259,263,328],"tags":[331,58,59,332],"class_list":["post-1467","post","type-post","status-publish","format-standard","hentry","category-agile-teams","category-awards","category-best-places-to-work","category-business","category-business-ethics","category-employee-engagement","category-employee-motivation","category-employee-training","category-leadership","category-leadership-team-development","category-work-enviornoment","category-workforce-development","tag-best-places-to-work","tag-business","tag-business-culture","tag-employee-satisfaction"],"_links":{"self":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts\/1467","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/comments?post=1467"}],"version-history":[{"count":0,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts\/1467\/revisions"}],"wp:attachment":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/media?parent=1467"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/categories?post=1467"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/tags?post=1467"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}