Satven takes great pride in creating value & delight for our stakeholders. Respect for individuals, fulfilling personal aspirations, demonstrating relentless passion to strive for excellence, and winning together are some of our strong foundations.
The cornerstones of our work culture are:
Satven has a robust Rewards & Recognition (R&R) Program which is implemented at the global level. We believe that R&R is a powerful communication tool that proliferates & helps assimilate the most important outcomes people create for our business. It is a potent reinforcement process of actions and behaviors that the organization would want to see repeated.
Our rewards ranges from individual monthly rewards to quarterly team rewards. These rewards are meant to recognize Satven’s shining stars for their technical competence & people management skills and to felicitate them for instances where they went beyond the call of duty.
Satven encourages people to chalk their career aspirations & goals. Career planning discussions take place during bi-annual performance feedback sessions. Associates can opt to move vertically or horizontally across career tracks. Also they can opt to be Individual Contributors or Team Leaders across Projects.
Our operational policies encourage associates to switch roles between career tracks – Delivery, Business Development & Support. This keeps them energized & motivated to excel, fulfil their career aspirations, thus ensuring a healthy & positive work environment.
For Satven, being a leading player in the Engineering Services space, competency development of its talent pool is vital. This is one of our key differentiators. The development program is three-pronged: Training on high end design & analysis software which are in use across various OEMs, technical training on emerging technologies and engineering practices, and personal effectiveness training with focus on soft & managerial skills.
All this helps our associates become well- rounded professionals. We believe that true learning happens on the job and when our Project Manager & Project Leaders, who are typically practitioners, also become facilitators. This institutionalized & structured training is augmented further through monthly & quarterly meetings with senior leadership, where ideas are debated, best practices are presented & industry trends are shared.