The Global Employees’ Choice Awards 2022

A study leveraging the science and research of a multi-generational Well-Being & Engagement Model.

Let only employees be your brand champion and judge.

What are the criteria for the awards?

 To understand the W.E.-Matter model please refer to the note “About the W.E.-Matter Model” in the trail below.

The companies had an option of participating in one or multiple categories of the awards. The company level awards in different categories were based on the following criteria:

The All-India Award: The Mega, Large, Medium and Small awards are based on the employee engagement determine by the P5 model of W.E.-Matter. Size of the company is determined by the number of white collared employees.

Companies with Best Managers Awards are based on the Manger Index of the company.

The Best Well-being Company Awards are based on the Well-Being index.

The Best WFH Company Awards are based on WFH index.

Diversity Awards is based on a combination of the absolute engagement score of Women employees as determined by the P5 model and the distance from the engagement score of male employees. The eligibility criterion is 30% women employees.

Generation Y and Generation Z Awards are based on the engagement scores of the respective generations based on P5 model.

engaged employees

The individual awards are based on the following criteria:

The People’s CEO Award is based on the Leadership Index and a cut off on employee engagement of the company.

The People’s CHRO Award is based on the HR index of the company.

The People’s Leader Award is based on the Leader Index of the team led by the individual.

The People’s Manager Award is based on the Manager Index of the team directly reports to the individual.

The awards are focused on white collared employees only. Blue collared employees are not covered as the motivators for the two populations are different. Not all companies employ blue collared workers.



About W.E.-Matter Model

W.E.-Matters (Well-Being and Engagement) is the world’s only 21st-century multigeneration employee engagement model. In addition to Gen X employees, our model successfully captures the critical drivers responsible for engagement, productivity and performance of Gen Y and Gen Z employees.

The critical components of the model are as follows:

  • P5 Model: P5 are the 5 behaviors that determine employee engagement or the emotional connect of the employees with the organization. These are 5 questions focused on Promoter, Persistent, Perseverant, Passionate, and Peaceful behaviors. This leads to Engagement Score and Engagement Index.
  • The drivers that drive P5 were classified under different themes. The owners of these drivers who can influence or act on were identified. The drivers were regrouped under the owners to assign accountability and ensure actions.
  • Leadership Module: The leadership module is focused on the drivers that the leaders are accountable for in engaging the employees. This leads to Leadership Index.
  • Manager Module: The manager module is focused on the drivers that the managers are accountable for in engaging the employees. This leads to Manager Index.
  • Human Resource Module: The manager module is focused on the drivers that the HR function is accountable for in engaging the employees. This leads to HR Index.
  • Well-Being Module: The well-being module is focused on the drivers that determine the well-being of the team and employees are primarily accountable for it while the HR can facilitate it. This leads to Well-being index.

The capability of the model is as follows:

  • Quantify Business Impact:  We help clients quantify the impact of engagement on business. The quantitative measures of business could range from Sales in sales led organizations, to Asset utilization in manufacturing led companies. We are the only one in the world who provide such analytics as only we have the 21st century model.
  • Predict Attrition and Performance: It is the only model in the world that predicts performance and attrition. By anticipating the organization’s expected performance and attrition, W.E.-Matter predictive algorithms aid organizations in staying one step ahead of their competitors. Predictive analytics’ lead indicators not only reduce hiring costs by assisting customers in keeping control of key staff, but they also assist in meeting quarterly goals by identifying the factors that could cause disengagement at the beginning of the quarter.
  • Prescribe Action Plans: W.E. prescribe action plans for the organizations, leaders, managers and individuals using algorithms and prescriptive analytics. We are again the only one in the world.

leadership in employee engagement

Why is the model so robust, contemporary, and action oriented:


The W.E.-Matter model was created by Prashant Srivastava, a graduate of IIM Ahmedabad, former CEO of Gallup India, and a former Partner (Engagement & Culture, APAC) of Aon Hewitt. He has worked on 2000+ surveys and 250+ clients. The learning from these experiences has resulted in the multigenerational model W.E.-Matter. We collaborate with professors in India and abroad to further develop the model and enhance the utility and accuracy.

W.E.- Matter aims to create the best human-centric technology and enhance it continuously. The objective is to make the lives of the leaders, managers, HR professionals, employees, and their families less stressful and easy in many ways.


Please find the list of winners of the W.E. Global Employee Choice Awards attached. We look forward to your participation in the Winners’ Fiesta to receive the awards in person.