Professional Documents
Culture Documents
Grofers is India’s largest low-price online supermarket in the grocery space. The company uses its
in-house technology platform to manage a network of over 5,000 partner stores that enable the
company to run a fast and lean supply chain – from manufacturers straight to customers in 16 cities
namely Delhi, Mumbai, Kolkata, Chennai, Bangalore, Hyderabad, Pune, Gurgaon, Noida,
Ahmedabad, Jaipur, Lucknow, Kanpur, Rohtak, Bhiwadi & Meerut. Grofers utilizes its efficient
supply chain to deliver over 25 million products to customers every month. A majority of these
products belong to the company’s 8 in house brands namely Grofers Happy Day, Grofers Happy
Home, Grofers Mothers choice, Grofers Happy Baby, G Fresh, O’range and budget brands
Savemore and Havemore. The major competitors of Grofers includes Zoppers, Swiggy, ZopNow
and Bigbasket.
Following investors have invested in Grofers
Cyriac Roeding
Roeding Ventures
Tiger Global Management
SoftBank
Sequoia Capital
Grofers has announced the addition of electric vans to its last-mile delivery fleet. This makes the
grocery delivery startup the first company to attempt something of this scale and nature. The step
has been taken as part of Grofers' commitment to working towards a sustainable future. The first
set of vehicles will be deployed in Jaipur. The company is set to introduce 50 E-Vans in the city
and aims to deploy 500 such vehicles across 50 operational markets by the end of this year.
"With environmental sustainability at the heart of doing business at Grofers, the company is
focused towards exploring new measures to reduce carbon footprint, in order to minimize the
environmental impact. The initiative which honours government’s commitment of introducing
environmentally friendly mobility will not only help us bring down carbon footprint by 40 per cent
but also reduce our overall delivery costs by up to 50 per cent,"
In a bid to attain profitability and market share, Gurugram-based hyperlocal grocery delivery
startup Grofers has reportedly set up 15 offline stores across Delhi-NCR. These new outlets will
offer fresh produce and dairy products and will cater to the everyday grocery needs of local
residents. As per the above stated report, since the shops will run on a franchise-driven model,
operation costs incurred by Grofers would be comparatively less. The rational behind this is to
have their own private labels. Any company who comes up with private labels have the issue of
being compare with national products. With growing business online Grofers is able to maintain
trust and quality among its customers. Also, there is a huge population who want to experience
product in physicality to gain more trust before buying it. For example, if we take pulses then we
see that it’s always packed in transparent cover so that the customer can see the product from inside
and then buy it.
Structured Interview
1. Primary data: It is the first hand information collected through a structured interview
where our team has asked certain questions about organisation structure, culture, Hr
policies with respect to performance management, employee retention.
2. Secondary data: Secondary data was collected from the following resources.
Newspapers
Internet
PERFORMANCE MANAGEMENT SYSTEM
Objectives and Key Results (OKR) is a popular management strategy for goal setting within
organizations. The purpose of OKRs are to connect company, team, and personal goals to
measurable results while having all team members and leaders work together in one, unified
direction. Here at Grofers, communication with mangers in terms of your growth and goal setting
is one of the important aspects.
Benefits to Managers
Improve manager feedback through objective focused management
Benefits to Team Members
Identify skills gaps and create learning goals to keep growth and development front and center
Benefits to CEOs
Visibility into company, department and individual progress, wins, and roadblocked areas.
Recruitment
Socialization
Training and development
Compensation and rewards
Supervision
Employee engagement
Broad-based strategies
Broad-based strategies are directed at the entire organization or at large subsystems and are
intended to address overall retention rates. Examples include providing across-the-board market-
based salary increases, changing the hiring process to incorporate retention-related criteria and
improving the work environment.
The data needed to help a company determine which broad-based strategies to implement typically
come from three places:
Retention research can shed valuable light on the primary drivers of turnover. Attendance at
conferences and membership in professional associations such as SHRM can provide access to the
latest research on turnover and retention.
Effective practices encompass the strategies that other organizations are using and are finding
effective or ineffective.
Benchmarking surveys can provide information about how a company compares to competitors
on issues such as pay, benefits, bonus plans and the like.
Organizational Culture
Organizational culture includes an organization’s expectations, experiences, philosophy,
as well as the values that drives behavior of employees, and is expressed in member self-image,
interactions with the outside world, and future expectations. Culture is based on shared attitudes,
beliefs, customs, and written and unwritten rules that have been developed over time and are
considered significant.
Business leaders are vital for the creation and communication of their workplace culture
Leadership style
The Best leaders in the world strive to influence culture through leadership styles which
ultimately shapes the culture of an organization. Leadership style followed at Grofers is
“Participative leadership” style
Participative leadership is a managerial style that invites input from employees on all or
most company decisions. The staff is given pertinent information regarding company issues, and
a majority vote determines the course of action the company will take. Participative leadership
can sometimes be a slower form of decision-making, but it has several advantages that may make
it the right managerial method for your business.
Advantages
Acceptance of Decisions More Likely
Improves Employee Morale
Encourages Creative Solutions
Increases Employee Retention
Decreases Competition, Increases Collaboration
Choosing Level of Participation
Consultation style
Joint decision-making style
Grofers follow “OPEN DOOR POLICY”. For most organizations, an open-door policy
is one that expresses to employees that the door is always open (literally or figuratively) for
communication and complaints. It is meant to let employees know that they have an avenue for
all issues to be addressed, and they should never feel as though they don’t have anyone to turn to.
In fact, some open-door policies specifically outline to whom an employee can turn with any
type of issue.
n open-door policy is often broad—it encompasses employee topics, including:
Complaints
Questions
Suggestions
Concerns with management
Safety concerns
Feedback (both to provide it to the employer and to ask for it from the employer)
Reporting problems with other employees
Diversity
Grofers encourage LGBT community but with merit-based criteria. Diversity is a word
that gets revolves around in society without any real explanation as to what it is and what it can
do for an environment. Diversity is defined as the different traits and backgrounds of the people
present in a group comprises of age, gender, educational background, religion, language and
culture, political beliefs, socioeconomic status, and orientation. The diversity of a business' staff
members will often depend on the business' location, size, and industry.