At Accor, a select "Task Force" -- composed of high-performing employees from different roles and areas across the company -- helps new hotels get up and running. Management and Human Resources identify employees with training skills and offer them a role on the team. Whenever Accor opens a new hotel location, the Task Force is sent to this hotel as internal trainers, onboarding the employees and generally helping to start the day-to-day operations. If this work results in Task Force members having to work extra time on setting up the hotel, they are paid overtime accordingly.

Every year, employees at Quintiles are encouraged to take a "QDay," an extra paid holiday to spend giving back to their communities. Employees can volunteer their time on their QDay for any charitable, not-for-profit organization, as well as local schools. Some choose to volunteer individually, while others give their time as teams, often volunteering with fellow members of their business units or functional teams. Home-based employees also get to participate in the program. Employees are then encouraged to share how they spent their QDay and post pictures via a designated page on the Quintiles' intranet, as well as the company's Twitter and Facebook accounts.

When SC Johnson recently announced its business objectives to employees, the company issued a 50-page summary to each person to keep and refer to when needed. These books were available in 15 languages and were personalized with the employee's name. While this decision came with the risk that employees might share a copy externally, company leadership decided that the benefit of having every SC Johnson employee in the know about its long-term goals outweighed any risk of external distribution.

At FedEx, the Purple Promise Award is given annually to 25 employees who exemplify the company's "Purple Promise" to make every customer experience outstanding. In a recent year, over 100 employees were nominated for Purple Promise awards, in acknowledgment of performing acts of spontaneous and extraordinary customer service. Recipients are celebrated at an annual award ceremony and receive a trophy and lapel pin.

Every year local Atento Rally Teams organize the "Atento Rally," a series of recreational, sporting, cultural, and social events. The rally teams consist of groups of employees who volunteer their time to plan activities and survey colleagues about new initiatives in the company. The rally is designed to encourage teamwork and, acknowledge the unique talent, skills and creativity of individual employees while also allowing an opportunity to bond with fellow employees and foster a connection to the company's values. For example, the Rally Team in Peru hosted a talent show open to all employees and their families, while the Spanish team put on a Carnival costume contest.

The Mars Ambassador Program is a global initiative that allows Mars associates across all segments and regions to apply to spend four to six weeks working with non-profit partner organizations in key countries around the world. There are also group assignments available where teams can travel and work together to boost knowledge on a particular subject, such as best practices in coffee or cocoa farming. The program grants associates the opportunity to leverage their professional or technical expertise while making a positive difference in major societal and environmental issues, and in doing so, putting Mars' company Principles into action. In 2013, 100 Mars associates representing every region and business segment will have the opportunity to participate in the program.

McDonald's Restaurants of Canada's long-standing scholarship program demonstrates the company's commitment to responsible student employment -- an important factor in an organization where 50% of employees are aged 18 or younger. McDonald's offers both an Educational Assistance Program (CAD $1,500 per year in tuition reimbursement) and an Employee Scholarship Program (nine annual scholarships of CAD $10,000 each) to corporate restaurant employees, with similar programs offered to owner/operator restaurant employees. Since this program began 25 years ago, more than 4,000 McDonald's employees have shared in scholarship awards, totaling more than CAD $2 million.

The Coca-Cola Company's long history of sponsoring major events, such as the Olympics, is a point of pride for the company. Whenever possible, the company provides "once in a lifetime" opportunities for associates to experience these special events as Coca-Cola ambassadors. For example, for the London 2012 Olympic Games, Coca-Cola held a contest to create the best "Move to the Beat" video. All associates worldwide were eligible to compete in the contest, and 26 winners were selected based on online votes from colleagues. The winning Olympic ambassadors contributed social media messaging and blog posts while at the Games, allowing their colleagues at home to live the experience and participate in the fun.

Every September, Novartis holds a "Be Healthy Celebration Week," capping off a year-round, worldwide program for its employees called Be Healthy. The program includes discounted gym memberships, screenings and vaccinations, and affordable healthy food.

During the week, Novartis offers from free health checks, exercise classes, and information on support programs for managing a chronic condition or illness.

Ultimately, Be Healthy provides associates a platform to become more involved in their personal health and live healthier lives, and currently reaches more than 95% of associates in over 50 countries.

The 25 companies listed come from Great Place to Work's 2013 World's Best Multinational Workplaces. These companies were selected from a pool of 1,000 corporations that participated in the organization's surveys. These companies were required to have appeared on at least five of Great Place to Work's national Best Workplaces lists, have at least 5,000 employees worldwide, and have at least 40% (or 5,000 employees) of their workforce based outside the company's home country.