When Nithin Murthy had to schedule last-minute travel plans due to a family medical emergency last year, Grainger’s supportive culture came into full view.
“Thankfully, my manager didn’t hesitate; no questions, just support,” the senior manager of product engineering said. “He handled the paperwork and told me to take the time I needed.”
While this moment stands out in Murthy’s mind, it’s not the only time he has seen the company’s people-first culture in action. Leadership gives him the flexibility to balance his work responsibilities with personal duties, such as dropping his daughter off at school.
For Murthy, Grainger’s focus on seeing employees as whole people rather than just numbers sets the company apart.
“I feel energized coming to work each day, knowing I can be authentic and choose to share different parts of my identity in a way that works for me,” he said.
Grainger’s people-first culture motivates Murthy to be the best manager possible, compelling him to understand each employee’s unique needs and support them in ways that matter to them.
“It’s a place where we show up for each other, and that makes all the difference,” he said.
Below, Murthy shares more about how Grainger prioritizes employees’ well-being and how this empowers him to excel in his role.
About Grainger
Grainger is the leading distributor of maintenance, repair and operating products, serving more than 4.5 million customers worldwide. The company is enhancing its digital edge with technologies like machine learning, IoT, cloud automation and data-driven insights to maintain its leadership for the next 100 years.
How do leaders or managers at Grainger show that they prioritize employee well-being? What policies or perks are in place that allow you to take time off, pursue your passions or focus on your mental health?
At Grainger, benefits start on day one. From a six percent 401(k) company contribution, no employee contribution required, to employee discounts, free mental health counseling and a three-to-one charitable matching gifts program, there are lots of benefits to take advantage of. However, it’s not just these benefits that make an impact on employee well-being; it’s our culture and leadership.
Grainger is differentiated from others because I am seen as a whole person rather than just a number. What that means is that I experience mutual trust with my team and respect for one another’s time. For example, I am able to participate in school drop-offs for my daughter without having to rationalize the block on my calendar, and I’m able to uphold boundaries like not checking my work email during PTO. Leadership views my time as valuable and allows me flexibility to achieve my work goals and maintain balance with the way I choose to spend my time outside of work. Beyond the excitement of working with cutting-edge technology, what truly drew me to Grainger is its culture. I feel energized coming to work each day, knowing I can be authentic and choose to share different parts of my identity in a way that works for me.
How has this impacted your life?
Last year, I faced a family medical emergency that required immediate travel. Thankfully, my manager didn’t hesitate; no questions, just support. He handled the paperwork and told me to take the time I needed. That moment solidified what Grainger’s principle of “Act with Intent” means. I was able to step away and prioritize my family with trust from my team that that was where I needed to be, and I trusted that they’d be able to cover the work that needed to get done. Beyond trust, I’m backed by a culture that puts people first and strives to “win as one team.” It’s rare to find a company where you never dread Monday mornings and where well-being is more than a policy — it’s a practice.
“It’s rare to find a company where you never dread Monday mornings and where well-being is more than a policy — it’s a practice.”
What do these policies or actions say about Grainger and the company culture as a whole?
Grainger’s culture is built on purpose. Grainger’s purpose is “We Keep The World Working,” and leadership recognizes that this starts with keeping our teams supported and thriving. Leaders are approachable, and communication flows across all levels. Working with multi-generational teams has helped me grow as a more empathetic leader. As a manager, I strive to understand each direct report’s unique situation and support them in ways that matter most to them. For example, when a team member needed extra coaching, I was empowered by our team’s culture to give them a long runway to improve, because doing the right thing means investing in people. At Grainger, you’re not just a number; you’re part of a culture that values your voice, your growth and your well-being. It’s a place where we show up for each other, and that makes all the difference.
