April 2, 2025, Oakland, Calif. — Can employee trust be measured in dollars and cents? The 2025 Fortune 100 Best 카지노 커뮤니티 추천 to Work For® have proven that the answer is a resounding yes.

On average, the 100 Best 카지노 커뮤니티 추천 earn 8.5 times more revenue per employee (RPE) than the U.S. public market RPE. This astounding outperformance includes both public and private companies, with public companies reporting RPE that’s more than 9.4 times higher than market RPE, while private companies see more than 7.7 times higher. This financial advantage trends across industries, reinforcing the financial benefits of high-trust workplaces.

The annual list of top-performing companies is determined by employee surveys, corporate data, and a comprehensive audit of an organization’s workplace programs, benefits, and practices — all powered by Great Place To Work, a UKG company since 2021.

“The 100 Best 카지노 커뮤니티 추천 don’t hit high RPE numbers by slashing headcount and overworking their teams,” says Michael C. Bush, CEO of Great Place To Work, which has produced the list since 1998. “Well-being isn’t sacrificed for productivity.”

The 100 Best 카지노 커뮤니티 추천 are more profitable and productive because they’ve created consistently positive work experiences, resulting in lower burnout rates and higher levels of psychological and emotional health compared to typical workplaces. They outperform their peers in every employee experience metric, with nine out of 10 people describing their workplace as caring.

High levels of agility and discretionary effort fuel high RPE levels at the 100 Best 카지노 커뮤니티 추천. “That doesn’t happen by giving them perks like free food or Apple watches,” Bush says. “If it were that simple, every workplace would be great. It happens by listening to people and involving them in decisions that affect them.”

Leaders at the 100 Best 카지노 커뮤니티 추천 ensure all employees have opportunities for special recognition and make sure they believe that what they do matters; that they matter as human beings first and workers second. They’ve built organizations where transparency, well-being, and high levels of cooperation are cornerstones.

Outperforming the market

FTSE Russell, a global index and data provider, analyzed the annual returns of the publicly traded companies on the 2025 100 Best 카지노 커뮤니티 추천 list and found they achieved total stock returns of 21.0%.

In looking at the historic 27-year return of the 100 Best 카지노 커뮤니티 추천, it found this portfolio beat the market average by a factor of 3.50 relative to the Russell 1000 Index, a leading benchmark of U.S. large-cap equities. Returns in 2024 boosted the cumulative outperformance margin of the 100 Best 카지노 커뮤니티 추천 to 2,267 percentage points, an increase of 371 percentage points year-over-year.

“As a general rule of thumb, if you can outperform by 2% to 3%, that’s considered quite noteworthy,” says Ryan Giannotto, CFA, manager of equity index research at the London Stock Exchange Group. “A cumulative 27-year outperformance factor of 3.50 is incredible. This analysis gives credence to the contention that employee experience contributes to market returns.”

Historic analysis confirms outperformance isn’t just a snapshot in time. The 100 Best 카지노 커뮤니티 추천 achieved a total return of 3,174% compared to the 907% total return of the Russell 1000 Index from December 1997 to December 2024.

“This is why investors do not look at just a one-year return,” Giannotto says. “They look at a comprehensive history of returns because they want to see how a company performs in different market conditions.”

The 100 Best 카지노 커뮤니티 추천 exemplify how high-trust cultures drive business success: Leaders shape the employee experience, which in turn shapes the culture, and that culture drives business performance.

Giannotto points out that the market returns have been driven by some of the largest companies, known as the Magnificent Seven, which comprise about 34% of the market. 

“For the 100 Best 카지노 커뮤니티 추천 to get competitive market returns without all those trillion-dollar market cap company names is very impressive,” he says. “They don’t rely on the Magnificent Seven to drive performance.”

FTSE Russell developed a hypothetical index of the companies who make the annual 100 Best 카지노 커뮤니티 추천 list, giving each company equal weight in the portfolio. Even then, the 100 Best 카지노 커뮤니티 추천 outperformed historically.

“In the past decade, equally weighted portfolios have substantially underperformed as, again, these ultra-large tech companies have driven a lot of performance and have only gotten larger,” Giannotto says. “To have an equally weighted portfolio that substantially outperforms like this is a compelling and impressive rethink of what factors can influence market outcomes.”

Here are the top 10 on this year’s list:

1. Hilton
2. Synchrony
3. Cisco
4. American Express
5. NVIDIA
6. Wegmans Food Markets, Inc.
7. Accenture
8. Marriott International
9. Pinnacle Financial Partners
10. World Wide Technology

“Fortune is happy to have collaborated with Great Place To Work for the 28th year to recognize the 100 Best 카지노 커뮤니티 추천 to Work For,” says Alyson Shontel, editor-in-chief of Fortune. “In a difficult macro environment with unprecedented challenges, these companies seemed to navigate their organizations toward steady and positive working environments for employees. Congratulations to all who were recognized.” 

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Learn more about how trust fuels financial success at the 100 Best 카지노 커뮤니티 추천.

About the Fortune 100 Best 카지노 커뮤니티 추천 to Work For

Great Place To Work selected the 100 Best 카지노 커뮤니티 추천 list by gathering and analyzing more than 1.3 million confidential survey responses representing the experiences of 8.4 million U.S. employees. Of those responses, over 670,000 were from companies eligible for this list. 카지노 커뮤니티 추천 must be Great Place To Work Certified™ with 1,000 or more employees in the U.S. and cannot be a government agency. Organizations are assessed on their efforts to create generous, supportive, high-performance work experiences for every employee in the organization.

To be considered, all companies use the Great Place To Work Trust Index™ Survey.  To get on this list next year, start here.

About Great Place To Work

As the global authority on workplace culture, UKG’s Great Place To Work brings 30 years of groundbreaking research and data to help every place become a great place to work for all. Its proprietary platform and For All™ Model help companies evaluate the experience of every employee, with exemplary workplaces becoming Great Place To Work Certified or receiving recognition on a coveted Best Workplaces™ List.

Follow Great Place To Work on , , and or visit myqiche.com and sign up for the newsletter to learn more.

About Fortune 

The Fortune mission is to change the world by making business better. We achieve that by providing trusted information, telling great stories, and building world-class communities. We measure performance by rigorous benchmarks. And we hold companies accountable. 카지노 커뮤니티 랭킹 goal is to make Fortune a force for good through its second century and beyond. For more information, visit .

When I talk about how employee trust boosts business performance, audiences often nod in agreement. 카지노 커뮤니티 추천 do better when their people trust them. That makes sense to most people.

But then comes the question: “Can trust be measured in dollars and cents?”

Let’s look at the 2025 Fortune 100 Best 카지노 커뮤니티 추천 to Work For®, using a common business metric: revenue per employee (RPE), which reflects the productivity and efficiency of a company’s workforce.

On average, the 100 Best 카지노 커뮤니티 추천 earn 8.5 times more revenue per employee than the This astounding outperformance includes both public and private companies, with public companies reporting RPE that’s more than 9.4 times higher than market RPE, while private companies see more than 7.7 times higher. This financial advantage trends across industries, reinforcing the financial benefits of high-trust workplaces.

RPE success must be measured in tandem with the employee experience. The 100 Best 카지노 커뮤니티 추천 don’t hit high RPE numbers by slashing headcount and overworking their teams. Well-being isn’t sacrificed for productivity. Quite the opposite. They outperform their peers in every employee experience metric from retention and well-being to innovation and productivity, with 90% of people describing their workplace as caring.

The 100 Best 카지노 커뮤니티 추천 also more than triple their stock market performance. 

More nodding from the audience. That’s what they want: Financial returns that light up Excel reports. High stock prices and skyrocketing profitability. A workplace brimming with innovation and agility, and record levels of productivity and efficiency.

Their next question: “How?”

I love this question, but not everyone loves my answer: It’s all about leadership behaviors, not just benefits. Trust isn’t built through more PTO. It’s in how leaders make people feel and the actions they take.

The 100 Best 카지노 커뮤니티 추천 have built a foundation of employee trust that fuels performance in all areas of their business — not just some areas, and not just for some people. They are more profitable and productive because they’ve created consistently positive work experiences, lower burnout rates, and higher levels of psychological and emotional health compared to typical workplaces.

Employees at these companies give extra in droves and are extremely agile, fueling high RPE levels. That doesn’t happen by giving them perks like free food or Apple watches. If it were that simple, every workplace would be great. It happens by listening to people and involving them in decisions that affect them. These leaders ensure all employees have opportunities for special recognition and make sure they believe that what they do matters; that they matter as human beings first and workers second. They’ve built organizations where transparency, well-being, and high levels of cooperation are cornerstones.

That is how business is done: with people, not to people. When that happens, the business benefits all stakeholders — from frontline workers to executives, shareholders to local communities. 

The 100 Best exemplify how high-trust cultures drive business success: Leaders shape the employee experience, which in turn shapes the culture, and that culture drives business performance.

Great leaders understand that it is because of their people that they outperform. It’s why they work on the nine high-trust leadership behaviors, so their people want to show up for them, work hard, and innovate when given a chance. They listen, evolve, and meet the moment.

In an , , geopolitical uncertainty, and , that moment is now.

Agility and extra effort drive productivity

The 100 Best are more productive than their competitors, thanks to high levels of agility and discretionary effort, which boost their impressive RPE numbers.

Employees don’t give extra because they’re told to work harder or adapt faster. They go the extra mile because they work in cultures of collaboration, special recognition, and purposeful work.

At the Best Workplaces, 84% of employees say they can count on people to cooperate. Why does that matter so much? Because the likelihood of extra effort skyrockets by a jaw-dropping 720% when employees work in a cooperative workplace. And when employees feel everyone has opportunities for special recognition and their work is meaningful, they are 60% and 50% more likely to give extra, respectively, according to an analysis of 1.3 million employee surveys from Great Place To Work.

Leaders make sure people feel a sense of purpose in their work, which can boost stock performance. They build cultures of camaraderie and cooperation through training and modeling leadership behaviors.

Accenture, for example, intentionally builds and tracks cooperation through its “Leader Network Diagnostic tool” and accompanying workshop, which helps break down silos and expand and strengthen connections among colleagues.

Synchrony’s President and CEO Brian Doubles redefined leadership by incorporating high-trust leadership behaviors into the company’s values and strengthening its culture of cooperation. Over the past three years, these efforts have led to Synchrony’s stock price doubling and voluntary turnover hitting an all-time low. Its ranking on the 100 Best has jumped from No. 44 in 2020 to No. 2 in 2025.

Not only do employees at winning companies give more effort, they’re able to quickly adapt to changes because they’re well-informed, understand their impact on the business, and feel empowered to voice their opinions.

But it’s when organizations celebrate new and better ways of doing things, regardless of the outcome, that agility soars — by 250%, according to 1.3 million survey responses.

For that to happen, you must have psychologically safe workplaces for people to speak up, as Harvard professor and bestselling author Amy Edmondson shared. Eighty-one percent of people at the 100 Best describe their company as psychologically and emotionally healthy compared with 57% at typical companies. When employees can try new things without fear, innovation thrives, as does financial success. 카지노 커뮤니티 추천 that excel in “Innovation By All” experience 550% faster revenue growth.

Listening to and empowering employees to innovate has led to business success at Credit Acceptance, where leaders hold themselves accountable for acting on employee feedback. The company publishes a report on how many questions have been asked year-to-date, the number of up and down votes, and the status of those on which they have committed to “take action.” 

Agility is also 50% more likely when employees believe their leaders have a clear strategic vision, and 40% more likely when they are actively involved in decisions that affect them. It’s why leaders at Hilcorp Energy give employees access to the same financial information they have. They hold monthly meetings to keep everyone informed and involved in discussions about the company’s financials, breaking down details so employees learn how their contributions are linked to the company’s success.

Every leader today can create a culture that fuels business performance, no matter the company size, industry, or budget. The building blocks of employee trust are the same.

Focus on leadership — at all levels and for everyone. When you do, your business will be more profitable, productive, efficient, innovative, and resilient.

카지노 커뮤니티 추천 that make the Fortune 100 Best 카지노 커뮤니티 추천 to Work For® List consistently outperform the market by 3.50 times, over a 27-year period, according to FTSE Russell, the global index and data provider.

FTSE Russell looked at decades of market data and developed a hypothetical index using companies that make the annual 100 Best list compiled by Great Place To Work® since 1998. FTSE Russell analyzes the annual returns of the publicly traded companies on the list and compares those results to other market benchmarks.

The result? If you had invested in 100 Best 카지노 커뮤니티 추천, you would more than triple what a similar investment might have earned in another portfolio.

“As a general rule of thumb, if you can outperform by 2% to 3%, that's considered quite noteworthy,” says Ryan Giannotto, manager of equity index research at the London Stock Exchange Group, which produces the Russell 1000, an index of the biggest U.S. stocks.

“A cumulative 27-year outperformance factor of 3.50 is incredible. This analysis gives credence to the contention that employee experience contributes to market returns.” 

While backwards looking data is no guarantee of future market success, the research offers a compelling case for considering the employee experience in an investment strategy. Just one year of overperformance might not tell investors much, but 27 years of performance demonstrate a proven pattern.

“This is why investors do not look at just a one-year return,” Giannotto says. “They look at a comprehensive history of return because they want to see how a company performs in different market conditions.” 

Even more impressive, the 100 Best benchmark overperforms without relying on the , companies that include Meta, Google, Apple and others, and that are responsible for most of the top-heavy growth in the market. “For the 100 Best to get competitive market returns without all those trillion-dollar market cap company names is very impressive,” Giannotto says.

The value of company culture

What are the metrics investors can use to understand if a company has thriving employees and a high-trust culture?

카지노 커뮤니티 추천 that routinely make the 100 Best list have some common characteristics that offer helpful guideposts. Here are some of the metrics that set the best companies apart, according to Great Place To Work analysis:

1. Employee retention

카지노 커뮤니티 추천 on the 100 Best have two-thirds less turnover compared to the Bureau of Labor Statistics average. While the gaps are more meaningful in some industries compared to others, the overall trend is for high-trust workplaces to hold onto more of their workers.

Even when faced with layoffs, companies need to hold onto their best employees. When employees leave the company, they take their relationships, institutional knowledge, and future contributions with them. That’s why employee retention is an important indicator of future company performance.

2. Employees’ psychological and emotional health

At the 100 Best, 81% of employees report a healthy workplace, compared to just 56% at typical U.S. companies, a difference of 45%.

When you don’t have a healthy work environment, innovation and productivity suffers. Psychological safety, or how employees feel about taking risks in the workplace, is a key element of an innovation culture.

Investors might want to consider how a company is creating a culture where employees can generate new ideas, develop new skills, and push themselves to new levels of performance.

Great Place To Work research found that employees are twice as likely to want to stay in their job when they have a psychologically healthy workplace. They are also three times more likely to recommend your workplace to others, according to a survey of 1.3 million U.S. employees, helping attract the talent you need to solve the toughest business challenges.

Well-being even has a proven impact on core drivers of business performance, such as customer service. Employees are 48% more likely to say their company offers excellent customer service when they also have high levels of well-being.  

That indicates a potential competitive advantage for investors who identify companies that are giving their employees space to thrive outside of work.

3. Discretionary effort

Performance matters, and the great companies on the 100 Best list are no exception. At the 100 Best, companies on average have revenue per employee that is 8.5 times higher than the U.S. market.

But it matters how you get that performance bump.

These companies have found ways to get more from their workers by investing in their growth and development — and then reaping the rewards. Eighty-five percent of employees at the 100 Best report giving extra effort at their job. Only 60% of workers say the same at a typical workplace.

The stock market gains of the 100 Best over 27 years prove the value of a long-term approach to productivity and performance. The companies on the list can boast sustained performance because their workforce strategy is sustainable.

When evaluating the health of a company, it’s crucial to get employees’ perspective.

Are workers really invested in the company’s mission and bringing their full set of unique gifts to bear on behalf of their organization? Or, are those productivity numbers just smoke and mirrors that mask a deeply unhealthy culture — where employees cut corners, fudge the numbers, and fail to report errors in fear of retaliation?

If you listen to employees, you’ll get a different data set on the health and potential performance of a company. 

Whether or not you use that data to guide your investment strategy? That will be up to you.

See how your company performs

Get started with 카지노커뮤니티™ to see how your employees are contributing to the bottom line.

Note: Returns shown are hypothetical and for analysis purposes only. Past performance is no guarantee of future results. Charts and graphs are provided for illustrative purposes only. Index returns shown may not represent the results of the actual trading of investable assets. Certain returns shown may reflect back-tested performance. Back-tested performance is not actual performance, but is hypothetical.

The rise of AI technology offers immense opportunity for business leaders — but with opportunity comes risk.

Almost 90% of leaders anticipate that deploying AI will drive revenue growth in the next three years, . However, businesses have a poor track record of achieving the transformation required to realize those opportunities.

Nearly 70% of corporate transformations fail, McKinsey says. That means your odds of being an AI success story are lower than you think.

Great Place To Work’s research shows that failing to train your workforce on AI tools is a big mistake. When employees say they receive training and development, they are 20% more likely to be engaged AI adopters, per a 2024 survey of 190,000 employees.

Other experiences that build trust in AI? Involving employees in the decision-making process and ensuring that every employee gets a fair share of company profits. When employees say they have a voice in decisions that affect them and that they are fairly compensated for the value they bring to the organization, they are 20% and 60% more likely, respectively, to adapt to AI quickly.

The practices that create and promote those experiences are the focus of a new report, titled, “Winning the AI Race: Strategies that Drive AI Adoption, Employee Performance, and Financial Growth.”

The report explores key challenges for AI transformation and how great workplace cultures are building trust and boosting agility for employees. The report shares:

• Key mistakes that undermine trust in AI initiatives
• Leadership behaviors that build trust in AI at great workplaces
• Examples from award-winning companies like the Fortune 100 Best 카지노 커뮤니티 추천 to Work For®

Download your copy of the report today.

Addressing the skills gap

Jobs are changing. By 2030, 70% of the skills used in most jobs will change, . Since 2022, there has been a 140% increase in the pace at which LinkedIn members add new skills to their profiles. In the U.S., nearly 20% of workers hired today have job titles that didn’t exist in 2000.

The catalyst? AI.

However, leaders make a mistake when they focus only on adding new talent rather than investing in training the employees already on their payroll.

In the first place, you might not have an accurate picture of how AI is already being used by employees. C-suite leaders estimate that only 4% of their employees use generative AI for at least 30% of their work, McKinsey reports. When you ask employees, the share of those who say they use AI for at least 30% of tasks is three times higher.

What’s more, training your employees on AI is a market inefficiency that offers a real competitive advantage. Per a Microsoft report, only 39% of people globally who use AI at work have gotten AI training from their company.

Examples from companies like Adobe, KPMG, Rocket Mortgage, DHL Express, Bank of America, ServiceNow, Slalom, Cadence, Hilton, and more reveal a proven playbook for HR and C-suite leaders rolling out AI technology in the workplace.

Learn directly from the best about their AI strategies at the For All Summit™ in Las Vegas, April 8-10.

A proven track record of business performance

This approach to AI has bigger implications for your company, too.

The findings in the report are built upon Great Place To Work’s 30+ years of studying the workplace, research used to create the Great Place To Work Model.

At the heart of the model is trust — a measure of the consistent experience of employees with their leaders, their colleagues, and the overall organization. In every industry, all around the world, companies that have higher scores in this model see stronger business performance.

The companies with the highest scores, those that make the Fortune 100 Best 카지노 커뮤니티 추천 to Work For® List, outperform the market by nearly four times the average. 카지노 커뮤니티 추천 that invest in trust have stronger performance during economic downturns, and report higher levels of innovation.

The level of trust in your organization is a crucial indicator of AI performance.

“Trust tells workers their employer will use AI in a way that will make their workplace experience better and more equitable,” says Michael C. Bush, CEO of Great Place To Work. “Consumers will look to see where people work to decide if they can trust their favorite brands. You can trust how a company uses AI if you know their employees trust them.”

What you can do to build trust

For leaders who are looking to build trust with employees amid the change and uncertainty of the AI era, the report has three recommendations:

1. Embrace transparency. Communicate how you expect jobs to change, what roles will be eliminated, and what roles might be added. Be clear when new roles will not necessarily be filled by those whose roles are eliminated.

2. Commit to developing your workforce. Invest in employees with skills training that allows them to compete for new opportunities within your company and grow their value in the labor market.

3. Build a magnetic, indispensable culture. Strive to offer employees an experience that makes them want to stay long-term and grow alongside the business. New AI technology offers the potential to unlock a new way of doing business, but the tactics that will succeed follow the same principles that have allowed great workplaces to weather market disruptions and global crises for the last 50 years.

Leaders have a choice. The data proves that trust-obsessed companies will dramatically outperform the competition. Great workplaces are going to win the AI race — period.

Download the report today.

In the nuanced world of business, the formula for staff retention is refreshingly clear: keep them happy. The Fortune 100 Best 카지노 커뮤니티 추천 to Work For® list is based on a transparent, employee-driven methodology. 

A spot on the Fortune 100 Best 카지노 커뮤니티 추천 list is more than a trophy for CEOs and CHROs; it's a testament to a company's dedication to fostering a healthy, inclusive, and rewarding work environment.

Happy employees naturally become ambassadors, attracting talent with the magnetic appeal of a workplace where satisfaction reigns. Yet, even as accolades pour in, there are lingering questions and myths about how this esteemed recognition is awarded.

What does it mean to be a Fortune 100 company? Unlike other awards that might rely on evaluations from outside sources, such as industry experts or third-party organizations, the Fortune 100 Best 카지노 커뮤니티 추천 List is determined by the people who know the company best – its employees.

The heart of the matter: Employee experiences 

At the core of the Great Place To Work selection process is the belief that a great workplace is built on the experiences of its employees.  

Unlike other awards that might rely on evaluations from outside sources, such as industry experts or third-party organizations, the Fortune 100 Best 카지노 커뮤니티 추천 List is determined by the people who know the company best – its employees.  

Rather than using public data or observable factors alone, our methodology focuses on the direct feedback and perspectives of the employees, ensuring a more authentic and representative understanding of the company's culture. 

Surveying employee sentiments: A true reflection of workplace culture 

At the heart of our evaluation process is the Trust Index™ Survey, a tool that sets this list apart by providing authentic and comprehensive information about employee experiences.

Here’s how we guarantee that our list is an honest reflection of day-to-day workplace culture: 

Inclusive and representative: To ensure our data accurately reflects the entire workforce, we require that employers either survey all employees or use a statistically valid random sample. This approach captures a wide range of experiences, from the front line to the executive suite, making the results truly representative of the whole company. 

Safeguarding integrity: We understand the importance of honest feedback. That’s why we have safeguards in place for employees to report any unfair distribution of surveys or pressure to skew their responses. These measures protect the integrity of the data and ensure that the findings represent employees’ genuine perspectives. 

Grounded in employee insights: The Trust Index™ Survey is based on what employees have told us are the essential elements of great workplaces. This means the survey is rooted in real-world experiences and reflects what truly matters to the people within organizations.

Depth and detail: With 60 questions covering various dimensions of the workplace experience, our survey is thorough and comprehensive. It explores the nuances of things like trust, respect, fairness, pride, and camaraderie, providing a well-rounded view of the company culture. 

By sticking to these principles, we ensure that the 100 Best 카지노 커뮤니티 추천 List is a true representation of the best workplace cultures, as experienced by the people who live them every day. 

Analyzing cultural practices: 카지노 커뮤니티 추천 also complete a Culture Brief™ and Culture Audit™, providing insights into the policies, practices, and initiatives that create their unique workplace culture.  

This step shows us how companies create the positive environment their employees have described, ensuring that making the list is based on real efforts to foster a great workplace. 

Rigorous evaluation: We use our For All™ Methodology to analyze the data, focusing on how well companies create a consistent experience for all employees, regardless of their role, background, or demographic.

This methodology helps us see the full picture, ensuring the companies that make our list aren’t just “good on paper” but are creating a workplace where everyone can thrive. 

The gateway to recognition: Earning 카지노커뮤니티 

Before a company can be considered for the 100 Best 카지노 커뮤니티 추천 List, it must first achieve Great Place To Work 카지노커뮤니티™. This certification is more than a badge on your website, it’s a testament to your company’s dedication to creating a positive work environment.

Learn more about the 2-step 카지노커뮤니티 process in our 5-minute pre-recorded webinar.

Survey your employees: Begin by conducting the Trust Index™ Survey among your employees. This survey is designed to gauge the level of trust, respect, and fairness in your workplace. It’s a crucial step in understanding the strengths and areas for improvement in your company culture. 

Submit the Culture Brief: Alongside the survey, you’ll need to complete the Culture Brief, which provides a snapshot of your company’s policies, benefits, and practices. This helps in showcasing the tangible actions you’ve taken to create a great workplace. The Culture Audit, mentioned earlier in this article, is only required for Best Workplaces™ List applications.

Achieve 카지노커뮤니티: Once your survey results meet the benchmark criteria, and your Culture Brief™ is reviewed, your company will be Great Place To Work Certified™. This certification is a powerful tool — it’s a magnet for top talent and a signal to the market that your company cares deeply about its employees. 

Transparency and trust: Elevating the list 

Great Place To Work is committed to an honest evaluation process. While companies do invest in accessing our Trust Index Survey to become eligible, their placement on the list cannot be bought.

The rankings are determined by an impartial analysis of employee feedback and cultural practices. This transparency ensures that the 100 Best 카지노 커뮤니티 추천 to Work For List is a true reflection of workplace excellence, open to businesses of all sizes and sectors. 

Celebrating success and continuous improvement 

카지노 커뮤니티 추천 like Salesforce, which not only can call itself a Certified great workplace, but also enjoys a position on the Fortune 100 list, have observed a significant trend: 50% of their new hires applied for positions after seeing the company's recognition. This underscores the powerful attraction that a strong workplace reputation can have on job seekers.

For those not making the list, the journey doesn't end here. Great Place To Work provides feedback and coaching to help companies enhance their culture and aim for a spot in the future.

Hear how Best Workplaces winners are using their award for lasting benefits. 

A commitment to excellence 

The 100 Best 카지노 커뮤니티 추천 List is far from just a leaderboard. It mirrors a company's dedication to crafting a space where every team member is seen, valued, and heard. It's a shining endorsement of what happens when businesses truly place their people at the core of their mission.

For the inquisitive employers reading this, understand that the road to this esteemed recognition is built on the authentic experiences and voices of your workforce.

It's about weaving a tapestry of engagement and happiness that not only elevates your company but also contributes to the broader tapestry of our economy. This virtuous cycle is what fuels the quest for a place among the Best Workplaces – a journey where the ultimate reward is a thriving, vibrant, and empowered team.

Apply now to be counted among the next 100 Best 카지노 커뮤니티 추천

Ready to showcase your commitment to creating an exceptional workplace? Apply now to be considered for the Fortune 100 Best 카지노 커뮤니티 추천 to Work For list and other prestigious rankings. Elevate your company’s reputation, attract top talent, and join the ranks of the best workplaces in the nation. Start your journey today: Apply for a Great Place To Work list. 

Making plans for the year ahead? Consider taking your cues from list winners who were recognized for their great workplace cultures last year.

Lists like the Fortune 100 Best 카지노 커뮤니티 추천 to Work For® use Great Place To Work® data to identify companies that deliver exceptional experiences for their employees. As a result, these companies enjoy higher levels of productivity and performance — and their strategies offer lessons for any leader.

Here are five of the things we learned about what created award-winning culture last year.

Use these nuggets to guide your efforts in 2025 and don’t miss our deadlines for the many lists honoring the Best Workplaces in the year ahead.

1. Embrace AI to offer new opportunities across your workforce

Great companies, like those on the 2024 100 Best 카지노 커뮤니티 추천 to Work For list, are already using AI to connect employees to opportunities for learning and development. Libraries of skills are mapped to workers’ interests and then AI suggests learning modules or new roles that employees can pursue to achieve their goals.

카지노 커뮤니티 추천 like MetLife and DHL Express launched talent marketplace platforms, powerful tools that are reinventing career paths within their respective organizations. The result is higher levels of discretionary effort, with 86% of employees at the 100 Best saying people give extra effort at their company. 

See how these investments are creating immense long-term value for the 100 Best, with these companies offering nearly four times the rate of return compared to the Russell 1000. 

[Connect with leaders and learn from companies on the 2025 Fortune 100 Best 카지노 커뮤니티 추천 to Work For List at the For All Summit™ in Las Vegas April 8-10.]

2. Focus less on the fine print of your remote work policy, but double down on flexibility

Great Place To Work research shows that working from an office or from your living room isn’t what determines your experience at a company. Instead, how you are treated by leaders and colleagues defines the culture.

When looking at the Fortune Best Workplaces in New York™, Chicago, Texas, and the Bay Area, the data showed that winning companies were committed to making sure employees had a voice on remote work and more. Eight in 10 employees (81%) at companies on these lists agreed that management involved people in decisions that affect them, compared to only half of employees (51%) at a typical workplace.

“When we debate remote and hybrid work and its impact on workplace culture, we often ask the wrong questions,” says Michael C. Bush, CEO of Great Place To Work. “The Best Workplaces are constantly reevaluating efforts to meet the specific needs of their people. That’s what builds the trust that drives business performance.”

See how companies like Wegmans Food Markets and Crowe built listening strategies that deliver.

3. When thinking about fairness in the workplace, look at more than pay

When employees describe a workplace as unfair or toxic, leaders might first look at compensation. Fair pay is a critical part of the employee experience, but it’s not the only factor.

Fairness shows up in other experiences as well, especially recognition and visibility across the organization. Employees are 60% more likely to give extra effort if they believe their employer offers everyone a chance for special recognition for their work. Reporting fair pay only made them 30% more likely to go above and beyond.

These odds held true across all industries in 2024, and at companies who made the Fortune Best Workplaces by Industry lists, 90% of employees reported they would go above and beyond to get the job done.

That is 53% more than what Great Place To Work found at typical workplaces.

Learn more about how the Best Workplaces in every industry offered award-winning experiences in 2024.

4. Caring and empathetic leadership unlocks employee productivity

Poet Maya Angelou once said, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.”

That’s true in every workplace, but at small and medium-sized businesses, the data is unequivocal. When employees feel that their leaders care about them, their productivity is unleashed. At the Fortune Best Small Workplaces™ and Fortune Best Medium Workplaces™, 95% of employees said managers showed a sincere interest in their lives. 

Does that level of care connect to business outcomes? Oh, yes.

Employees who reported a caring culture in 2024 were 70% more likely to feel people give extra effort at their company.

Learn more about the experiences shaping the 2024 Best Small and Medium Workplaces and how companies like WestPac Wealth Partners and Once Upon a Farm are caring for employees.

5. Meaningful work is a key driver of important HR metrics, from productivity to retention

If you only have the bandwidth to focus on one aspect of the employee experience, you might want to take a close look at purpose.

Meaningful work is an important driver of retention and well-being. It’s a crucial differentiator across all of the Best Workplaces Lists. For the Fortune Best Workplaces for Parents™ in 2024, 87% of parents said their work was meaningful compared to just 59% at a typical workplace.

For parents, meaningful work was an important driver of productivity in 2024, with working parents being 26% more likely to give extra effort if they reported their work was more than “just a job.”

For women, a sense of purpose made them 2.5 times more likely to want to stay with their organization.

How do you foster a sense of purpose for your employees? We wrote a report about it.

Get recognized in 2025

There are still lots of opportunities to earn recognition and make one of the Best Workplaces Lists this year. Check out upcoming application deadlines and get started with Great Place To Work® 카지노커뮤니티™ today.

Perhaps more than any other aspect of workplace culture, employee well-being requires a holistic approach that focuses on supporting the “whole person” in each employee.

All of us need support at some point. Maybe it’s for practical needs such as childcare assistance or tuition reimbursement. Others may have deeper underlying needs like counseling for grief, or learning how to establish a healthy worklife balance.

Much like any other relationship, the needs a foundation of trust, and to thrive there must be a sincere sense of care and support.

But how do companies achieve widespread well-being among their people?

It starts with an understanding of who your people are and what type of support they need. From there, you can tailor your own practices to those specific needs and nurture a culture of happy, healthy employees.

Once employees have a consistently positive experience across key areas that contribute to employee well-being, they can flourish inside and outside of work.

Benefits of employee well-being programs

Employee well-being programs aren’t just about the warm fuzzies. They are an important part of a successful workplace, driving healthier, happier, and more engaged teams. 

Here are some of the key benefits:

• Better health: Employees who are physically or mentally unwell can’t bring their best to the workplace. 
• Boosted productivity: Healthy employees are more focused, which enables them to be more efficient.
• Higher retention: When employees feel valued and treated as a person with unique needs, they’re more likely to stay.
• Enhanced engagement: High-trust workplaces have higher morale and stronger team connections.

Top talent attraction: More and more candidates are seeking employers that support them both in and outside of the workplace.

9 examples of well-being programs from top workplaces

1. Wellness access at Sheetz

You can’t have a healthy workplace if your employees themselves aren’t healthy. But maintaining physical fitness is challenging — gym memberships are expensive and seeking out trainers or physical therapists can feel overwhelming.

To encourage employees to tend to their health, Sheetz opened three “Shwellness Centers” featuring a medical team, fitness trainers, dietitians, group fitness instructors, and physical therapy staff. The centers are entirely free for employees and support staff to use.  

There are currently three locations, based where the largest number of employees can benefit. Employees who live elsewhere can attend virtual fitness classes and use the center’s virtual health service for minor illnesses, specialty care, mental health counseling, and dermatology screenings.

One employee said, “I always tell people how Sheetz is great and really takes care of us! The number one perk, in my opinion, is definitely the Shwellness Center and everything they offer to the employees/spouses!”

2. Coaching at Synchrony

Nothing speaks to a profound sense of care and attention more than one-on-one assistance. At Synchrony, the company relies on well-being coaches who partner with employees to create a personalized wellness strategy based on strengths and values.

Working with one of the coaches is a positive, rewarding, and motivating experience that can help an employee define and work towards their unique goals — offering a safe space to discuss their specific needs. One-on-one well-being coaches also provide support to people leaders navigating difficult conversations with their teams.

3. Relocation support at NVIDIA

Keeping employees safe and supported amid government upheaval isn’t something that’s often thought about in employee well-being programs, but it’s exactly what NVIDIA had to do in response to Russia’s war with Ukraine.

The company covered the costs for hundreds of employees and their families to leave Russia and relocate to Armenia. This included chartering flights and setting up a new office in the Armenian capital, Yerevan. NVIDIA also continues to support those who want to move from Armenia to other countries.

The company also had to consider financial support, given the banking restrictions that were coming into play with international sanctions against Russia. The company quickly advanced salaries to employees located there while the HR teams helped with relocations, legal aid, and other logistics.

4. Health screenings at The Breakers

Nothing speaks to a sense of taking care of the “whole person” quite like making it easier for employees to care for themselves.

Recognizing that employees may struggle to fit in medical check-ups between other obligations, The Breakers resort opted to bring check-ups to the workplace.

The company offers preventative exams and diagnostic services, such as mammography screenings, skin cancer screenings, and oral exams and dental services, which employees can get at work during their shift.

“Coming from a family with a history of cancer, I was pleased The Breakers brought this service on property,” said one employee. “The staff was warm, welcoming, and they made me feel very comfortable.”

5. Support assistance at EY

One component of supporting an employee’s well-being is providing clarity on how they can seek help. It’s one thing to have a program or practice to support your people, it’s another to ensure they know how to use it.  

At EY, their integrated employee assistance and life management services program has been serving their professionals and their families for over 40 years. Through a 24-hour hotline and website, employees can access:

• Referrals to short- and long-term counseling services
• Health and well-being solutions
• Child- and elder-care resources and referrals
• Daily life and home services
• Dependent care
• Personal travel, and more.

Thanks to the hotline, employees have impressive ease of access when it comes to taking advantage of company support, and with that, they have shown what a thriving company culture looks like.

6. Recognition at First American Financial

One crucial component of well-being that many forget is employee recognition. By validating employees’ incredible work, companies can cultivate high worker morale and keep a smile on their people’s faces.

First American established their “Fantastic” recognition platform, where employees can express their appreciation to fellow colleagues who have demonstrated the core values of integrity, commitment, service, leadership and teamwork.

Managers can also acknowledge outstanding employee performance and meaningful contributions by awarding points. Each point is worth one dollar, and employees can cash them in to purchase items such as gift cards, experiences, and tickets.

7. Transitioning back to work at Adobe

As the concerns of overwork and burnout continue to plague companies nationwide, supporting those who take time off from work can improve employee well-being.

Adobe created their “Welcome Back” program to offer additional resources to employees and help managers facilitate a seamless transition back to work. The program is available to employees returning from an extended leave of absence of more than three calendar months.

By offering such well-defined support in an employee’s return to work journey, Adobe creates a sense of psychological safety for those taking time off.

As part of the program, managers —– with the assistance of the eEmployee rResource cCenter —– develop a transition plan for each employee and discuss the possible need for an alternative work arrangement.

By offering such well-defined support in an employee’s return to work journey, Adobe creates a sense of psychological safety for those taking time off for any reason.

8. Mandatory time off at Carta

A crucial component in cultivating a healthy work–/life balance is how and when employees take time off. While many companies have jumped on the unlimited PTO trend, employees often still struggle to actually use their vacation time, feeling guilty for stepping away from the workplace.

Carta aims to eliminate that guilt by setting a minimum time off policy. Employees are required to take at least 15 days off a year. After that, paid time off and sick days are still unlimited.

By setting a minimum, mandatory vacation allotment, Carta is ensuring its employees get the time they need to rest and recharge, without the stress of worrying whether they should be away.

9. Financial wellness at Experian

Among the many factors that lead to a strong sense of well-being, financial security is one that keeps many people up at night. Uncertainty surrounding finances has the potential to disrupt one’s personal and professional life in profound ways.

At Experian, the company wants to ensure that team members have the knowledge and access to make healthy financial decisions that benefit them and their families.

The Experian Sharesave Plan offers employees a low-risk way to invest in the company. Employees can save a regular amount of money from their salary over a set period, typically between three and five years.

At the end of the period, they can use the money they’ve saved to purchase shares in Experian at a discounted price. Or, if the company’s share price has fallen, employees can simply take back their savings.

This not only makes investing more viable for entry-level employees, but it also encourages financial literacy since it incentivizes employees to think about long-term financial planning.

Experian also offers financial planning, mortgage advice, and debt management services, helping to reduce financial stress.

These programs perfectly encapsulate a holistic approach to care and employee well-being.

What great looks like

If you want to find out more about what other great companies are doing to support employee well-being, subscribe to our newsletter.

Caring is contagious.

Volunteerism for 2023 PEOPLE® 카지노 커뮤니티 추천 that Care

“Being a caring company isn’t about winning a popularity contest,” says Michael C. Bush, CEO of Great Place To Work®. “These great companies use their power to build a better world for their employees and customers, and as a result they see stronger performance, more innovation, and higher profits.”

Those principles of care have a remarkable impact on volunteerism for the companies on this year’s list. Overwhelming majorities of employees participate in community impact programs and volunteer efforts.

At Cisco, No. 1 on this year’s list, 80% of its workforce participated in its Community Impact program in the 2021 fiscal year, with participation including volunteering, donations, and participating in local programs. Together, 62,000 Cisco employees generated more than $34 million in total donations and matching gifts.

To get this level of participation, Cisco frequently encourages employees to get involved. New hires are asked right away to consider their impact on their community and a new hire give-back program offers new employees a $15 credit to donate to a cause of their choice.

Later, employees continue to receive nudges towards volunteering and donating. Cisco’s intranet displays a personalized module that tracks participation in community impact programming. The dashboard shows participation for an employee’s team, and for the whole organization — using a little social pressure to create a community of giving.

Cisco employees volunteer at the Raleigh Branch of the Food Back of Central and Eastern North Carolina.

Employees are also guided into Cisco’s Community Impact Portal, a digital platform where they participate in variety of opportunities, all of which have definable positive value for the community.

Save the date: Attend our annual company culture conference May 7-9, 2024

Giving employees the opportunity

Many companies on the list offer their employees stipends or paid time off to volunteer or support a cause they believe in. The most caring companies take it one step further and organize multiple opportunities for employees to volunteer together.

At Bombas, No. 72 on the list, the giving team organizes 10 to 15 volunteering opportunities for employees every month. Examples of some of the activities include putting together items from the holiday wish lists of families in need, mentoring students on their résumés and interview skills, donating clothes, and more.

Bombas employees participate in a gardening event in partnership with Services for the Underserved.

“Many companies will claim to [have] a give-back mission of sorts, but this company not only makes decisions based on this mission but truly encourages employees to remain engaged and volunteering for the community,” shared one Bombas employee. “Some of my fondest memories at the company are through our giving events.”

Sponsoring leaders

For some companies, having employees serve on nonprofit boards is beneficial and so they find ways to reward employees who take on leadership duties in their communities.

CarMax, No. 76 on the list, offers employees a $1,000 grant when they serve on a nonprofit’s board of directors. In its 2022 fiscal year, the company paid $235,000 through the program and has since expanded the benefit to also provide the grant if an employee’s spouse, domestic partner, or child serves on a nonprofit board.

At CarMax, 88% of employees surveyed say they feel good about how the company invests and supports local communities.

CarMax employees build a playground in Richmond, Virginia.

The value of time

When companies do give time off to employees for volunteer activities, there are ways to maximize the effort to engage workers in community programs.

RSM US LLP, No. 4 on the list, offers a “Pursue Your Passion” program where employees can apply for the chance to pursue a passion project with financial support and time off from the firm.

This year, nine employees were awarded $10,000 each and nine days off. One employee used the grant to open a therapeutic horse-care and riding program for disabled children, young adults, and veterans on her parent’s farm in Michigan.

카지노 커뮤니티 추천 on the list also listened to their employees and found ways to support the work that they were already using vacation days to do.

At Dow, No. 88, employees who are passionate about disaster relief and service are able to volunteer with service partner Team Rubicon to assist in the wake of natural disasters for up to two weeks without using vacation days.

Volunteering lessons

For companies looking to improve employee participation in volunteer activities, the PEOPLE 카지노 커뮤니티 추천 That Care offer some helpful tips:

1. Get started during onboarding

 Many companies match charitable donations or offer opportunities for employees to direct the disbursement of company funds to a cause they support. By asking new hires to participate in charitable giving, companies can reinforce their values and ensure that employees feel included in efforts to give back to the community from the start of their employee journey.

2. Take away the pressure of organizing volunteer activities

 Many employees don’t have the time to find their own volunteer program, but that doesn’t mean they don’t want to participate. 카지노 커뮤니티 추천 that can help organize group volunteer activities see multiple benefits: higher levels of belonging and camaraderie, and higher volunteerism rates.

3. Find ways to support what employees are already doing

 There’s a good chance your employees are already actively engaged in their communities. Rather than invent your own programs, ask how you can help the work they are already doing.

Partner with employee resource groups to identify the most important needs in local communities. If employees are serving on nonprofit boards or doing regular volunteer shifts, how can you celebrate and reward that service?

When employees give back to their communities, your business benefits. Employees feel better about their company and their work when they believe they contribute to making the world a better place.

Make the list

Think your company deserves recognition for all the ways it cares for employees, local communities, and the planet? Get started on applying for next year’s list.

Becoming a parent is a time of great excitement and great planning. There are plenty of things to organize before welcoming a new child into your family — from picking the right stroller to organizing your parental leave.

The United States is still the odd one out globally — no federal parental leave policy, unlike other wealthy nations. But on a slightly more positive note: 카지노 커뮤니티 추천 are stepping up (or at least holding steady). According to , 40% of employers are offering paid parental leave, matching last year’s numbers. So, while we’re not exactly racing ahead, we’re not rolling backward either.

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Great Place To Work® Certified™ companies are known to prioritize supporting new parents with robust parental leave policies and special practices catered to parents. These include things like new parent buddies, support for couples in various stages of their fertility journey, and foster care parental leave.

Great Place To Work analyzed data from more than half a million employees with parenting responsibilities to create a list of the Fortune Best Workplaces for Parents™. We found that managerial support, flexibility, meaningful work, and a focus on psychological and emotional health do more than support working parents — they lead to higher engagement, reduced stress, and increased productivity among employees.

Generous parental leave policies and ample time off are important pieces of this puzzle, but they’re not the whole story.

Because here’s the thing: Parental leave isn’t just about the policy — it’s about how it works in real life. Longer leave doesn’t automatically mean better leave. What matters most is whether employees feel they can actually take that leave without worrying about their jobs or promotions.

Too often, companies write great policies but stop short of the follow-through: Leadership at every level needs to make those benefits feel safe to use.

Because let’s be real: Decent leave you can take beats amazing leave that’s just a line in the handbook. (Of course, amazing leave and the freedom to take it? Now, that’s what makes a workplace truly great.)

Curious to know how your company’s paid parental leave policy compares to the Best Workplaces for Parents? Read on.

How much maternity leave do most companies give?

Maternity leave in the U.S. is a patchwork at best. On average, working moms get around 10 weeks off — paid and unpaid combined — but it’s a complete lottery depending on where you work.

Only 27% of employees have access to paid family leave, and most rely on the 12 weeks of unpaid leave offered under the Family and Medical Leave Act (FMLA). And let’s not forget: You only qualify for FMLA if you’ve clocked 1,250 hours at a company that is large enough to be included in the Act.

By comparison, mothers who work at the Best Workplaces for Parents receive an average of 15 weeks of maternity leave.

How much paternity leave do fathers get on average?

In the U.S., parents are not legally entitled to take paid parental leave, and only in the U.S. have access to paid paternity leave through employers.

While paid paternity leave is becoming more common, the given by U.S. companies is one week.

Compare this to paternity leave offered by the Best Workplaces for Parents, where fathers are eligible for nearly 12 weeks of paid leave.

How much parental leave is optimal?

When it comes to maternity leave, longer isn’t just better — it’s essential. Research shows that giving moms more time off after having a baby does wonders for everyone involved. For babies, it means better health, , and higher chances of breastfeeding success. For moms, it’s about , bonding, and recovering properly — because, let’s face it, childbirth isn’t exactly a walk in the park.

The sweet spot? The International Labor Organization calls for at least 18 weeks of maternity leave and no less than 14 weeks. a full six months, or 24 weeks, as the ideal amount of time new parents should receive.

And even the American Academy of Pediatrics . This amount of time supports breastfeeding and postpartum depression rates. Plus, countries that offer longer leave see fewer infant deaths and healthier babies.

Let all that sink in. Currently, the U.S. offers an average of 70 days for new mothers compared to UNICEF’s recommended 168 days (24 weeks). That’s a difference of 479%. Perhaps the question isn’t just whether your parental leave is competitive but whether it is healthy. Or even humane.

Top workplaces with the best parental leave policies

The Best Workplaces for Parents don’t just offer generous parental leave — they create an environment where employees feel supported in using those benefits.

On average, these workplaces provide:

• 15 weeks of maternity leave
  • Large companies offer 75 days (72 paid)
  • Small & medium companies offer 78 days (75 paid)
• 12 weeks of paternity leave
  • Large companies offer 61 days (53 paid)
  • Small & medium companies offer 54 days (52 paid)

The biotech and pharmaceutical industries showed the highest amount of parental leave, with an average of 115 days offered (95 paid) for maternity leave and 89 days offered (51 paid) for paternity leave.

The financial services and insurance sector had the lowest overall, with an average of 59 days offered (all paid) for maternity leave and an average of 48 days offered (45 days paid) for paternity leave. However, these are still well above the number of days offered by most U.S. workplaces.

Large companies with the best parental leave policies

These companies lead the way in supporting working parents through comprehensive support, including generous parental leave policies and a culture that ensures employees feel empowered to use them:

1. Cisco

California-based IT company Cisco hit the number one spot on the 2024 Best Workplaces for Parents list. Cisco has repeatedly topped our list, ranking number 1 since 2020.

Employees said they appreciate the flexibility that Cisco provides to promote work-life balance: “I love that we are given complete flexibility with remote work. As a parent, this is a HUGE benefit for me. I am able to provide at-home nanny care for my child and don’t have a commute, adding unnecessary time to a day that is already too short,” said one employee.

• Number of maternity days offered: 65 (65 paid)
• Number of paternity days offered: 65 (65 paid)

2. NVIDIA

NVIDIA is another IT company that puts parents first with their care — it offers a whopping 110 days of paid maternity leave (among one of the highest amounts on our list). The company also jumped up two spots from its 2023 ranking.

Employees say that NVIDIA is about people, not policies. “NVIDIA offers benefits I've not seen at other organizations, like the Quarterly Free Days (two extra days off each quarter), where the whole company takes time to relax and rebuild resiliency. Plus, NVIDIA has a big emphasis on family, offering support for infertility and different kinds of families, including adoption, not just standard maternity/paternity packages.”

• Number of maternity days offered: 110 (110 paid)
• Number of paternity days offered: 60 (60 paid)

3.

Global hotel chain Hilton jumped three spots on our list from its 2023 ranking and stands out among U.S. employers for its parental leave policies and commitment to work-life balance.

One employee said she particularly appreciated how flexible Hilton is when it comes to her family’s needs: “As a new mother, Hilton and my manager are SO flexible for doctors appts or if she needs to be with me on a call because she’s sick. With ample vacation time too I really feel like I'm encouraged to recharge for myself and to connect with my family.”

• Number of maternity days offered: 60 (60 paid)
• Number of paternity days offered: 20 (60 paid)

4.

Consultancy firm Bain & Company offers one of the highest amounts of parental leave on our list — and all of it is paid leave for both mothers and fathers. This supportive atmosphere comes not just from management but also from fellow “Bainies” who are willing to help out when their coworkers need it.

“Never have I had someone turn me down when I asked for help with a project or to take off to support myself or my family,” said one employee. “The culture is full of Bainies who will go the extra mile.”

• Number of maternity days offered: 105 (105 paid)
• Number of paternity days offered: 105 (105 paid)

5.

Global payments company American Express puts families first with its generous parental policies and benefits coverage, which includes support for family planning. In addition to 100 days of paid leave for both new mothers and fathers, the company’s benefits can help with the costs of adoption and surrogacy.

Said one employee: “As a parent or person in a family, the tools that Amex provides for people to grow their families is tremendous. There’s comprehensive coverage to support significant costs of adoption, surrogacy and conception/maternity needs. Followed by a super generous family leave policy to enable all parents to be present for their new family members that arrive through birth or adoption. Paid family leave during such a pivotal growth moment is rare in this country, and the length of time Amex provides for its employees is truly amazing.”

• Number of maternity days offered: 100 (100 paid)
• Number of paternity days offered: 100 (100 paid)

6. Comcast NBCUniversal

This global media and tech company streams entertainment, sports, and news to customers across the U.S. and Europe. Among the benefits employees cite are offers from the company to help pay for childcare services before and after school, during the summer vacation, and for last-minute situations.

“Having a family and living far away from the physical office location, I LOVE and appreciate the hybrid work model that allows me to do the job I love in a way where I have a healthy work-life balance,” said one employee. “카지노 커뮤니티 랭킹 leadership giving us and fighting for that flexibility holds tremendous value for me as a working mom.”

• Number of maternity days offered: 100 (80 paid)
• Number of paternity days offered: 100 (80 paid)

7.

Mortgage financier Fannie Mae’s mission is to facilitate equitable access to homeownership and affordable rental housing across America — and its commitment to this carries over into its generous parental leave policies and flexible work arrangements. This year marks Fannie Mae’s debut on the Best Workplaces for Parents list.

“Fannie Mae cares greatly about work-life balance and offers flexible work options including remote, hybrid, and on-site work options, leave for new parents and grandparents, competitive vacation allowances, flexible Fridays, home purchase and home catastrophe leave, and caregiver leave,” said one employee.

• Number of maternity days offered: 60 (60 paid)
• Number of paternity days offered: 60 (60 paid)

8.  Deloitte

New York-based Deloitte offers audit, consulting, tax, and advisory services. The company promises a culture of inclusion, collaboration, and purpose, which can be seen in its generous parental leave policies. Deloitte offers 120 paid days of maternity leave, which is one of the highest allotments on our list.

“When I had my children, I thought the time off and support we received was fantastic, but it’s even better now,” said one employee. “Not only do mothers get paid time off, but so do fathers. And the benefits also apply to parents who are adopting! I have also seen first-hand the support our leaders and their families receive in cases of death or disability. The sense of partnership is truly extraordinary.”

• Number of maternity days offered: 120 (120 paid)
• Number of paternity days offered: 80 (paid)

9.

Seattle-based Zillow is the most visited real estate website in the U.S. The company jumped over 20 spots this year into our top 10 and offers one of the most generous maternity leave policies on our list, with 20 paid weeks for new mothers.

Employees say the company helps them to maintain a healthy work-life balance: “Management truly takes work-life balance seriously and wants us to enjoy our time with our loved ones,” said one employee.

• Number of maternity days offered: 100 (100 paid)
• Number of paternity days offered: 60 (60 paid)

10.

With the highest allotment of maternity and paternity leave among the top 10 large companies, New York-based PricewaterhouseCoopers demonstrates a strong commitment to supporting families. Generous benefits and workplace flexibility, such as phased returns post-maternity leave, mean that employees can continue to be there for their families even after they return to work.

“The flexibility to continue pumping to feed my baby and to care for sick children makes being a full-time working mom possible,” said one employee.

• Number of maternity days offered: 130 (105 paid)
• Number of paternity days offered: 130 (60 paid)

Small & medium-sized companies with the best parental leave policies

When it comes to supporting working parents, these small and medium-sized businesses go beyond the basics. Sure, they offer generous parental leave policies. But what really sets them apart? They’ve created workplaces where parents actually feel supported — and not just on paper.

Here’s our 2024 list of the Best Workplaces for Parents among SMBs.

1.

Financial services company WestPac says it gives clients the confidence to take control of their lives and build a clear path to their financial future. This attitude applies to its parental leave policies, too, and the company has retained a spot on our parents list for the fifth year in a row, with 90 days of leave for both new mothers and fathers.

“Compassion — the firm is committed to family health, personal and mental health. It promotes a balanced work-family life through its organizational culture, and I see employees are happier here than at other places.”

• Number of maternity days offered: 90 (90 paid)
• Number of paternity days offered: 90 (90 paid)

2. IntraFi LLC

Financial services company IntraFi jumped up nearly 20 spots on our list, with a commitment to work-life balance and generous parental leave policies of 60 paid days for both new mothers and fathers.

“Management sincerely cares about employees and in fostering a great company culture,” said one employee. “Work-life balance is strong, and they have struck a great balance with hybrid/remote work while still maintaining culture and incorporating new hires.”

• Number of maternity days offered: 90 (60 paid)
• Number of paternity days offered: 60 (60 paid)

3.

With a whopping 140 paid days, IT company Braze has the highest maternity leave allowance on our list. The company’s commitment to diversity and its support for work-life balance are just some of the reasons employees say they like working there. 

“The culture is truly welcoming and diverse. People are genuinely kind and want to help, and it’s very easy to approach each other,” said one employee. “It’s easy to take time off for emergencies or mental health days, and people are willing to take on some of your work during crunch time.”

• Number of maternity days offered: 140 (140 paid)
• Number of paternity days offered: 80 (80 paid)

4.

Mercury is a relatively young company (launched in 2019) that offers banking services for startups. Despite still being a new workplace, Mercury offers a generous parental leave policy of 80 paid days for new mothers and 60 paid days for fathers. The company jumped up two spots from its 2023 ranking.

“I truly feel like the company values their employees as people and takes feedback seriously. There is also a great work-life balance and very accommodating to families and other people who might need flexibility in their schedules.”

• Number of maternity days offered: 80 (80 paid)
• Number of paternity days offered: 60 (60 paid)

5. Greenhouse

New York-based IT firm Greenhouse offers 80 paid days of parental leave for both new mothers and new fathers. Employees said they feel supported by the company, both while pregnant and during their time off.

Here’s what one Greenhouse employee said about the parental leave policy: “As a first-time parent, I felt extremely supported by Greenhouse throughout my pregnancy and parental leave. Greenhouse and my managers gave me time and space to heal and bond with my little one, which goes a long way as a new parent. I feel that Greenhouse does an exceptional job supporting employees through different phases of life.”

• Number of maternity days offered: 80 (80 paid)
• Number of paternity days offered: 80 (80 paid)

6.

Biopharmaceutical company boasts a generous policy of 70 paid days for maternity leave and 40 paid days for paternity leave.

“Insmed values not only its employees but our families as well.”

• Number of maternity days offered: 70 (70 paid)
• Number of paternity days offered: 40 (40 paid)

7.

Boston-based IT company ezCater offers 90 paid days for new mothers and 60 paid days for new fathers. Employees say they appreciate the company’s flexibility, especially with unlimited PTO, which makes it easier to care for their families.

“The unlimited time off and balance between personal and work life is ESSENTIAL, and this company is so understanding,” said one employee. “I have never worked for a company that actually puts time and love into their employees.”

• Number of maternity days offered: 90 (90 paid)
• Number of paternity days offered: 60 (60 paid)

8.

Highlight Technologies offers 60 days off for both new mothers and fathers. The company has an employee-owned model, which creates a supportive workplace where every employee feels like they are heard.

When asked what makes the company unique, one employe said, “I feel truly cared about. I've never worked for a company that allows for the work-life balance this company provides.”

• Number of maternity days offered: 60 (20 paid)
• Number of paternity days offered: 60 (20 paid)

9.

Atlanta-based IT firm Invisors offers 60 paid days of parental leave to both new mothers and fathers. Employees said the company provides a solid work-life balance and a collaborative working environment. 

“It feels like family,” said one employee. “People are very understanding that we have lives outside of work. People genuinely want to help others. We do things even if they’re not part of our day-to-day job.”

• Number of maternity days offered: 60 (60 paid)
• Number of paternity days offered: 60 (60 paid)

10.

Finance and accounting IT company FloQast offers a generous policy of 80 paid days for maternity leave and 60 paid days for paternity leave. Employees say that the company is collaborative and supportive, with everyone invested in each other’s success.

“I’m continually amazed at HR — they must not have gone to the same “HR school” that makes HR people at most companies horrible to work with. They’re really great at FloQast. I know they personally care for me — speaking from conversations I’ve had with them over the years, and how much they delight in improving benefits and making things easier for us all.”

• Number of maternity days offered: 80 (80 paid)
• Number of paternity days offered: 60 (60 paid)

Benchmark your workplace against the best

The Best Workplaces for Parents aren’t just about policies on paper — they’re about how those policies come to life. Sure, paid parental leave matters. But what really sets these companies apart is how they create a culture that builds trust, gives parents purpose, and makes the workplace better for everyone.

Think your workplace has what it takes to make the list? Getting Certified is your first step. It’s not just an award — it shows you how your culture measures up across 60+ areas.

See if your company can be eligible for our awards and learn about Great Place To Work 카지노커뮤니티™ today.

Parents at typical workplaces are not alright.

As the U.S. Surgeon General noted in , parents in today’s workplace face a perfect storm of loneliness, economic stress, and cultural pressure. Four in 10 (41%) parents are so stressed most days, they cannot function, according to data from the American Psychological Association.

The company you work for plays a big role in your mental health. Managers have a than their doctor or therapist.

At the Fortune Best Workplaces for Parents™, a consistently positive experience at work contradicts the trend seen at typical workplaces, according to research from Great Place To Work®.

At these companies, 90% of working parents look forward to coming to work, and 91% say they want to work for their company long term. But for parents at typical workplaces, only 52% of parents look forward to their work each day, and just 65% plan to stay in their role.

Learn strategies from other great workplaces at the For All Summit™ April 8-10 in Las Vegas!

What makes the difference for parents

One of the key differences between the Best Workplaces for Parents and a typical workplace is how much control parents feel they have over their experience. In practice, that often comes down to their experience with their direct manager.

“What makes the biggest difference for working parents is if they feel their people manager wants them to succeed at work and at home,” says Michael C. Bush, CEO at Great Place To Work. “Do you have a people leader who cares and listens, or are you powerless to change your experience, unable to set healthy boundaries or pursue personal goals?” 

Researchers have shown that a lack of control over one’s environment directly correlates with for employees. For parents, exercising autonomy can be even more challenging. that parents are spending more time at work as well as more time with their children, sacrificing personal time, leisure, and sleep.

At the Best Workplaces, 50% more parents report that management involves them in decisions compared with a typical U.S. workplace. That experience is correlated with higher levels of well-being: Parents who say management involves them in decisions are 30% more likely to say their work has meaning and 20% more likely to say their workplace is psychologically and emotionally healthy.

“When parents feel their people leader and company cares, they give more effort and your business reaps the benefits,” says Bush. “Giving parents a sense of control over their work environment unlocks their creativity and passion.”

When parents say they are involved in making decisions that affect them, they are 30% more likely to report adapting quickly to change. When parents say their work is meaningful, they are 26% more likely to give extra effort on the job.

This increase in agility and discretionary effort is crucial for innovation, forces companies to reinvent themselves .

How to give working parents more control

The Best Workplaces for Parents offer a clear alternative for creating workplace norms where parents can thrive.

Here’s how companies that made this year’s list listen and respond to the needs of parents to offer more flexibility and make work more meaningful:

1. Ensure working parents at every level of the organization can share feedback about their experience.

The Best Workplaces use multiple listening channels to make sure they collect feedback about the experience of parents across the organization.

Wegmans Food Markets, the No. 26 large company on the list, schedules leaders to work shoulder-to-shoulder alongside frontline employees and hold regular one-on-one meetings to get feedback. Hilton, the No. 3 large company on the list, brings team members together for a daily huddle before each shift to share key information and collect feedback.

At tax consulting firm Ryan, No. 13 on the large company list, senior leaders hold regular listening sessions with a cross section of 12 to 15 employees to get feedback and then take action on common themes uncovered.

2. Maximize flexibility to directly address the needs of parents in the organization.

After listening to parents, winning workplaces take action to offer more flexibility and choice to employees.

At Wegmans, employee feedback uncovered how frontline employees struggled to manage at-home responsibilities without a consistent weekly schedule. The grocery chain created a company-wide program to give hourly employees a consistent day off each week, making it easier for employees to schedule personal events. (Hear more about how Wegmans embraces flexibility.)

At Hilton, team members can choose how they work and what type of work they do through gig work opportunities. Hilton allows team members who qualify to select shifts and explore new roles, potentially learning new skills and growing into a new career.

3. Empower parents to make a difference in their role.

Having meaningful work improves employee retention across your entire workforce. For parents, meaningful work can justify the sacrifices and tradeoffs needed to juggle work and family responsibilities.

Like any other employee group, working parents want to develop their skills and grow their careers. Cisco, the No. 1 large company on the list, gives every employee access to personalized one-on-one career coaching sessions.

To ensure that every employee has the opportunity to make an impact, Cisco invests in programs like its Women Inventor Network, which aims to increase the number of employees who submit patents and participate in innovation.

Programs don’t have to directly target working parents to have an impact. Since parents are represented in most demographic groups in the workplace, efforts to support those groups also benefit parents.

When every employee has a better experience, working parents benefit as well.

Make the list

Use Great Place To Work 카지노커뮤니티™ to enter your company for this and other Best Workplaces™ lists. Start here.