What makes an organization a great workplace for all? Through our research, we know it’s one defined, in short, by a shared sense of trust, pride, and camaraderie among employees.

One way leaders build a workplace culture where every employee can experience this is simple: give your people a voice. 

As the workplace has rapidly evolved over the past five years, it isn’t surprising that “employee voice” has entered the conversation. With organizations embracing remote and hybrid work and a flattened hierarchical structure, it’s critical that leaders create space to listen to employees.

As Michael C. Bush, CEO of Great Place To Work®, says, “Employees want to be heard, valued, and cared for.”

Employee voice is a powerful way to tap into your greatest resource — your people — to increase employee satisfaction, drive innovation, and productivity. 

What is employee voice and why does it matter?

Employee voice, also known as “voice of the employee” (VoE), means employees have the ability to share their thoughts, ideas, or concerns within an organization without fear of negative consequences. 

Giving employees a voice is the cornerstone of building a positive work culture, one where different perspectives are welcomed. When employees have a safe space to share insights, they can put forward creative ideas, suggest improvements, or provide valuable insights on issues leaders may not be aware of. 

The benefits of strong employee voice

Employee voice helps organizations move away from a top-down culture to one of collaboration and open communication. The benefits to leaders, organizations, and their people speak for themselves:

• Trust: When employees feel safe enough to speak up, it builds trust between people and leadership. Trust is integral to the Great Place To Work Model and an indicator of a healthy workplace culture. High-trust workplaces are more resilient and see better stock market success.

• Engagement: When leadership creates spaces for employees to give honest feedback, they’re more likely to be engaged, and employee satisfaction increases. Improved team morale means employees can engage with new ideas, share knowledge, and support teammates. 

• Productivity: When employees feel heard, they are more motivated and committed to their work. This sense of validation not only boosts morale but also encourages individuals to contribute their best efforts, leading to higher productivity, driving strong business results.  

• At the Fortune 100 Best 카지노 커뮤니티 추천 to Work For®, where an “always listening” culture is prioritized, the willingness to give extra at work is 70% higher compared to a typical U.S. workplace.  

• Retention: Research shows that at any given time, on average, more than half of your workforce is considering new opportunities. Replacing talent costs time and money. However, giving employees a voice is a powerful retention strategy. It amplifies the message that your people are vital for the company’s success. 
  
  
• Inclusivity: In any diverse organization, creating a workplace for all is critical for success. Tapping into the voice of all employees not only maximizes the potential of every person, it also helps create a more inclusive environment — which leads to greater innovation, employee retention and higher revenue growth.

Strategies for encouraging employee voice

Some people may feel anxious or hesitate to exercise their employee voice and share concerns or opinions. Here’s the role leaders can take in creating an environment where everyone feels encouraged to speak up: 

1. Create a safe environment: A safe environment is one of trust, open communication, and mutual respect. Reassure confidentiality, such as with survey confidentiality, or other channels, and encourage honest feedback to create psychological safety.  
   
   For example, Ryan LLC fosters psychological safety by encouraging risk-taking and celebrating mistakes.  
   
   Leaders at Ryan model vulnerability by openly sharing their own mistakes and learning experiences, which sets the tone for a culture where trying and failing is seen as a natural part of growth.  
   
   This approach helps employees feel safe to take risks and share their ideas without fear of negative repercussions. By recognizing and rewarding efforts, even when they don’t lead to success, Ryan reinforces the message that the organization values growth and development, building trust and encouraging employees to continue voicing their thoughts.

2.  Active listening: When employees feel heard, they feel valued. Stay calm and set aside assumptions when employees are talking. Pay attention to both the explicit and implicit things people are saying and acknowledge their concerns. 

3.  Recognition: Show appreciation when employees voice concerns or make contributions. Show that their input is taken seriously and provide feedback on any next steps being taken.  
   For example, The Breakers Palm Beach uses an employee opinion survey (EOS) stamp to visibly acknowledge that certain changes or programs were products of employee feedback. This stamp, which reads “Product of EOS employee opinion survey,” is a powerful tool that validates employees’ contributions and fosters a sense of ownership and pride in the workplace. 
   
   By seeing their feedback lead to tangible outcomes, employees feel appreciated and recognized. This boosts morale and encourages ongoing participation in feedback mechanisms.

4. Provide multiple channels for feedback: Give employees more than one way to voice their thoughts. Use a variety of feedback mechanisms, such as employee surveys, employee resource groups, skip-meetings, or one-on-one conversations.  
    
   For example, Wegmans Food Markets has implemented several employee voice channels to ensure their frontline workers feel heard and valued. 

   One notable example is the “Ask Jack” initiative, where employees can submit suggestions and questions directly to Jack DePeters, the company’s SVP of operations.  

   Since its launch in 2002, Jack has responded to over 16,000 employee comments, with 68% of employees choosing to identify themselves by name rather than submit anonymously.

The role of leadership in fostering employee voice

Leaders affect , which is why leaders must model open communication and create a high-trust environment where employees are comfortable sharing their concerns.

An inclusive culture requires transparency, accountability, and vulnerability. 

Create a space in meetings and interactions by letting people know their input is welcome. Put opinions aside and give attention to people’s thoughts and experiences from a place of humility and empathy.

When leaders demonstrate a high level of care, it creates a safe space for others to share their opinions, in turn unlocking employee performance. 

How to measure and analyze employee voice

To effectively measure and analyze employee voice, organizations should take a multifaceted approach that is both qualitative and quantitative:

Employee surveys: If you aren’t gathering feedback at least once a year, you might fail to notice changes in your employees’ experience. Employee surveys are an opportunity for employees to give honest feedback.

카지노 커뮤니티 랭킹 Trust Index™ Survey protects employees’ voices as the data is encrypted and de-identified. The result: reliable feedback you can act on and the opportunity for your people to speak honestly, knowing their voices won’t be singled out.

Employee resource groups: ERGs create a safe place for employees to come together and feel comfortable sharing their experience. Use the insights from ERGs to surface employee perspectives and understand the unique experience of specific groups within your organization.

Town Halls or Ask Me Anything (AMA) sessions: Town Halls and AMAs can be a powerful vehicle to give employees a voice and raise concerns directly with senior leaders. Synchrony’s listening practice includes “ask us anything” meetings with senior leadership. The sessions are open to 20,000 employees, as leaders answer questions on a variety of topics until there are no more questions from the audience. 

One-on-one meetings: Establish regular, informal check-ins with employees to invite individual feedback and address any concerns. 

Once organizations have garnered feedback, here are some suggestions on how to analyze employee feedback: 

Review data: Review results at a high level. Look at data across demographics or employee groups to identify disparities in employee experience. Take a more granular look at the data to get a clear picture of what employees are saying. 

Reflect on feedback: Surveying employee voice can provide invaluable insights into leadership and company culture. Reflect on feedback before responding or creating action plans. Ask questions such as: 

• Which feedback is the most surprising? 
• What steps can we take to show we are truly listening?
• Which feedback feels most difficult to address?
• What barriers might be preventing action, and how can we overcome them
• What strengths are emerging from the feedback? How can we amplify these to reinforce a positive workplace culture?

Identify improvements and develop plans: Identify and prioritize one or two areas for improvement, rather than tackling everything at once. Define attainable goals, communicate your commitment clearly, assign accountability partners across the organization, and establish a timeline for success. 

Take action: Employee voice falls flat if leaders don’t commit to action. Develop a strategic, data-driven action plan. Be transparent and keep employees updated on the process. 

Measure and review: Commit to continuous improvement and make adjustments as needed. Gather ongoing feedback from employees to gauge what is working and what additional ideas they would recommend.

How to overcome challenges in implementing employee voice initiatives

Introducing new initiatives, even something as beneficial as encouraging employee voice, can present challenges for organizations.  

One of the most common obstacles leaders face is employee silence and fear of speaking up. Earlier, we defined employee voice as being able to share their thoughts without fear of negative consequences. 

This part of the definition is key.

To overcome employees’ fear of speaking up, leaders need to cultivate psychological safety in the workplace. As Julian Lute, senior manager and strategic advisor with Great Place To Work, says, “When people feel psychologically safe in the organization — are able to share ideas, questions, concerns — the company is more agile.”

Here are some ways leaders can overcome resistance and foster a company culture of open communication:

1. Create a safe space by reassuring confidentiality and encouraging honest feedback without fear of retribution.
2. Be willing to be vulnerable, which will open the door for employees to feel comfortable raising concerns or offering suggestions.
3. Make communication open, honest, and credible. Communicate consistently and make sure your actions match your words.
4. Rather than leading top-down, be curious. Ask questions and be open to hearing the ideas of employees. Acknowledge any uncertainties and foster a company culture of problem-solving. 
5. The Best Workplaces™ commit to acting on feedback in a way that builds trust. Communicate regularly so employees understand how their feedback helps drive meaningful action.

Case studies: Successful employee voice programs

How listening to their people helped Brains increase its purpose and employee pride

As a B Corporation, commitment to sustainability and environmental care ranks high for Brains. However, only 72% of its people felt good about the company’s contribution to the community. 

The challenge for the creative agency was to redefine what community meant for its employees. The Trust Index Survey was an opportunity for their employees to voice that they valued contribution to charitable organizations more than receiving a personal gift.

The solution? Brains transitioned from individual birthday gifts to increasing their overall donations to not-for-profits as a company. Not only were those donations making a positive impact, but employee pride in working for the company increased by 13 points.

Moe Rice, director of people and culture, describes the agency’s partnership with Great Place To Work as “a game changer for our culture and our work.”

How ECI Software Solutions listened to new employees and revitalized its onboarding program

When you go to work at a global tech company, you would expect onboarding to be smooth.

However, that wasn’t the case at ECI Software Solutions. Between 60% to 70% of people voiced that they had an inconsistent onboarding experience.  

The software company didn’t wait to act. They surveyed new hires about their experience to get a clear picture of what was going wrong: missing laptops, insufficient access to systems, a lack of communication from managers, and other missteps.

“The first surveys were brutal,” says Andrew Prior, CHRO at ECI. Now, Prior reads onboarding surveys each week, and if something happens to go wrong, leaders immediately act to rectify the issue. 

The result of listening to new hires has been unmistakable: More than 90% of the time, employees have the equipment and access they need on their first day — setting them up for success. 

The future of employee voice in the workplace

As more companies move to hybrid and remote work, organizations don’t just need to reimagine the office, but also how to build a more equitable workplace where everyone has a say. 

Fortunately, digital platforms make it easier for leaders to solicit feedback. Tools like virtual town halls and messaging apps like Slack mean employees can share their thoughts regardless of whether they work remotely or onsite.

Advances in AI will also revolutionize the future of employee voice through predictive analytics and data-driven insights. Soon, tools like virtual reality (VR) could also be used to collaborate, solicit feedback, and create an immersive sense of community.

Great Place To Work is also ensuring leaders have the data they need to succeed with Manager Access in the Trust Index Survey. Leaders can receive real-time insights into their teams’ experience to pinpoint areas of improvement, implement changes, and then track progress over time. 

As workplaces and technology evolve, the role of employee voice in shaping organizational culture and driving business success remains constant. 

Maximize your employee voice strategy

Employee feedback is a powerful tool to drive engagement, innovation, and trust in an organization. By creating a safe space to speak up, soliciting feedback from various channels, and taking meaningful action, employees can see how their voice matters.

Great Place To Work’s employee engagement software is a valuable tool for organizations looking to enhance their employee voice initiatives. Employee surveys are inclusive of all lines of business and deliver detailed, reliable data so you can unlock meaningful insights into your employee experience.

Not already a customer of Great Place To Work? Try our employee engagement software today and listen to what your employees have to say.

Current customers: at Great Place To Work® for expert guidance on expanding and improving your employee voice strategy.

Employee recognition drives business performance 

Recognition programs are a crucial part of the employee experience and a key driver of perceptions of fairness in your workforce.

When employees say that everyone in the company has an opportunity to receive special recognition for their work, they are two times more likely to say promotions are fair and 60% more likely to say they feel paid fairly, per a 2025 Great Place To Work® survey of 1.3 million employees.

Fairness is a key element of a high-trust workplace, and it can have a powerful impact on employee performance.

When everyone can get recognition for their work, employees are 60% more likely to give extra effort to get the job done. They’re also 40% more likely to participate in innovation.

The upshot? Employee recognition plays a crucial role in performance at every level in your organization.

How to analyze your recognition programs

There are five facets of a successful employee recognition strategy:

• Frequent. Great companies ensure recognition happens on a regular cadence
• Timely. If you wait too long to recognize a job well done, recognition won’t be as effective or meaningful
• Relevant. Good programs will honor specific behaviors and activities with a tangible connection to business goals and company values
• Generous. Many companies offer financial rewards or other incentives, but great companies ensure the reward contains real value for workers
• Universal. Every employee, regardless of role or work location, should have the opportunity to receive recognition — if the same five employees always get recognized, leaders should investigate the cause

21 creative employee recognition ideas

What are the most advanced companies doing to take their recognition programs to the next level?

Great Place To Work studies companies like those on the Fortune 100 Best 카지노 커뮤니티 추천 to Work For® List to understand how they are pushing the envelope with recognition programs.

Here are 21 ideas taken from Certified companies that can inform your efforts:

1. Create unique rituals and events to celebrate

Do your employees deserve the royal treatment?

At the Conrad DC, one of Hilton’s many properties, the team celebrates their top three housekeepers with the highest customer satisfaction scores by appointing them to the “Court of Cleanliness.” Honorees receive flowers and are serenaded by the full team in a special celebration.

2. Give spontaneous bonuses

Give leaders the authority to recognize good work throughout the year.

At Bright Horizons, executive team members are empowered to give spontaneous bonuses to members of  teams other than their own to recognize their significant contributions to achieving the executive’s team goals.

3. Fulfill employees’ biggest wish

At The Progressive Corporation, the “Big Wish” program allows employees to nominate a colleague to receive a gift from the company as a way to share thanks, without having to be tied to an accomplishment or business performance. Wish grants can cover a range of items from a day at the spa to building a backyard patio.

4. Use a ‘pay it forward’ scheme

How do you make recognition a regular part of your culture? Get employees to pass it on.

At Baird, 50 plush “Wilson” mascots, a personification of founder Rober Wilson Baird, were handed out to associates. They would write a note of appreciation for a teammate, which was sent along with the plush Wilson and then recipients would pass it on to the next deserving teammate.

5. Make it social with technology

Comcast NBCUniversal uses a program called “Xchange” to make its recognition visible to employees anytime, anywhere throughout the organization. Just like a social media platform, employees can customize their feed to give and receive recognition with thousands of notes sent every week.

6. Reinforce company values

Atlassian’s program, Kudos, asks employees to identify one of the values or specific behaviors that is worthy of recognition when submitting a nomination. “Recognition should have a clear line of sight to your company values and behaviors that are important to your culture,” says Gina Creegan, global head of experience operations at Atlassian. 

7. Empower recognition with AI tools

At Accenture, employees can use a simple prompt in the Amethyst Recognize Agent to help write a meaningful, content-rich message to share on internal communities and its recognition platform. At Hilton, AI tools help make its “Recognition Matters!” website more user-friendly, with language translation and mobile optimization for its large frontline workforce.  

8. Offer access to senior leaders

At Ally Financial, employees who are recognized for their contributions have the opportunity to connect with senior leaders at special events, including new CEO Michael Rhodes. At the event, teams worked with leaders to assemble backpacks for children ages 5 to 10 to inspire them to pursue science and technology opportunities.

9. Reward innovators

Bank of America empowers every employee to look for ways to improve the work they perform, with an annual goal to share at least one idea through its Speak Up! Tool. These ideas are then sorted, tracked, and implemented, leading to billions in savings for the company. Those employees who have an impact get rewarded through recognition cards

10. Start an employee recognition committee

At Allianz Life, the employee recognition committee is responsible for creating fun and engaging companywide recognition programs. With 14 members, this team offers opportunities for employees to connect with one another and have direct input into company culture.

11. Use customer reviews and net promoter scores

Don’t know who needs recognition? Find overlooked overachievers in your customer reviews or Net Promoter Score data. Trek Bicycle’s retail and customer care teams review NPS reports daily to search for examples of great hospitality — one of its core brand values — that can be celebrated in companywide communications.

12. Offer opportunities to give back

When considering rewards for a recognition program, include an option for employees to have an impact on their local community or a social cause that matters to them.

At CarMax, associates can earn points from its recognition program which can be redeemed for gift cards and merch, or it can be donated to a nonprofit.

13. Write a personalized letter

A personal note for top leaders can be a meaningful touch. At David Weekley Homes, CEO John Johnson and COO Ladd Fargo personally email each team member to celebrate birthdays and work anniversaries.

A handwritten note is a cost-effective way to show care and attention, especially in large or disbursed organizations. 

14. Offer redeemable points

You can reward different levels of service with a points system that can be redeemed for prizes or gifts. At Capital One, the “ONEderful” program allows associates to give between 10 to 1,000 points to each other and director-level leaders to award 1,500 to 10,000 points. Points can be used on gift cards, gifts, or cash paid directly through payroll.

15. Bring recognition into performance review processes

At Allianz Life, a thank you tool called “Recognition Central” generates a note to leaders when employees get recognized. The recognition notices stay on employees’ permanent transcripts in the system, ensuring visibility.

16. Submit for external industry awards

It’s nice to be recognized by your colleagues, but third-party validation can be well worth the time and effort. David Weekley Homes submits award entries for its sales consultants, designers, builders, and marketing coordinators.

Your workplace culture deserves recognition, too. Get Great Place To Work Certified™ and earn eligibility for dozens of industry-leading lists and honors.

17. Give managers recognition toolkits

Make recognition simple for managers. Sheetz offers its “Love Toolkits” with cards, posters, and coupons to make recognition easy and fun. The kit can be used at the discretion of each manager, and there are plenty of opportunities for coworkers to add their names and personal messages to cards and signs.

18. Create a team appreciation playbook

At The Cheesecake Factory, a playbook was created to share best practices and celebration ideas submitted by various restaurants in 2023. The playbook has inspired new recognition practices and continues to celebrate the pioneers who originally contributed ideas for the book.

19. Celebrate shared history with storytelling

Storytelling efforts can offer an important way for employees to gain visibility and recognition for their contributions. As Hilcorp Energy Company celebrates its 35th anniversary, the team has launched an oral history project to interview employees and tell stories about the company and how many hands were needed to create the success it enjoys today.

20. Make recognition a multi-week affair

Tri Pointe Homes holds a “Season of Gratitude” for three weeks to focus on acknowledging and celebrating the contributions of team members. Raffle prizes are handed out at the end of each week, with a grand prize at the end going to team members who took the time to recognize their peers.

21. Turn celebrations into an ad

If you really want to celebrate employees, make them an external face of the brand. Comcast launched an ad campaign in February of 2024 to tell the story of its engineers and technologists and how they are driving the company forward.

Do you have a workforce that is ready for primetime? Get Great Place To Work Certified and earn recognition for your workplace culture.

When you take a moment to celebrate achievements like earning Great Place To Work® 카지노커뮤니티™, you’re doing more than just boosting morale. You’re sending a clear message: We see you, we value you, and together, we’re unstoppable.

Creating a culture of recognition isn’t just about feeling good. It’s about creating a vibrant, people-first culture that resonates through every level of the organization. Celebrating these moments builds fun, camaraderie, and a deep sense of pride and belonging that translates into higher engagement and well-being for everyone.

Take Sheetz, for instance, where fun and recognition are part of the daily routine. Their “Show the Love Toolkits” are brimming with quirky cards and personal shout-outs that make each team member feel uniquely valued.

It’s not just about celebrating the big wins but making every day feel a bit more special. And when March Madness rolls around, the entire company gets in on the “Sheetz Bracketz Challenge” — because sometimes, you just need to shoot some hoops to build team spirit.

Over at The Cheesecake Factory, they turn recognizing milestones into an art form. Whether it’s their week-long team appreciation celebration, brimming with games and giveaways, or their unique appreciation playbook that showcases and shares innovative celebration ideas across locations.

Each act of recognition is a thread that weaves the team closer together, creating a tapestry of appreciation that everyone gets to be a part of. Celebrations like these imbue the workplace with an infectious energy, making every team member feel like they’re part of something greater than themselves.

At Sheetz, the annual SheetzFEST turns years of service into a festival of appreciation, where employees are treated like stars for their dedication. This not only boosts morale but cements a culture of loyalty and appreciation that makes everyone strive to give their best.

Why infusing your culture with celebration and employee recognition matters

• Boosts engagement: When employees see their contributions celebrated, their connection to the company strengthens, boosting their engagement and overall well-being.
• Enhances workplace fun: Celebrations inject fun into the workday, breaking up routine, and fostering camaraderie.
• Drives pride and value: Recognizing achievements, big and small, reinforces to employees that they are valuable assets to the team.

Practical ways to celebrate employees

• Public acknowledgment: Make recognition fun and visible, just like at Sheetz, where managers use Show the Love Toolkits for personalized shout-outs. Public acknowledgment can be as grand as a company-wide event or as simple as a shout-out in a team meeting.
• Casual celebrations: Take a page from Sheetz’s playbook with non-work-related fun like the March Madness Bracketz Challenge, which not only celebrates but also builds team spirit in a purely fun context.
• Storytelling: At FirstService Residential, the “FirstCall” program isn’t just about giving props, it’s about passing the microphone around. Every Tuesday on their companywide call, the team shares spotlight stories of colleagues who’ve gone the extra mile — stories submitted by the people who know them best: their peers. This democratizes recognition and keeps the spotlight roving across the organization, celebrating diverse contributions in real time.
• Milestone events: SheetzFEST is an exemplary celebration of loyalty and commitment, showing appreciation with a fully hosted resort stay, reflecting how deeply the company values its employees’ dedication.
• Peer-to-peer surprises: At The Cheesecake Factory, the Fun Squad masters the art of delight. They orchestrate “Random Acts of Fun,” surprising team members with anything from their favorite candy to a coffee boost. Coordinated with managers yet always unexpected, these joyful moments underscore a culture of spontaneous appreciation and vibrant camaraderie.

When employees feel connected to a company’s mission and its achievements, their engagement and well-being increases.

“The most important things to celebrate are the values of the organization and how people help the organization achieve its purpose,” says Michael C. Bush, CEO of Great Place To Work.

Connecting celebrations to company values

• Reinforce values: Celebrations are a prime opportunity to highlight and reinforce your company’s core values and mission.
• Continuous improvement: At The Cheesecake Factory, celebrations are also about learning and sharing through their appreciation playbook, which collects innovative recognition ideas from across locations, fostering a culture of continuous improvement.

Best practices for celebrating workplace milestones

• Personalized celebrations: Tailor celebrations to fit the diverse cultures and preferences within your team. Whether it’s an in-person gathering or a virtual event, ensure that it resonates with and includes everyone.
• Link to core values: Align celebrations with key cultural themes like innovation or community involvement. For example, The Cheesecake Factory uses their annual team appreciation celebration not only to pamper but also to instill a sense of being valued across the board.
• Seasonal and heritage events: Use occasions like cultural heritage months or even fun holidays to connect celebrations with a broader community message.

By fostering a celebratory atmosphere, companies like FirstService, Sheetz, and The Cheesecake Factory don’t just create a great place to work; they build a community where each person is recognized not just for the work they do, but for the unique individuals they are. This approach lifts spirits as well as performance, driving both personal and company-wide success.

When Did 카지노커뮤니티 Nation Day Start?

카지노커뮤니티 Nation Day (CND) was launched in 2019 as an annual event to recognize and celebrate Great Place To Work Certified companies around the world. These companies are distinguished by their exceptional workplace cultures where employees feel valued, respected, and empowered to thrive.  

Why is 카지노커뮤니티 Nation Day Important for Certified 카지노 커뮤니티 추천? 

카지노커뮤니티 Nation Day is more than a celebration, it’s a crucial reminder to us all of the importance of nurturing a company culture that champions trust, purpose, and innovation. The weeklong celebration is also an opportunity for Certified companies to showcase their employer brand, attract the finest talent, and strengthen the unity among their current team members. 

Where Does 카지노커뮤니티 Nation Day Take Place?

카지노커뮤니티 Nation Day is an annual online celebration for Certified companies around the world. While the event date varies yearly, the festive tradition remains consistent. For years, Certified companies have embraced the spirit of 카지노커뮤니티 Nation Day by hosting a diverse range of events to highlight their unique company cultures.  
  
These events include employee appreciation luncheons, team-building activities, social media campaigns, and even creative videos and animations highlighting the importance of company culture. The celebrations are shared online, in a chorus of social posts, with the hashtags #카지노커뮤니티NationDay and #GPTWcertified.  

How do you Celebrate 카지노커뮤니티 Nation Day?

If you’re a Great Place To Work Certified company, there are many ways to celebrate. Here are a few ideas:

Share your Great!   
 
Post on social media about your company’s Great Place To Work 카지노커뮤니티™ and what makes your workplace so special. Use the hashtags #카지노커뮤니티NationDay and #GPTWcertified to connect with other Certified companies and employees.

Celebrate with your employees   
 
Host a potluck lunch, happy hour, or other employee appreciation event to celebrate your company’s 카지노커뮤니티. Share stories about what makes your workplace great and recognize staff for their contributions with employee stories and videos.

Get involved in your community  
 
Partner with a local charity or nonprofit organization to volunteer your time or donate to a cause that is important to your employees. This is a great way to show your appreciation for the community that supports your business. 

 
카지노커뮤니티 Nation Day 2023 Celebration Examples 

  
카지노커뮤니티 Nation Day 2023 had a record-breaking turnout, with hundreds of companies proudly showcasing their exceptional company cultures, each driven by the incredible people who make them great. This resounding success serves as a testament to the growing recognition of the importance of creating workplaces with an employee focus. 

A look back at the inaugural 카지노커뮤니티 Nation Day in 2019 underscores the event’s remarkable growth and the ever-increasing creativity and participation from companies each year. From heartfelt employee testimonials to creative video montages, the #GPTWcertified community has consistently raised the bar for demonstrating the unique cultures that make Great Place To Work Certified companies so special and inspiring.

To spark your creativity for next year’s 카지노커뮤니티 Nation Day festivities, we’ve curated a collection of the most captivating social media posts. Here are some of the most memorable ways #GPTWcertified companies celebrated in 2023. 

A FACE-off to Remember 

FACE’s vibrant and creative montage video captured the essence of their exceptional workplace culture during 카지노커뮤니티 Nation Day. The video’s dynamic blend of video graphics, quick cuts, and upbeat music brought a fresh and memorable spotlight to the company’s employees, showcasing their diverse and remarkable backgrounds, talents, and passions.   
  
The caption declared:

“FACE is proud to be Great Place To Work US Certified! We’re powered by our people daily who create STAR experiences for our guests!  
  
Interested in opportunities with us? Check out   
  
”

Through the lens of this , FACE effectively conveyed its commitment to fostering a thriving workplace where employees are in the driver’s seat of innovation.  

The Power of Community in the Workplace

Actualize Consulting marked 카지노커뮤니티 Nation Day 2023 by highlighting the accomplishments of its employees, showcasing a dedication to innovation and a company culture that puts people first.  
 
The company shared a that combined employee photos and stories with its impressive survey scores. 
 
“At , we celebrate LIFE, and that enthusiasm shows in our work and our culture. 100% of our people stated that is a great place to work, and we are 100% grateful for our team. It is an honor to participate in – 카지노커뮤니티 Nation Day!  
 
   
 
The exceptional survey response rate of 100% is an achievement that reflects the company’s commitment to open communication and employee well-being. It also demonstrates the deep connections that Actualize has fostered among its team members. 

Igniting Passion: A CEO’s Message

Boldly Remote Staffing commemorated 카지노커뮤니티 Nation Day 2023 by acknowledging its employees’ accomplishments and collaborative spirit. 
 
In a company-wide announcement, CEO Sandra Lewis shared a expressing pride in the staff’s commitment to professional growth and development.  
 
“We are SO grateful to our incredible team, whose care, kindness, and professionalism have made us what Boldly is today. Thank you for being the award-winning heart of Boldly!" 
 
Lewis highlighted the importance of 카지노커뮤니티 in building a strong team culture and a shared commitment to excellence. 

Showcasing the Heart of Your Brand

Trellix marked 카지노커뮤니티 Nation Day 2023 with a unique and engaging approach, through a captivating video full of animated quotes. This innovative video seamlessly blended the power of voices with the visual medium of animation, creating a compelling narrative that highlighted the importance of 카지노커뮤니티 and its impact on Trellix employees.

The company shared, “Happy (’ global celebration of workplaces)! 🎉   
  
Today, we highlight the strengths of —explore employee insights below.”  
  
Through the use of animated quotes, Trellix allowed employees’ voices to take center stage, which personalized the video. By conveying the genuine experiences and perspectives of its workforce, the video served as a testament to the power of storytelling and the impact of blending different mediums to create a lasting impression. 

One Question Sparks a Tapestry of Voices

Cadence Design Systems celebrated 카지노커뮤니티 Nation Day 2023 by engaging employees in a meaningful and interactive way. Its social caption was straightforward and compelling, and the complementary video was captivating and insightful.

“We’re thrilled to celebrate our team today! We have an incredibly talented, dedicated & enthusiastic group of individuals contributing to our vibrant culture.   
  
Wishing everyone a fantastic #카지노커뮤니티NationDay   
  
🎉 Great Place To Work US   
  
#GPTWcertified #WeAreCadence #BestWorkplaces”

Cadence asked employees to answer the question, “What makes Cadence Design Systems a great place to work?” sparked a wave of responses, showcasing the diverse perspectives and shared experiences that make Cadence a great place to work for all.

A Purrfect Paw-ty for a Pawesome 카지노커뮤니티 Nation Day 2023

Farnsworth Group, Inc. took a unique and heartwarming approach, hosting a fun-filled contest that encouraged employees to dress up their beloved pets in a display of company pride. With wagging tails, feathered headwear, and scaly costumes, the companys furry, feathered, and scaled companions became the stars of the day, embodying the company’s vibrant and inclusive culture! 
 
“To mark our 8th consecutive year voted ‘A Great Place To Work,’ we hosted a pet photo contest. With nearly 150 heartwarming submissions, it was undeniably one of the most adorable events we’ve had. It’s only fitting we share some of these delightful highlights with you. 🐾📸 
 
 
 
Farnsworth Group’s was just a glimpse into their spirited, weeklong celebration of 카지노커뮤니티 Nation Day, which included a company party and scavenger hunt.

Ready to Join 카지노커뮤니티 Nation Day 2024?

As you prepare for 카지노커뮤니티 Nation Day 2024, let these inspiring stories and creative expressions ignite your imagination. 카지노커뮤니티 Nation Day is a celebration of the people who make Great Place To Work Certified companies exceptional, so showcase that inclusive company culture and ongoing commitment to becoming a truly a great place to work for all! 

The Benefits of Being a Great Place To Work Certified Company

Being a Great Place To Work Certified company is not just about bragging rights – it comes with a host of benefits, including:

• Increased employee engagement and productivity

• Improved employee belonging and pride
• Reduced employee turnover
• Enhanced employer brand and reputation
• Attracting and retaining top talent

The journey to 카지노커뮤니티 starts here. Become Great Place To Work Certified through a comprehensive, two-step process that measures employee trust within your organization, and join us in 2024 for a truly memorable, inspiring, and global celebration!

Employee recognition is great for employee morale, retention, and overall performance. At great workplaces, companies ensure that value-based recognition programs are based on clearly established values.

A core values recognition program helps employees understand what behaviors and attitudes align with the company’s mission. When employees are consistently rewarded for demonstrating company values, they are more likely to internalize those behaviors and inspire others.

However, it’s a mistake to just roll out a program that offers employees rewards like gift cards without a deeper conversation about what the organization should be celebrating. What kinds of behaviors are worthy of recognition and what does it look like when employees go “above and beyond”?

When companies fail to have clear criteria for performance, managers can turn to less measurable markers like “employee passion” — a recipe for a toxic workplace and high levels of burnout. At great workplaces, companies ensure that recognition programs are based on clearly established values.

“To be an industry leader, you need to reward associates for far more than reaching their business goals,” says Lupe Mujica, chief people officer at FirstService Residential, a property management company in the U.S. and Canada. “Your recognition programs need to reinforce and celebrate your organization’s culture and service standards.”

FirstService Residential has six core values that it uses to define employee behaviors that warrant recognition:

1. Do what’s right.
2. Own it.
3. Improve it.
4. Aim high.
5. Build great relationships.
6. Be genuinely helpful.

“It’s vital that we align our recognition programs to reflect those values,” says Mujica. “We want our associates to be rewarded for the way they conduct themselves in the workplace.”

Recognition happens daily at FirstService Residential. Each team starts the day with a “FirstCall” where associates meet to discuss challenges and opportunities for the business.

“These calls are a daily opportunity to shout out people who are doing great work,” says Mujica. “That’s the first step — immediate recognition among your peers.”

That daily interaction then ladders up to a program called “Values@Work” where the company celebrates an associate from each region where it operates, plus the customer care center and headquarters, eight months of the year. Team members nominate a colleague who embodies one of the six core values, and at the end of the year all Values@Work honorees are celebrated in an award ceremony.

“Most associates won’t experience a day of work where they don’t see someone being recognized or receive recognition themselves,” says Mujica. “It’s simple, but it sends a powerful message about the company’s culture.”

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

Making recognition accessible

Peer-to-peer recognition has become an important tool for companies to expand recognition opportunities.

Sedgwick, a leading global provider of technology-enabled risk, benefits, and integrated business solutions headquartered in Memphis, Tennessee, uses a program called “Props” to ensure employees can celebrate each other and connect with colleagues around the world.

“Props is a global colleague experience platform that enables meaningful recognition and rewards, offers actionable insights, and allows us to create and maintain the culture of appreciation,” shares Mara Petrovsky, SVP of global colleague experience at Sedgwick.

The popularity of the program for employees is driven by its simplicity and accessibility.

“Props is such a wonderful recognition program. It is so easy to use,” shared one Sedgwick employee. Another notes: “Props has a very positive vibe and is easy to use for instant recognition of our valued colleagues.”

Even when employees recognize one another, it is crucial to ensure that recognition is tied back to company values. One example of how to do this comes from Atlassian and its Kudos program: Make employees select a value or behavior for recognition as part of the nomination process.

How to measure success

To ensure your recognition efforts are working, Petrovsky recommends taking a closer look at your employee survey data.

“Spend time focusing on recognition feedback in your engagement surveys,” she says. “Improving how you recognize each other will help promote teamwork, collaboration, and innovation in your organization, which in turn will help best serve your customers.”

At FirstService Residential, one way that success is measured is by tracking how many new hires are boomerang employees.

“In 2022 alone, 10% of our hires were associates that had worked with us in the past,” says Mujica. “During onboarding surveys, when we asked the key factors bringing people back, we kept hearing that people missed the supportive work culture.”

Mujica also strongly recommends that companies continue to check in with employees about what kinds of recognition might be meaningful to them.

“We don’t make assumptions, [we] continually ask questions to revise our programs,” she says. “Listening to your employees is key to running a successful recognition program.”

Taking the long view

When considering how recognition should connect to company values and reinforcing workplace culture, Mujica warns against being too near-sighted.

“Recognition needs to support the overall culture, not just short-term business goals,” she says.

To ensure that the organization is thinking about long-term consequences, FirstService Residential has invested in a full-time staff position that is focused on culture, collaborating with training, internal communication, and HR leaders to promote company values and “continually explore new ways to celebrate and recognize our associates.”

“Even though many employees invest significant time to support these initiatives, having a dedicated professional focused on our culture makes a difference,” Mujica says.

Both Sedgwick and FirstService see their efforts to recognize and celebrate workers as a competitive advantage.

“When we measure associate recognition programs, there is no higher return on our investment,” Mujica says.

Get more insights

Join us May 7-9 for our company culture conference in New Orleans and hear from top executives at the Best Workplaces™.

Employee recognition is an essential element of great workplaces.

Scaling these efforts can pose a quandary for companies with complex operations. Of course, employees love to get plaudits from the CEO, but what happens when you are a global company with a distributed workforce? 

For Atlassian, makers of collaboration software Jira, Confluence, Trello, and more, the answer was to ensure that everyone could recognize a colleague for a job well-done through their recognition program, Kudos.

Peer recognition has multiple benefits:

• It reinforces company values and behaviors.
• It increases opportunities for recognition across the business.
• It builds connections between colleagues in. 

“Often Kudos result from going above and beyond, or shipping a project they’ve been working on for months,” says Gina Creegan, global head of experience operations. “The program is all about how we are working together and providing individuals the opportunity to share gratitude for team members who are living our values.” 

The Kudos program is owned by Atlassian’s “Team Anywhere” department, which is responsible for enabling the global distributed-first workforce.  Employees have the choice to work 100% remotely, which has seen 54% of employees hired in the last 12 months live 2-plus hours from an Atlassian office.

The company doesn’t expect workers to have a typical 9-to-5 workday, but rather prioritizes flexibility to meet the needs of work and personal life responsibilities across multiple time zones. Employees must maintain collaborative hours that overlap with members of their team — four being the minimum — to ensure effective workflows. 

This greater flexibility means that employees might have fewer touchpoints with the organization. Direct managers become crucial facilitators and colleagues play an even bigger role in creating a workplace where everyone feels a sense of belonging — part of why peer recognition has become increasingly vital for preserving Atlassian’s values.

“This program reinforces that we all have an important role to play in living the values in our day-to-day work,” says Creegan. “Kudos helps to boost connections across teams and departments.”

Kudos didn’t start as a program to support remote employees, but the distributed-first company has transitioned to a fully digital gift card offering which has been immensely popular, according to Atlassian. 

“The program is more popular than ever before as it has never been easier to recognize your fellow Atlassian, no matter where they work,” Creegan says.

Programs like Kudos and the efforts of are responsible for Atlassian’s big jump forward on the 2023 Fortune Best 카지노 커뮤니티 추천 to Work For® List, improving 40 spots from No. 47 in 2022 to No. 7 this year.

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

How the program works

A team member selects the Atlassian Value which they’re nominating their peer for and submits with a short note using JIRA Service Desk about why their colleague deserves recognition. Those who are recognized usually receive a digital gift voucher, but nominators can also request instead of a voucher, a donation is made to — one of Atlassian’s charity partners. 

Employees can also nominate their colleagues for “Big Kudos” for demonstrating leadership during complex, high-impact projects, which a manager then must approve.

“카지노 커뮤니티 랭킹 intention is that this is a high-trust, employee-driven program,” says Creegan. “Over the last year, almost 95,000 Kudos were awarded, with more than 2,500 donations made.” 

Incentivizing participation

How does Atlassian get such strong participation in the program? 

The Kudos habit is set early. 

“As part of our Day 1 Orientation for all ‘Newlassians,’ our Kudos program is introduced with individuals encouraged to set up a reminder to send Kudos in the first couple of weeks to someone who has supported their onboarding,” Creegan says. “This sets up strong adoption early on.”

Atlassian also credits the success of its program with keeping things simple. The nomination process is easy, with straightforward criteria for the recognition. Fewer barriers for participation ensures more employees participate.

And, like any successful business program, Kudos is carefully measured.

“The Workplace Experience team has developed dashboards for people managers to have visibility of their direct report’s activity,” Creegan says. Managers can use this tracking to encourage team members to provide recognition during quarterly check-ins.  

A winning recipe

Great Place To Work® research has shown the importance of recognition, not only for employees to thrive, but for companies to achieve their ambitious business goals. When every employee feels valued and respected as a full member of the team, companies are more resilient when faced with economic downturns. 

When employees are recognized, they are 2.6 times more likely to think promotions are fair and 2.2 times more likely to say innovative thinking is embraced.

Performance on lists like the 100 Best 카지노 커뮤니티 추천 to Work For isn't just a measure of employee experience. 카지노 커뮤니티 추천 that make the list outperform the stock market by a factor of more than three.

Tips for success

Despite the success of peer recognition, Atlassian says it shouldn’t take the place of traditional recognition from managers and top leaders.

“Both manager recognition and peer-to-peer recognition have a role to play in driving the culture you want to build, improving connection and productivity,” Creegan says. “One can’t replace the other.”

Creegan offers some tips for other companies building their own peer recognition programs:

1. The thought counts most. Your recognition program doesn’t need to be exorbitantly expensive, Creegan says. “Most people are delighted that you took the time to recognize them — that means as much as the small token or gift you give them.”

2. Connect recognition to values and behaviors. “Recognition should have a clear line of sight to your company values and behaviors that are important to your culture,” Creegan says. 

It also creates transparency around “why” an individual is being recognized. “People need to understand why you are thanking them,” Creegan explains. 

To ensure employees are thinking about key values and behaviors when recommending a colleague, Creegan advises making employees select a value or behavior for recognition as part of the nomination process. “For Atlassian, ‘how’ we do work is as important as ‘what’ work we do,” Creegan says. “We encourage Atlassians to recognize how their coworkers get work done.”

Do your employees feel recognized?

We designed an employee survey – based on 30+ years of studying employee experience – to measure and track levels of employee recognition, trust, innovation, and more.  Contact us about it today.

On the importance of special recognition:

On inner work:

On what makes work meaningful to people:

On how the Camino de Santiago trail in Spain influenced his career:

I often joke my journey to BetterUp started when I was 17. On night and weekends, while I was a young overwhelmed, burning-myself-out-executive in Silicon Valley, I was still volunteering with a nonprofit that I helped start in high school called Youth Leadership America where we did after school peer-to-peer based mentorship and coaching on leadership and life skills for high school students.

What happened as I took the time off is I returned to my true north, which was helping people build meaningful lives and helping them grow and develop. I walked across most of Spain and I returned to my true north, which was helping people realize their potential. That was the genesis of BetterUp.

Listen to all episodes

Subscribe to Better wherever podcasts are available so you don't miss an episode of season three. 

Get more insights

Learn more strategies from our workplace culture experts at our For All™ Summit, May 7-9 in New Orleans. 

The first step to forging a valuable working relationship between employees and creating a culture of recognition is learning each other’s primary language of appreciation. If you can express genuine appreciation for a co-worker’s specific contribution or how their actions reflect company values, you’ll increase loyalty, improve employee experience and cut down staff turnover.

This topic is explored at length by author Gary Chapman in “The Five Languages of Appreciation in the Workplace.” Chapman is widely known for his seminal work, “The Five Love Languages,” which examines how different personality types give and receive love. His follow-up book, co-written with psychologist Paul White, discusses how managers can effectively show appreciation and encouragement for their employees.

How to express appreciation in the workplace

Authentic appreciation is individual. One employee may welcome an invitation to a football game, whereas another might favor a simple — but specific — word or note of thanks. Which of the five languages of appreciation you choose to express should depend on what people prefer.

Employee recognition vs. employee appreciation

Recognition and appreciation in the workplace overlap, but they are not identical. Recognition is typically tied to performance and can lead to promotions and pay raises. Appreciation is broader and not as formal as recognition; it may even serve as encouragement for a struggling employee. You can express appreciation for an employee embodying company values or for a singular act that benefited the organization.

Consider these two scenarios:

1. Global recognition: A high-ranking boss delivers “thank you for your service” remarks to a group of workers who’ve gathered to celebrate career milestones. They eat cake and compare matching gifts. It’s a happy occasion, but not very personalized.
   
   
2. Individual and authentic appreciation: A manager asks if they can have a 10-minute check-in with a direct report and provides positive feedback. She thanks them for the long hours and creative thinking on a tight budget that led to the success of a major project they just wrapped.

Formally recognizing employees for their achievements and tenure will always be welcome in the workplace. But regularly expressing enough appreciation in a casual manner is an accessible and direct way to make your staff feel valued.

Global praise and generic gifts can’t compare to sincere, precise actions that promote a more positive work environment and instill a sense of workplace pride and ownership.

Identifying another person’s language of appreciation

Recognize your co-workers and their individual efforts, character traits, and personal motivations. Tailor your appreciation language to suit each person in appropriate ways with these two steps:

1. Observe. Consider how your co-workers express genuine appreciation to others, whether it’s through words of praise or a thoughtfully selected gift. Often, how someone treats another person is exactly how they’d like to receive appreciation. An individual can benefit from different languages of appreciation as well, not just one.

2. Listen attentively. Work backwards by noting what people complain about. It could be lack of facetime with a superior or the need for extra help under a looming deadline.

Global praise and generic gifts can’t compare to sincere, precise actions that promote a more positive work environment, and instill a sense of pride and ownership.

What are the five languages of appreciation in the workplace?

1. Words of affirmation

These can be verbal or written. Whichever approach you take, be as specific as possible. A generic “good job” won’t be as compelling or effective as taking the time to compliment a certain skill set or action. Maybe an employee’s quick thinking last Tuesday saved your company thousands of dollars. Perhaps a staffer’s savvy networking helped hook a lucrative new client. Some employees prefer words of praise, but first know your audience:

• Verbal affirmations can take place on a stage in front of hundreds or in a one-on-one meeting. Some employees may welcome positive remarks in front of their co-workers, while other people prefer a quick, low-key mention in passing.

• Written affirmations also are an effective way of showing appreciation. But again, consider how you relay the message, and whether the recipient prefers public or private compliments. A handwritten note can deliver more impact than an everyday email. These notes don’t have to be long — just honest and personalized.

2. Quality time

This means giving a colleague your undivided attention. Encouraging people can be as straightforward as showing up for them, truly listening, and affirming their feelings. Even your body language — when open and responsive — can convey interest and support.

You can give your time in many ways, including:

• Sharing a meal or drink
• Going on walking breaks during the day
• Holding small group sessions to hear your employees’ concerns
• Hosting a volunteer day where co-workers gather for community service and giving activities
• Inviting employees to a fun, off-site problem-solving activity

3. Acts of service

If you see a co-worker buckling under an immense workload, should you offer a coffee mug or your assistance? Many workers don’t want another calendar or tote bag with the company logo. They don’t crave praise, either. They simply want to see others working as hard as them or pitching in as needed.

But first, ask if they want your help. Don’t assume, because that could be misinterpreted in a negative way. Play detective to see what work needs completion. Avoid doing a task that gives you the limelight. Perhaps you could make copies, send follow-up emails, or schedule a meeting while your colleague updates the CEO.

Whatever you do, stay positive and follow through. This is key. If you offer to help, do so in a timely manner.

4. Gifts

If your co-workers appreciate tangible gifts, make sure you personalize them. Take extra effort to note their interests in your day-to-day conversations. Issue company-wide surveys to each employee to learn about their favorite foods, interests, and activities or outings.

In remote workplaces, where it can be especially challenging to get to know one another, have your staff complete a questionnaire that gives you a glimpse into their hobbies and passions, pet peeves, and favorite music/movies/shows/books. Giving generic gifts can be perceived as wasteful and thoughtless, so keep a log of ideas. Your presents don’t need to be lavish, just tailored.

Here are some ideas to get you started:

• An employee loves coffee, especially from the independent shop down the block. Instead of emailing them a Starbucks gift card, make an effort to grab one from their preferred cafe.
• A co-worker is running ragged between work and family duties. They’ve commented on how difficult it is to get dinner on the table. Gift a meal-kit subscription or prepared meal that just needs reheating.
• An inexpensive yet thoughtful token of employee appreciation can be in the form of a favorite treat. It shows you’ve been paying attention.

5. Physical touch

In Gary Chapman’s first book on appreciation, “The Five Love Languages,” physical touch is a logical expression of love between family or friends. But this is the thorniest of the five languages of appreciation in the workplace.

Appropriate physical touch in the office depends on HR guidelines and the recipient’s own feelings. Do not touch anyone who does not want to be touched — no exceptions.

For colleagues who do feel valued by appropriate physical touch, it’s critical to respect boundaries. Handshakes, fist bumps, and high-fives are typically acceptable. Showing genuine appreciation with these brief but uplifting acts can go a long way in expressing your gratitude.

Physical touch shouldn’t be the primary way you show appreciation in the workplace, but a pat on the shoulder doesn’t have to be forbidden, either.

The five languages of appreciation in the workplace don’t just apply to managers and their direct reports. Anyone at any level can express appreciation to and for co-workers. Peer-to-peer appreciation can even carry more weight and points to a strong company culture of inclusion, support, and work relationships.