5 Must-Do's to Create the Best Engagement Surveys

In modern workplaces, fostering a culture of engagement is not just a goal; it’s a strategic imperative. Crafting surveys that delve into the intricacies of employee sentiment is a powerful tool to gauge, understand, and enhance engagement. Let’s embark on a journey to explore five indispensable must-dos that will elevate your engagement surveys from perfunctory to exceptional.

Table of Contents

  • Define Clear Objectives

Before constructing an engagement survey, it’s paramount to articulate clear objectives. Setting expectations from the collected data is the foundational step. Imagine these objectives as guiding stars, steering the survey towards specific areas that demand attention.

Additionally, consider aligning your survey goals with broader organizational aspirations. For instance, if innovation is a crucial focus, frame questions determining how well employees perceive the company’s innovation culture. This nuanced approach ensures that your survey serves as a strategic compass.

By framing questions that resonate with broader aspirations, you capture the pulse of the current work environment and lay the groundwork for fostering a culture that supports overarching objectives.

Therefore, crafting strategic objectives for your engagement survey is a routine rather than a thoughtful endeavor. It invests in understanding your organization’s heartbeat and aligning your workforce’s collective energy with the grander vision. As you embark on this journey, remember that the clarity of your objectives will be the North Star guiding the entire survey process toward meaningful insights and actionable outcomes.

  • Collaborate with Top Executives

The collaboration with top executives in creating and analyzing employee engagement surveys extends beyond a mere procedural formality; it is a catalyst for cultivating a culture of inclusivity and shared responsibility within the organization. This collaborative approach seeks their approval and actively invites their insights and perspectives on critical survey components.

Engaging in meaningful discussions with top leaders provides a panoramic view of organizational dynamics in the survey creation process. It allows for incorporating diverse viewpoints, ensuring the survey resonates with the varied experiences and expectations within different hierarchical levels. This diversity in input is invaluable, contributing to creating a study that captures a comprehensive spectrum of organizational sentiments.

However, the collaboration doesn’t conclude with the creation phase; it extends seamlessly into the analysis stage. Involving top executives in the analysis of survey results adds a layer of depth to data interpretation. Their strategic insight brings context to the numbers, unraveling the intricate story woven by employee responses. This joint effort enriches the quality of insights and communicates a profound message — a commitment from the top echelons to fostering a workplace where every voice matters.

By involving executives in the analysis phase, you harness their wealth of experience and reinforce a culture of transparency and shared responsibility. This collaborative spirit underscores that employee engagement is not merely an HR initiative but a collective endeavor that permeates every level of the organization. It transforms the survey process from a top-down assessment to a shared exploration, emphasizing that everyone, from the executive suite to the front lines, is vital in shaping the organizational culture.

Building a Thriving Workplace Culture!

Discover how to leverage the right technology and implement a proactive strategy that cultivates talent and facilitates team collaboration.

  • Craft Relevant and Intriguing Questions

Crafting questions for an engagement survey is an art that goes beyond mere inquiry; it’s about navigating the nuanced landscape of organizational dynamics. While AI tools provide a structured approach, injecting a personal touch by involving department heads or team leaders in the question curation process adds a human dimension. These leaders intimately understand the intricacies of their respective domains, ensuring that the questions are finely tuned to capture the pulse of specific teams.

The process of question crafting is an opportunity to delve into the unique tapestry of the organization. Consider this phase as a checklist and a journey to unravel the subtle threads woven into the employee experience.

Engaging leaders in this process allows for formulating questions that resonate with the daily realities of different departments. It’s a chance to address specific pain points, celebrate departmental strengths, and unearth the collective wisdom within teams.

Moreover, while relevance is crucial, infusing an element of intrigue adds a layer of excitement to the survey. Encouraging employees to share innovative ideas anonymously transforms the survey from a routine assessment into a platform for creative expression. It invites employees to contribute by highlighting challenges and becoming co-creators of solutions. It fosters a sense of ownership and empowerment, signaling employees that their insights are valued and actively sought to drive positive change.

Question crafting is a collaborative venture that taps into the rich tapestry of organizational nuances. It’s about going beyond the surface to capture the essence of employee experiences and involving leaders in this process to ensure that the resulting survey is a finely tuned instrument that resonates with the diverse symphony of voices within the organization.

  • Keep It Short and Sweet

In a world saturated with information, brevity is a virtue. Maintain a survey length of 10-15 minutes, a wise counsel to ensure participation without overwhelming employees.

Consider incorporating gamification elements. Break the monotony by designing the survey as a game or a quiz. It adds a layer of fun and boosts engagement and authenticity in responses.

  • Transparency in Results and Action

  • Transparency in Results and Action

Surveys should not be a one-way street. Sharing the results transparently is crucial. Take it a step further by involving employees in the action plan. Let them be architects of the change they wish to see.

Leverage digital platforms for real-time updates on actions taken. A live dashboard showcasing initiatives triggered by the survey results reinforces transparency and instills a sense of collective progress.

Final Word

The process of crafting the best engagement surveys is an art as much as it is a science. Each step is an opportunity to measure engagement and actively enhance it. As you embark on this journey, remember that your survey is not just a diagnostic tool; it’s a catalyst for positive change.

You can further your engagement initiatives with the Love of Workplace Index ™. Uncover insights that go beyond the ordinary, proven to improve retention, performance, and engagement by 2-4 times. Embrace this opportunity to transform your workplace dynamics.

Moreover, propel your organization into the spotlight by applying for Newsweek’s Top 100 2024 Most Loved Workplaces®. Showcase your commitment to employee satisfaction on a global stage. Additionally, I aspire to be recognized among Newsweek’s Excellence 1000 Companies, a testament to your commitment to excellence.

Embark on this journey with the assurance that your pursuit of exceptional engagement is not just a survey; it’s a proclamation of your commitment to a workplace where every individual thrives.

7 Ways to Enhance Employee Experience through Surveys

Employee experience has become a focal point for organizations aiming to create a positive workplace environment. Surveys are a powerful means to gather insights, opinions, and employee feedback among the various tools and strategies available. This article explores seven effective ways to leverage surveys to enhance employee experience.

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Crafting Purposeful Employee Engagement Surveys

The cornerstone of enhancing employee experience through surveys is constructing purposeful engagement surveys. Begin by identifying specific areas of interest, such as job satisfaction, communication effectiveness, and work-life balance. Tailor questions to elicit meaningful responses, allowing employees to express their sentiments genuinely. Craft a mix of quantitative and qualitative questions to understand their experiences comprehensively.

Instead of resorting to a generic satisfaction rating, which might yield surface-level feedback, delve deeper into the intricacies of the employee experience. For instance, consider steering away from commonplace queries and encourage people to share their thoughts on recent team collaborations. Rather than merely asking if they are satisfied with teamwork, prompt them to provide nuanced insights into their collaborative experiences.

Nuanced insights emerge when employees are allowed to express themselves beyond quantitative metrics. Rather than settling for a numerical rating, encourage employees to share anecdotes or specific examples of team collaborations. This approach provides depth to their responses and unveils aspects of the collaborative process that may not be captured through conventional rating systems.

Moreover, it signals employees that their experiences are valued, fostering a sense of ownership and engagement. These nuanced insights can serve as a compass for organizational improvements, helping you tailor strategies to enhance collaboration based on real-life scenarios your workforce shares.

Implementing Real-Time Feedback Initiatives

Traditional annual surveys may need to capture the dynamic nature of the employee experience. Real-time feedback initiatives, facilitated through pulse surveys or continuous feedback mechanisms, offer a more agile approach. These short, focused surveys enable organizations to promptly address emerging issues, fostering a culture of constant improvement.

In a rapidly evolving business landscape, immediate reactions to changes in company policies or major organizational shifts can significantly impact employee morale and productivity. Real-time surveys are a valuable tool to gauge these immediate reactions, providing organizations with a timely understanding of how their workforce perceives and adapts to change.

For instance, if there’s a swift alteration in remote work policies or restructuring of teams, deploying real-time surveys allows management to grasp sentiments as they unfold. It empowers informed decisions and demonstrates a commitment to responsiveness and employee well-being.

Real-time surveys capture instantaneous feedback and empower organizations to respond with agility. The ability to address concerns promptly, based on real-time insights, fosters a sense of being heard among employees. It, in turn, contributes to a more agile and adaptive corporate culture. The immediacy of feedback mechanisms demonstrates that the organization values employee opinions periodically and continuously.

By strategically implementing real-time surveys during change, you position your organization to navigate transitions more smoothly and proactively, ultimately enhancing the overall employee experience.

Building a Thriving Workplace Culture!

Discover how to leverage the right technology and implement a proactive strategy that cultivates talent and facilitates team collaboration.

Leveraging Anonymous Survey Platforms

Employees may hesitate to express genuine opinions, especially if concerns involve sensitive topics. Leveraging anonymous survey platforms provides a safe space for employees to share their views without fear of repercussions. This transparency fosters trust and encourages open communication.

Use anonymous surveys to gather insights into workplace culture, allowing employees to express concerns or suggestions without fear.

Designing Targeted Surveys for Specific Teams

Employee experience varies across teams, departments, and roles within an organization. Designing targeted surveys for specific groups allows for a more granular understanding of the challenges and successes unique to each team. This tailored approach enables organizations to implement precise interventions for improvement.

In recognizing the diverse nature of employee roles, consider creating a specialized survey explicitly designed for the sales team. Sales professionals often navigate unique stressors and motivators inherent to their positions.

A targeted survey for this team can delve into aspects such as client interactions, sales targets, and the effectiveness of support systems. Organizations gain valuable insights that generic surveys might overlook by understanding the specific dynamics within the sales function.

This targeted survey can explore how the sales team perceives their workload, the efficacy of existing communication channels, and the level of support they receive in meeting targets. Moreover, it can delve into motivational factors—what inspires and drives the sales team to excel.

Armed with these nuanced insights, organizations can tailor strategies to enhance the sales team’s experience, directly addressing pain points and reinforcing aspects contributing to job satisfaction. This approach ensures that interventions are not generic but precisely aligned with the unique context of each team, fostering a workplace culture that values and caters to the distinct needs of its diverse workforce.

Combining Employee Feedback with Business Metrics

  • Combining Employee Feedback with Business Metrics

To truly enhance employee experience, organizations should align employee feedback with crucial business metrics. Organizations can draw correlations between employee satisfaction and business outcomes by integrating survey data with performance indicators. This data-driven approach provides a holistic perspective on the impact of employee experience initiatives.

Analyze survey data alongside productivity metrics to identify patterns that correlate high employee satisfaction with increased team performance.

Promoting Survey Results Transparency and Actionable Insights

Employees are more likely to engage with surveys when they witness tangible outcomes from their feedback. Promote transparency by sharing survey results and actionable insights. Communicate the changes or improvements based on employee feedback, demonstrating a commitment to continuous enhancement.

Create a feedback loop by informing employees about the changes in response to their survey inputs, reinforcing a sense of contribution.

Ensuring Diversity and Inclusivity in Survey Design

Employee experience is diverse and influenced by various factors such as gender, cultural background, and age. Ensure diversity and inclusivity in survey design by crafting questions that resonate with all employees. This approach allows organizations to capture a more comprehensive understanding of the employee landscape.

Include survey questions addressing the unique experiences of underrepresented groups within the organization.

In Summary

Surveys serve as indispensable tools for organizations committed to enhancing employee experience. Crafting purposeful engagement surveys, implementing real-time feedback initiatives, and promoting transparency in survey results are integral steps. By combining employee feedback with business metrics and ensuring diversity in survey design, organizations can foster a workplace environment that values and prioritizes the well-being of its workforce.

As you refine your employee experience, consider leveraging advanced tools to maximize the impact of your survey initiatives. Workplacely’s survey tool, available for free, has been proven to elevate retention, boost performance, and enhance engagement by 2-4 times. Join the ranks of thousands of organizations that have witnessed transformative results.


Surveys serve as indispensable tools

But the journey toward becoming a Most Loved Workplace® and achieving excellence begins here. Get Certified for Free as a Most Loved Workplace® to gain valuable insights and data for immediate decision-making while reducing rater fatigue. Take the next big step and Apply to Become one of Newsweek’s Top 100 2024 Most Loved Workplaces® in America, the UK, or globally, and seize the opportunity to apply for Newsweek’s Excellence 1000 Companies, setting your organization on the path to recognition and success.

20 Engagement Survey Questions You Must Ask

Nurturing employee engagement is paramount for organizational success today. Companies increasingly recognize that a highly engaged workforce is more productive and contributes significantly to innovation and overall business growth. To navigate this terrain effectively, organizations deploy comprehensive engagement surveys, strategic instruments that delve into the intricate facets of the employee experience.


These surveys go beyond mere data collection; they serve as powerful tools for gaining profound insights into the workforce’s sentiments, motivations, and expectations. By understanding the nuances of employee experiences, organizations can tailor strategies to enhance engagement, job satisfaction, and overall workplace culture.

This article presents 20 essential questions that should find a place in your engagement survey, each designed to uncover critical insights and inform effective employee engagement strategies.  

Table of Contents

1. Onboarding Experience

Question: How would you rate your onboarding experience when joining the company?

Importance: A positive onboarding experience sets the tone for an employee’s journey, influencing their initial impression, satisfaction at work, and long-term commitment to the organization.

  • 2. Communication and Transparency

Question: Do you feel adequately informed about company goals and changes?

Importance: Transparent communication builds trust, fosters a sense of inclusion, and ensures that employees are well-informed about company goals and changes, contributing to a positive workplace culture.

  • 3. Leadership Effectiveness

Question: How would you rate the effectiveness of leadership in the organization?

Importance: Understanding perceptions of leadership effectiveness provides insights into employee trust, confidence, and alignment with the organization’s vision, influencing overall morale and commitment.

  • 4. Professional Development

Question: Do you feel the organization supports your professional development?

Importance: Employee growth is linked to job satisfaction and retention. Assessing professional development needs helps tailor programs, showing commitment to individual career advancement.

Building a Thriving Workplace Culture!

Discover how to leverage the right technology and implement a proactive strategy that cultivates talent and facilitates team collaboration.

  • 5. Work-Life Balance

Question: How would you rate your work-life balance on a scale of 1 to 10?

Importance: A healthy work-life balance directly impacts employee well-being, reducing burnout and turnover while promoting productivity, job satisfaction, and overall organizational success.

  • 6. Recognition and Appreciation

Question: How often do you feel recognized or appreciated for your contributions?

Importance: Recognizing contributions boosts morale and engagement. Regular appreciation fosters a positive atmosphere, encouraging employees to go above and beyond.

  • 7. Company Values Alignment

Question: How well do you think your values align with the company’s values?

Importance: Shared values create a sense of purpose, aligning employees with the company’s mission. It enhances commitment and cohesion, creating a solid and unified organizational culture.

  • 8. Team Collaboration

Question: How would you rate the effectiveness of collaboration within your team?

Importance: Effective teamwork is crucial for productivity. Identifying collaboration challenges helps address communication gaps, promoting a harmonious and efficient working environment.

  • 9. Inclusivity and Diversity

Question: Do you believe the company fosters an inclusive and diverse workplace?

Importance: Fostering inclusivity and diversity enhances creativity, innovation, and employee satisfaction. Asking about it signals a commitment to creating a fair and equal workplace.

20 Engagement Survey Questions You Must Ask

  • 10. Employee Well-being

Question: How well does the organization support your overall well-being?

Importance: Employee well-being is integral to performance and retention. Addressing wellness supports a healthy workforce, positively impacting productivity and job satisfaction.

  • 11. Job Satisfaction

Question: On a scale of 1 to 10, how satisfied are you with your current job?

Importance: Job satisfaction is a key indicator of employee engagement and commitment. Understanding factors that contribute to satisfaction aids in crafting a positive workplace experience.

  • 12. Feedback Mechanisms

Question: How comfortable do you feel providing feedback within the organization?

Importance: Open feedback channels facilitate continuous improvement. Encouraging feedback empowers employees, contributing to a culture of collaboration and shared responsibility.

  • 13. Career Advancement

Question: Are there sufficient opportunities for career advancement within the company?

Importance: Clarity on advancement opportunities boosts motivation. Assessing perceptions helps refine career development programs, demonstrating a commitment to employee growth.

  • 14. Technology and Tools

Question: Do you have access to the necessary technology and tools to perform your job effectively?

Importance: Adequate tools impact productivity. Assessing technology needs ensures a conducive work environment, promoting efficiency and minimizing frustration.

  • 15. Recognition of Achievements

Question: How often do you receive recognition for your achievements at work?

Importance: Regular recognition reinforces positive behavior. Acknowledging achievements motivates employees, contributing to a culture of success and shared accomplishment.

  • 16. Employee Benefits

Question: How satisfied are you with the current employee benefits offered?

Importance: Employee benefits influence job satisfaction and retention. Understanding preferences helps tailor benefits, showcasing a commitment to employee well-being.

  • 17. Flexibility in Decision-Making

Question: To what extent do you feel empowered to make decisions in your role?

Importance: Empowering employees in decision-making enhances autonomy and job satisfaction. Assessing preferences helps strike a balance, fostering a culture of trust and responsibility.

  • 18. Managerial Support

Question: How effective do you find managerial support in your day-to-day tasks?

Importance: Effective managerial support impacts employee performance and satisfaction. Assessing support levels aids in refining leadership development programs and ensuring practical guidance.

  • 19. Workplace Environment

Question: How would you describe the overall environment of your workplace?

Importance: A comfortable and positive workplace environment is conducive to productivity. Addressing environmental concerns enhances overall employee satisfaction and well-being.

  • 20. Overall Job Engagement

Question: On a scale of 1 to 10, how engaged do you feel in your current role?

Importance: Job engagement is a holistic measure of employee commitment. Understanding contributing factors helps shape strategies to boost engagement, fostering a thriving workplace culture.

Final Word

Asking these 20 crucial questions in your employee engagement survey is not just about gathering data; it’s about fostering a culture of openness, continuous improvement, and genuine care for your workforce. The insights gained from these questions can be transformative, guiding the development of targeted strategies that enhance employee satisfaction, performance, and loyalty.

And, as you embark on the journey to elevate your workplace experience, consider leveraging our Love of Workplace Index ™ at No Cost, a proven tool to improve retention, performance, and engagement by 2-4 times.

Furthermore, why not aim for excellence? Apply to become one of Newsweek Top 100 2024 Most Loved Workplaces® in America, the UK, or globally. Stand out among the best by applying to become one of Newsweek’s Excellence 1000 Companies. Your commitment to a positive workplace culture deserves recognition—let the world know.


Rater fatigue is a common challenge in conducting performance evaluations effectively. For managers and HR leaders, it’s a balancing act—providing regular feedback to employees while maintaining their well-being. At the same time, employees increasingly seek real-time feedback, complicating the evaluation process.

The consequences of rater fatigue can be profound, often leaving HR leaders questioning the reliability of performance reviews. This article will explore five practical strategies to alleviate rater fatigue and ensure the performance evaluation process remains efficient and meaningful.

Table of Contents

Set Clear and Realistic Expectations

One of the primary reasons for rater fatigue is the unrealistic expectations placed on evaluators. To address this, it’s crucial to ensure that raters have clear, realistic expectations regarding the evaluation process. Communicate the number of evaluations they are expected to complete and the associated deadlines. Providing clear instructions and guidelines can further streamline the process.

Taking an innovative approach, consider proactively engaging with each team member before the review process begins. It helps gauge their readiness and allows you to answer any questions or concerns they may have.

Ensure that employees comprehend the survey questions and understand how to interact with respondents who provide feedback on 360-degree reviews. If your organization has introduced significant changes to the performance review process, raters, and their direct reports must understand them.

  • Provide Comprehensive Training and Support

  • Reduce Rater Fatigue

To alleviate rater fatigue, it’s essential to equip raters with the tools and knowledge they need to conduct effective evaluations. It means offering them comprehensive training and ongoing support throughout the evaluation process. Resources such as training modules, coaching sessions, and examples of effective evaluations can significantly enhance their skills and confidence.

Moreover, considering leadership or manager training can be a game-changer. Equip your leaders with the necessary tools and knowledge to navigate the evaluation process. They can benefit from learning how to use the evaluation tools efficiently, conducting a dry run of the process before performing evaluations with employees and mastering the art of discussing performance issues with their direct reports. This investment in their skills reduces rater fatigue and leads to more insightful and constructive evaluations.

  • Streamline the Evaluation Process

Simplicity can be a great ally in the battle against rater fatigue. To make evaluations more manageable, consider streamlining the process. Implement a straightforward rating system, focusing on essential competencies, and provide clear, concise instructions to raters.

While the common notion may suggest limiting the number of reviewers, this can often backfire in practice. Survey fatigue can also affect your employees, and answering a 360-degree survey about their peers can help them feel that their feedback is valued and appreciated. Respondents often provide valuable insights that can aid in mitigating rater fatigue.

Building a Thriving Workplace Culture!

Discover how to leverage the right technology and implement a proactive strategy that cultivates talent and facilitates team collaboration.

Implement a Rater Rotation System

An innovative strategy to combat rater fatigue is introducing a rater rotation system. Instead of overburdening a single rater with numerous evaluations, distribute the workload more equitably. This approach ensures that every individual rater is responsible for an appropriate number of evaluations.

Keep a vigilant eye on your team’s engagement with review requests and respondents’ responses. If you observe an individual consistently required to provide more answers, it may be a sign that rater rotation is needed. Alternatively, consider implementing a 360-degree feedback process where you seek responses from various individuals within your organization. This diversified approach can alleviate the burden on individual raters and provide more holistic feedback.

  • Incentives and Recognition

To combat rater fatigue, consider offering incentives and recognition to raters for completing evaluations thoroughly and accurately. It can include bonuses, gift cards, or participation in recognition programs. Even simple acts of acknowledgment can have a significant impact.

Publicly recognizing raters with a shoutout in a company-wide email, on communication platforms like Slack or Teams, or during an end-of-year awards ceremony can make them feel appreciated. The work involved in the evaluation process, which often feels like an additional task alongside their core responsibilities, deserves celebration.

Final Word

Alleviating rater fatigue is crucial for the effectiveness of performance evaluations and the well-being of those involved in the process. You can ensure a more efficient and effective evaluation process by setting realistic expectations, providing training and support, streamlining the evaluation process, implementing a rater rotation system, and offering incentives and recognition.

Incorporating these strategies can significantly reduce rater fatigue during performance evaluations and promote a more efficient and effective process. Additionally, tools are available to streamline performance reviews further, making them more manageable and insightful. All of this can help your company become a Most Loved Workplace.

But the journey toward becoming a Most Loved Workplace® and achieving excellence begins here. Get Certified for Free as a Most Loved Workplace® to gain valuable insights and data for immediate decision-making while reducing rater fatigue. Take the next big step and Apply to Become one of Newsweek’s Top 100 2024 Most Loved Workplaces® in America, the UK, or globally, and seize the opportunity to apply for Newsweek’s Excellence 1000 Companies, setting your organization on the path to recognition and success.

Top 10 Workplace Survey Questions For Enhanced Employee Engagement

Employee engagement is the cornerstone of a vibrant and productive workplace. Unlocking your team’s full potential, increasing job satisfaction, and ultimately improving workplace morale all hinge on understanding and addressing employee engagement. It is essential to recognize the critical role employee engagement plays and the significance of workplace surveys in achieving it.

We have researched to compile a list of the top 10 workplace survey questions that can effectively gauge employee engagement and overall satisfaction.

Table of Contents

“On A Scale From 1 To 10, How Satisfied Are You With Your Current Role?”

This straightforward question provides a fundamental measure of employee satisfaction. Understanding your employees’ job satisfaction is a foundational step in improving their work experience. A high satisfaction score indicates that employees find their work fulfilling and meaningful, whereas lower scores can signal areas that need attention.

A deeper understanding can be achieved by breaking this question down into aspects like workload, job responsibilities, or work-life balance. This segmentation provides a comprehensive view of the factors contributing to satisfaction, enabling you to fine-tune engagement strategies.

  • “Do You Feel Your Contributions Are Recognized And Appreciated By Your Superiors?”

Employee recognition is a pivotal element of engagement. When employees feel recognized and appreciated, it fosters a positive emotional response, increasing motivation and commitment. Recognizing employee contributions is not just about praise but also about fulfilling a fundamental psychological need.

Surveys focusing on recognition provide insights into the effectiveness of existing recognition programs and practices. They can also uncover specific ways employees prefer to be recognized, whether through praise from superiors, peer recognition, or tangible rewards.

  • “Are You Clear About Your Career Growth And Development Opportunities Within The Organization?”

Clear career development paths are crucial for maintaining employee engagement. When employees have a clear vision of their potential career paths within the organization, they are more likely to stay motivated and committed. This question evaluates whether employees feel the organization is invested in their long-term development.

Effective communication about growth opportunities is also essential. Informed employees are engaged employees. The responses to this question offer valuable insights into the effectiveness of communication and the availability of growth opportunities.

Building a Thriving Workplace Culture!

Discover how to leverage the right technology and implement a proactive strategy that cultivates talent and facilitates team collaboration.

“How Well Does Your Immediate Supervisor/Manager Support Your Professional Growth?”

The relationship between employees and their managers is paramount. Supportive managers are critical drivers of employee engagement. This question helps identify areas for improvement in leadership and mentorship.

Effective managers foster open communication, provide regular feedback, and make employees comfortable discussing their career aspirations. Gathering feedback through this survey question helps organizations pinpoint areas where managerial support may be lacking.

  • “Is The Company Culture Aligned With Your Values And Beliefs?”

Cultural alignment is a potent driver of employee engagement. When employees feel that the organization’s values and culture resonate with their own, they are likelier to connect on a deeper level. This alignment creates a sense of belonging and purpose, which are essential for engagement.

This question delves into whether the company culture aligns with employees’ values and beliefs. Responses provide a clear picture of cultural alignment and can guide organizations in shaping their culture to align with their employees’ values.

  • “Do You Feel Comfortable Providing Feedback Or Suggestions For Improvements?”

Open communication is essential for engagement. This question evaluates whether employees have adequate channels for providing feedback, which is critical for making them feel heard and valued. 

  • “How Well Do Your Job Responsibilities Align With Your Skills And Strengths?”

Matching job roles to employees’ skills and strengths is crucial for job satisfaction. This question identifies areas where adjustments can be made to enhance employee engagement. 

  • “Are You Satisfied With The Work-Life Balance Provided By The Company?”

Work-life balance directly impacts employee morale. This question assesses whether the organization’s approach to work-life balance is practical and aligns with employee needs. 

  • “Do You Have Access To The Necessary Tools And Resources To Perform Your Job Efficiently?”

Providing employees with the resources they need to perform their jobs efficiently is a fundamental aspect of engagement. This question helps organizations evaluate whether they are adequately equipping their employees. 

  • “How Likely Are You To Recommend Our Company As A Great Place To Work?”

Engaged employees are likelier to recommend their organization as a great workplace. This question assesses employees’ willingness to promote their organization to others.

Leveraging Employee Engagement Survey Data

Collecting survey data using these questions is just the first step. It’s essential to take meaningful actions based on the responses:

  1. Analyze and Identify Areas for Improvement: Examine the survey results to identify patterns and areas where employee engagement may be low. It could be specific departments, teams, or aspects of company culture.
  2. Create an Action Plan: Develop a clear plan to address the identified areas for improvement. Assign responsibilities and set specific goals to enhance employee engagement.
  3. Implement Changes: Take action based on the insights gained from the survey. It may involve changes in management practices, additional training, or adjustments to company policies.
  4. Regularly Reassess: Employee engagement is an ongoing process. Regularly conduct surveys to track progress and make further improvements.

Final Word

Employee engagement is a cornerstone of a thriving workplace, and Workplacely recognizes its significance. The top 10 survey questions offer genuine value by uncovering crucial insights based on real data and research. They serve as a tool for organizations to assess and enhance employee engagement effectively.

Workplacely’s role is to facilitate the survey process, supported by robust analytics. By using these questions, organizations can take informed actions, fostering high morale, job satisfaction, and productivity in an environment where employees are deeply engaged and committed to the organization’s mission.

Top 3 Trends from America’s Top 100 Most Loved Workplaces®

Employee engagement concerns many employers, primarily because of the uncertainty over the past few years. However, many businesses need to be faster to incorporate the necessary changes in their organizations to drive not just employee engagement but total workplace satisfaction.

That’s due in part to a focus on the wrong issue. Even research from reputable sources promotes the argument that Comp and benefits are the most significant drivers of employee retention. In reality, only 2 out of 10 employees at Most Loved Workplaces® responded that Comp & Benefits was important to loving their workplace.

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To help companies assess the emotional connectedness that employees have for their organizations, Most Loved Workplace® (MLW) has designed and distributed the Love of Workplace Index™ to over 156,000 employees across nearly 250 companies.

Our research has identified three trends that validate that employees who have a genuine love for their workplace are more engaged, loyal, and motivated.

The companies that embrace that concept and utilize these Top 3 Trends are winning the talent war.


Return-to-Office Mandates and “The Great Resignation” Result in the Return of Previous Cultural Plights

Our Love of Workplace Index™ (SPARK) measures organizational performance across five functional areas that are crucial in employees forming lasting emotional connections with their workplace. Organizations that incorporate these concepts into their business operations provide the necessary ingredients for employees to develop a deep love of the workplace.

Systemic Collaboration

Fostering a high level of collaboration and connection among team members drives exceptional outcomes and results in highly engaged employees.

Positive Vision

Fostering employee innovation and passion results in a unified and forward-focused culture.

Alignment of Values

Certified Most Loved Workplaces® places a strong emphasis on aligning values, integrity, and personal beliefs for leaders as well as employees.


Creating an environment of mutual respect catalyzes all other elements and drives peak employee performance.

Killer Achievement

Most Loved Workplaces® provides clear paths for employees to achieve excellence through extensive and ongoing coaching and development.

Survey results

2021 was full of innovative solutions for strengthening culture to attract and retain workers. However, results from 2022/2023 show a decline in ratings and a resulting return to typical or previous cultural plights. The economic uncertainty and fears of recession have led to a decrease in employee satisfaction and engagement as employers became less open to new ideas.

Although the categories of Respect and Killer Achievement have remained relatively high, ratings in Systemic Collaboration, Positive Vision, and Alignment of Values have declined as workers become more skeptical about their employer’s commitment to the values they promote.

Mass layoffs and a skyrocketing cost of living have left employees burned out and increasingly dissatisfied with their workplace. Employees responded by “quiet quitting,” which, in turn, created ripple effects on the productivity of the remaining workers. As a result, 2022 experienced the most significant decline in labor productivity since 1948. 

Harnessing the power of the SPARK Index

The SPARK categories establish the culture of emotional connectedness that will drive lasting engagement and productivity. In particular, the main drivers that prevent employees from loving their workplace include barriers to effective Systemic Collaboration, Positive Vision, and Alignment of Values.

Employees need a guiding vision and clear goals from their employers, or they will become disillusioned and uncertain of the future.

Building a Thriving Workplace Culture!

Discover how to leverage the right technology and implement a proactive strategy that cultivates talent and facilitates team collaboration.


The industries that score the highest on our Love of Workplace Index® use consistent and periodic communication practices.

In general, workplace trends have decreased across the board due to the uncertainty most businesses face and the challenges posed by remote work.

However, some companies are bucking that trend and consistently receive the highest SPARK ratings. The sectors of Internet/E-Commerce, Pharmaceuticals/Biotech, and Computer Software industries continue to excel in the areas of Positive Vision, Respect, and Killer Achievement.

Companies in these industries provide autonomous, remote, and flexible work, nurture interpersonal communication, and offer impactful career development opportunities.

Table top100

Employers in the Computer Software industry are incredibly proficient in Respect and Killer Achievement by focusing on diversity and inclusion, collaborative autonomy, and significant professional development opportunities.


Increased use of Asynchronous Communication and Generative AI is taking a toll on collaboration.

Companies in hi-tech industries are especially mindful of the need to build and maintain strong connections across distances and time zones where employees frequently work remotely. They’ve redefined what collaboration means by harnessing the power of the new “loom and zoom” culture and balancing it against in-person meetings.

Employers who receive top scores in our research have enhanced communication, empowerment, inclusive team building, feedback tools, and corporate authenticity.

The Love of Workplace Index™ provides a framework for teams and organizations to create positive cultures and foster emotional connectedness. Through real examples from certified Most Loved Workplaces®, we have seen the impact of practices such as systemic collaboration, positive future thinking, alignment of values, respect, and killer achievement. By actively implementing these practices, organizations can cultivate an emotionally connected culture and drive satisfaction and high performance among their employees.

Surveys serve as indispensable tools

But the journey toward becoming a Most Loved Workplace® and achieving excellence begins here. Get Certified for Free as a Most Loved Workplace® to gain valuable insights and data for immediate decision-making while reducing rater fatigue. Take the next big step and Apply to Become one of Newsweek’s Top 100 2024 Most Loved Workplaces® in America, the UK, or globally, and seize the opportunity to apply for Newsweek’s Excellence 1000 Companies, setting your organization on the path to recognition and success.

Congratulations to all the companies that made the 2023 100 Most Loved Workplace® Lists!

Congratulations to all the companies that made the 2023 100 Most Loved Workplace® Lists! The US List, the UK List, and the Global List have all been published by Newsweek, and all of these companies are inspiring us to continue to create thriving workplaces where employees love to come to work. 

Table of Contents

The commitment that these workplaces have made are recognized and admired and we can all learn from them. 

As we approach 2024, we anticipate that the candidate market will continue to be fiercely competitive. Last week’s U.S. unemployment rate announced at 3.8% remains historically low and Fortune recently reported that ‘retaining talent has become a top operational priority, beating out revenue growth’ for CEOs. To thrive in this landscape, it’s crucial to plan ahead to attract and retain top talent.

Building a Thriving Workplace Culture!

Discover how to leverage the right technology and implement a proactive strategy that cultivates talent and facilitates team collaboration.

Our research has shown that companies with low-performing cultures are losing millions of dollars annually due to decreased productivity, higher turnover, and reduced employee engagement. 

If you aren’t a Most Loved Workplace® yet, learn more about how you can take proactive steps toward creating a thriving workplace culture. 

Here are two immediate actions you can take if you haven’t done so already:

  1. Start certification process online. Initiate the certification process by visiting our online platform. 
  2. Book your interview. Schedule an interview with our research team to share specifics about your unique workplace culture that sets you apart. 

Investing in your workplace culture now will improve your ability to attract and retain top talent and drive overall business success. Don’t wait, take action today to ensure your company’s success in 2024 and beyond.

Surveys serve as indispensable tools

But the journey toward becoming a Most Loved Workplace® and achieving excellence begins here. Get Certified for Free as a Most Loved Workplace® to gain valuable insights and data for immediate decision-making while reducing rater fatigue. Take the next big step and Apply to Become one of Newsweek’s Top 100 2024 Most Loved Workplaces® in America, the UK, or globally, and seize the opportunity to apply for Newsweek’s Excellence 1000 Companies, setting your organization on the path to recognition and success.

Workplace Culture Revealed 'Being a Most Loved Workplace Doesn't Mean it's an Easy Workplace

In the corporate world, the words “Most Loved Workplace®” often conjure warm and fuzzy scenes where employees are wrapped in an endless embrace of positivity and affection. But let’s debunk that stereotype right away.

Most Loved Workplace is not a touchy-feely love-in; it’s a natural, raw, and safe workplace culture for one primary purpose – unleash the best performer within you. It’s a place where openness and authenticity reign supreme, employees are encouraged to share their true feelings, and feedback is as essential as the air you breathe. The pursuit of excellence is relentless here, and mediocrity has no refuge.

As we journey through the realities of Most Loved Workplaces, we’ll unveil the unfiltered truth about what makes them truly exceptional. So buckle up because being part of one isn’t for the faint of heart or as easygoing as you may think – it’s for those who can embrace honesty, seek growth, and navigate the choppy waters of high performance with unwavering determination. Welcome to the world where love means pushing each other to excel.

The Netflix “Keeper Test”

Family vs. Organization: Debunking the Notion of a Workplace as A Family

In Most Loved Workplaces®, discarding the misconception that these workplace cultures resemble families is essential. In stark contrast to familial bonds, organizations, especially those like Netflix, emphasize performance as the ultimate value metric. A family stays together irrespective of individual performance, but it’s a different ball game in an organizational setting. Like many Most Loved Workplaces, Netflix understands that distinguishing between top performers and others is crucial for sustaining excellence.

Keeper Test Unveiled: What It Means and Why It Matters

Netflix introduced a powerful tool known as the “Keeper Test.” This test challenges managers and employees to ponder a critical question: “If a person on your team were to quit tomorrow, would you try to change their mind? Or would you accept their resignation, perhaps with a little relief?” This seemingly straightforward question carries profound implications. It serves as a litmus test for the organization’s commitment to top-notch performance and its willingness to let go of individuals who no longer align with this pursuit.

The “Keeper Test” reflects Netflix’s dedication to maintaining a workforce of star performers. It’s a proactive approach to managing talent and prioritizing excellence. For those who exhibit adequate but not exceptional performance, Netflix offers generous severance packages – often surpassing market standards and legal requirements. This approach might seem unorthodox, but it underscores Netflix’s unwavering commitment to its core value: top performance.

Top Performance Matters: Netflix’s Relentless Pursuit of Excellence

Top performance is the cornerstone of success in all Most Loved Workplaces® beyond Netflix. These organizations don’t just strive for excellence; they demand it. The “Keeper Test” is a tangible manifestation of this relentless pursuit of top performance. By actively identifying and nurturing star performers while parting ways with those who don’t meet the mark, the Most Loved Workplaces ensures mediocrity has no place within their ranks.

Their approach to talent management challenges conventional wisdom. Rather than waiting for underperforming employees to leave on their terms or resorting to bullying tactics, the Most Loved Workplaces and Netflix choose a path of honesty, integrity, and high standards.

 At its core, the “Keeper Test” prompts managers to ponder, “If any of my team members were to leave for a similar role at a rival firm, how determined would I be to retain them?”

It’s not solely a tool for leadership, though. Employees are similarly advised to question their superiors: “If I were to depart for a competitor, how vigorously would you strive to retain me?”

Employer Should Ask Themselves, ““If any of my team members were to leave for a similar role at a rival firm, how determined would I be to retain them?” and Employees should ask themselves “If I were to depart for a competitor, how vigorously would you strive to retain me?”

The result?

Attrition rates at Netflix remain comparable to market averages, suggesting that their rigorous approach doesn’t result in worse outcomes for the company. It’s a testament to the power of prioritizing top performance above all else.

In the world of Most Loved Workplaces, Netflix’s “Keeper Test” is a bold testament to their unwavering commitment to excellence. It’s a tool that separates the merely good from the truly exceptional, fostering a workplace culture where everyone is driven to push their limits and contribute their best. It’s a practice that might not fit the conventional mold of a family, but it undoubtedly paves the way for organizations to excel in ways that others can only aspire to achieve.

Creating a Brutally Honest Workplace Culture

In pursuing excellence, Most Loved Workplaces defy conventional norms, creating workplace cultures that value truth and authenticity over mere pleasantries. These workplaces embrace honesty as a fundamental principle, encouraging candidness in all interactions. The result is a culture that thrives on feedback, growth, and a relentless commitment to high performance.

Embracing Honesty: Encouraging Candidness and Authenticity

At the heart of Most Loved Workplaces is a commitment to transparency and openness. Unlike the common misconception of such workplaces being akin to “love-ins,” these workplace cultures are defined by their dedication to truth. Employees are encouraged to be candid and authentic in their interactions, sharing their thoughts, ideas, and concerns without fear of repercussions.

Honesty isn’t limited to feedback alone; it extends to every facet of communication. From open discussions in team meetings to one-on-one conversations between managers and employees, the emphasis is on clarity and straightforwardness. This commitment to authenticity creates a workplace culture where individuals feel safe expressing their opinions, knowing their voices are heard and valued.

Feedback and Growth: How Brutal Honesty Fosters High Performance

In Most Loved Workplaces, feedback isn’t just an occasional formality; it’s a way of life. The concept of a “Keeper Test,” as Netflix exemplifies, underscores the importance of continuous evaluation. Employees and managers alike engage in regular, honest assessments of performance and contributions.

Constructive criticism is embraced as a pathway to growth. Instead of viewing feedback as a threat, employees in these workplace cultures see it as an opportunity to improve. Managers provide clear, specific, and actionable feedback, focusing not on fault-finding but on collaborative development.

The relationship between feedback and high performance is undeniable. By openly discussing strengths and areas for improvement, employees are empowered to take ownership of their growth journeys. This culture of continuous learning and self-improvement elevates performance levels across the organization.

Not for the Faint of Heart: Thriving in a Most Loved Workplace®

Being part of a Most Loved Workplace isn’t for everyone. It’s a workplace culture that challenges individuals to confront their limitations, acknowledge their vulnerabilities, and seek improvement. It’s a place where giving and receiving feedback is an integral part of the daily routine.

However, the rewards are substantial for those who embrace this brutal honesty culture. They become part of a community where excellence is celebrated, mediocrity is unacceptable, and personal and professional growth is encouraged and expected. The result is a workforce that thrives on challenges, values authenticity, and consistently delivers top-notch performance.

Most Loved Workplaces create brutally honest workplace cultures that foster growth, excellence, and a deep sense of belonging. By embracing honesty, encouraging candidness, and prioritizing feedback, these organizations provide a unique space where individuals can excel, realizing their full potential in an atmosphere of authenticity and continuous improvement.

Ray Dalio’s Influence

Ray Dalio, the hedge fund legend, has made a big splash in the corporate world with his unique approach to business. His ideas have been a source of inspiration for Most Loved Workplaces, providing a framework for personal and professional growth.

Pain + Reflection = Progress: The Profound Impact of Ray Dalio’s ‘Principles’

Dalio’s “Principles” book introduces a powerful equation: Pain + Reflection = Progress. This formula captures the essence of his philosophy, emphasizing that meaningful growth often arises from discomfort and Reflection. Most Loved Workplaces recognize the value of this equation and actively apply it in their culture.

Dalio’s “Principles” encourage individuals to embrace challenges and setbacks as opportunities for learning and improvement. Instead of shying away from difficulties, employees are empowered to confront them head-on, fostering a culture of resilience and adaptability.

The Power of Moments: How Discomfort Drives Personal and Professional Growth

One of the key takeaways from Dalio’s principles is recognizing the transformative power of uncomfortable moments. In Most Loved Workplaces®, these moments are not viewed as obstacles but as catalysts for growth.

picture by https://www.facebook.com/raydalio

Picture by Ray Dalio.

By encouraging employees to leave their comfort zones and face challenges, these workplaces create a workplace culture where personal and professional development thrive. The power of moments lies in their ability to push individuals beyond their limits, unlocking untapped potential and driving excellence.

Learning from the Best: Applying Principles to Achieve Excellence

Most Loved Workplaces understand that learning from the best is a pathway to excellence. Ray Dalio’s principles offer a treasure trove of wisdom that applies to many aspects of organizational life.

From fostering a culture of radical transparency to promoting the idea of meritocracy, Most Loved Workplaces® takes cues from Dalio’s principles to create workplace cultures where innovation, collaboration, and high performance are the norm. Employees are encouraged to apply these principles in their daily work, driving continuous improvement and a commitment to excellence.

Dalio’s principles, rooted in the idea that discomfort leads to progress, have reshaped how these organizations approach challenges and growth. By embracing Dalio’s wisdom, these workplaces foster cultures of learning, resilience, and continuous improvement, setting the stage for enduring excellence.

Final Word

The concept of a Most Loved Workplace® may defy conventional notions. It’s not about love-ins or sentimentality; it’s about creating a workplace culture where excellence thrives.

As we’ve journeyed through what sets these workplaces apart, we’ve discovered that they are places of honesty, transparency, and a relentless pursuit of top performance. They are not families but organizations dedicated to nurturing star performers and parting ways with those who don’t meet the mark. It’s an unorthodox approach but one that yields exceptional results.

Being part of a Most Loved Workplace® is not for everyone; it’s for those who can embrace discomfort, welcome feedback, and strive for excellence. It’s a path to personal and organizational growth that beckons the brave and driven, offering a unique opportunity to excel in a world where performance is paramount.

Data without action is just noise

There are tons of places and ways to capture data.  There are survey tools, focus groups, online research – the list is never ending. 

But (and ask any operations manager or data analyst about this pet peeve) – what do leaders do with this data? 

Too often, data gets collected, sometimes looked at, and oftentimes put on a shelf.  And from there it collects dust. 

Are you satisfied with mediocrity or do you really want to create a workplace where employees give 100%, your organization is aligned towards common goals, and everyone knows how their contribution is making a difference? Did you know that an employee who feels truly inspired is nearly 125% more productive than simply a ‘satisfied employee’?

If you’re going to make the effort to collect data, and more specifically ask your employees what they love or don’t love about your workplace, then we kindly encourage you to do something with the data. 

And we would challenge you, if you aren’t going to do something with the data – don’t collect it. When employees are asked for their feedback or input and then see nothing change as a result of that will further demoralize your employees. 


The Most Loved Workplace® (MLW) index looks at the 5 areas of the peer-validated SPARK model. It’s these 5 areas from which you can identify your competencies and areas of strength or room for improvement: 

  •    ‣ Systemic collaboration
  •    ‣ Positive vision of the future
  •    ‣ Alignment of values 
  •    ‣ Respect 
  •    ‣ Killer Achievement

Implementation Process

Start Data

But where and how do you begin to make change? Here are five steps to consider:

Let’s dive into each. 

1. Start with who and where the change needs to begin

The results from your MLW survey do not mean that an executive or HR leadership needs to take direct accountability for all of the actions to be taken.  A company culture may be defined by the leadership team – but the execution is by the employees. Driving cultural change doesn’t mean telling your employees what to do or how to do it. If we want to drive change – we need to create mutual accountability for that change. And how do we create that mutual accountability? We let the employees contribute to what that desired action and change looks like. 

2. Define your process

Driving change as a result of your MLW survey isn’t about exactly what to do after.  It’s about the how, and more specifically the process by which you decide what will change and what those changes will be. Sure, you could turn to the executive team to propose a new process, policy, or solution. But you are missing a huge opportunity to engage your employees in the process. So decide who in the organization across seniority levels and departments are the best people to design a change, and reach out to them. A great way to do this is by creating a focus group of employees who have a vested interest in the proposed change. 

3. Co-create a solution that stakeholders are bought into

If you want people bought into a change, include them directly in the discussion and design of that change. Think about it. If you’re just given a change in process, policy, or other, you may or may not buy into that change. But if you are part of the team that is creating that change, you are more likely to buy into it. 

For example, some of the common negative sentiments we see in our data analysis from employees include:

  •    ‣ Lack of accountability
  •    ‣ Holding people to higher standards
  •    ‣ Providing more flexibility
  •    ‣ Too many meetings
  •    ‣ Too much office politics 

If you hear any of these negative sentiments from your employees and you want to make a change, bring a focus group of employees into the discussion to help design and then implement that change. 

4. Roll out the changes in a timely manner

Taking the proposed changes from your focus group and getting the appropriate stamps of approval on them, implement those changes. To show employees that you are intently listening to their feedback and taking it seriously, don’t let this take too long. And if it is major changes, consider how you can make those changes in phases so that you can get some lower effort (aka low hanging fruit) changes out quickly.  

5. Pulse survey for immediate feedback

Shortly after you’ve implemented changes (but long enough to give them some time to work), go back to your focus group or key stakeholders with just a quick pulse survey (aka, just 2-3 questions) to hear their thoughts on how the changes are working.  

What’s next?

If you’ve taken the time to complete a MLW survey with your employees, then you’re off to a good start. But don’t stop there. Remember, data without action is just noise. Use your MLW emotion and sentiment insights to prioritize what changes need to be made to make your organization a most loved workplace.  And if you need any help in defining and executing these steps, just let us know, our coaches are here to help!

And stay tuned for next week where we’ll share insights on how to make changes to increase ↗️ your scores.

What Organizations Can Learn From the Industries Most Loved by Their Employees

Over the past three years, Most Loved Workplace® has issued its Love of Workplace Index™ survey to over 156,000 employees across nearly 250 companies from industries around the world. 

By analyzing the results of this survey, we can begin to understand the practices that contribute to employee engagement and satisfaction in the most loved businesses. From this, organizations gain invaluable insights on how to improve their company culture and become a Most Loved Workplace®.

Since the survey’s inception, the following three industries have consistently received the highest SPARK ratings from their employees: 

  1. Internet/E-Commerce

  2. Pharmaceuticals/Biotech

  3. Computer Software

Positive Future, Alignment of Values, Respect, Killer Achievement, Systemic Collaboration

While these industries perform well across every SPARK domain, each possesses particular strengths that differentiate them from competitors and define them as a business. 

In this article, we will delve into our survey results to find out exactly what these elements are so that organizations have the valuable resources for creating an inclusive, thriving workplace that fosters employee loyalty and success. 


Organizations from the Internet/E-Commerce industry are strongest in the following three SPARK areas: 

  1. Positive Future: Workplaces that cultivate a positive future focus on emotional connectedness and collaboration among employees, driving them toward common goals.

  2. Respect: Workplaces that understand respect is a two-way social currency and make it a fundamental part of their culture and employee management. Dedication to respect positively impacts all areas of the organization and employees. 

  3. Killer Achievement: Workplaces that pursue meaningful outcomes to benefit both employees and the organization. They offer development programs, eliminate conflicting interests, and provide clear goals, allowing employees to focus on important objectives. 

The organizations within these industries can teach us a lot about becoming a Most Loved Workplace®, here are the best examples from our research.


TapRM, a prominent beer and seltzer e-commerce platform, is a prime example of having a clear and compelling vision at the heart of the organization. It provides a guiding light for employees by empowering them to foster a workplace that thrives with passion and dedication. 

An overview of TapRM

Establishing a Positive Vision: TapRm understands the significance of aligning its employees’ aspirations with the company’s overarching mission. 

From the moment a new team member is welcomed on board, TapRm instills in them a profound sense of purpose by clearly communicating the company’s vision for the future. 

This open and transparent approach ensures that every employee feels emotionally connected to the journey and understands how their efforts contribute to the bigger picture. 

Connecting Vision to Individual Impact: A vision alone is not enough to inspire employees; it needs to be complemented by a robust system that helps individuals see how their contributions directly influence the company’s success. 

At TapRm, this connection between vision and individual impact is done correctly. By mapping team members’ key performance indicators (KPIs) and responsibilities onto the broader vision, TapRm creates a sense of ownership and accountability within its workforce. 

Fostering a Culture of Empowerment: Empowerment is a core value at TapRm, and it spreads into every aspect of the organization. Leadership at TapRm actively encourages employees to voice their ideas and opinions. 

Team members are not just seen as cogs in the machine, but instead as invaluable contributors to the company’s growth and success. Because of this, employees feel motivated and engaged to take the initiative and push innovative boundaries, knowing their voices are heard and their efforts recognized. 


BARK, the visionary company behind the popular BarkBox subscription service for dogs, stands as an example of how embracing respect and diversity can transform company culture and enhance employee satisfaction.

Overview of BARK

Empowering Employee Resource Groups: One of BARK’s most notable initiatives is the establishment of Employee Resource Groups (ERGs). These groups are designed to provide employees with spaces to connect, share experiences, and advocate for diversity and inclusion within the company.

ERGs at BARK are crucial in nurturing a sense of belonging and community, ensuring employees feel valued for their unique perspectives and contributions. 

The DIG (Diversity, Inclusion, and Global) Committee: BARK’s commitment to diversity and inclusion goes beyond ERGs. The company’s DIG committee drives diversity initiatives throughout the entire organization.

This committee promotes diversity within various company experiences, employee groups, and even hiring practices. 

By prioritizing diversity, BARK ensures that its workforce represents a rich mixture of backgrounds, ideas, and cultures, further enhancing its ability to innovate and resonate with a diverse customer base. 

Inclusive Hiring Practice: BARK uses inclusive hiring practices to build a diverse and talented team. They actively seek out candidates from various backgrounds and experiences, fostering a culture that values and celebrates differences. 

By incorporating diversity as a core value in the hiring process, BARK ensures its team is well-equipped to address various challenges and create innovative solutions. 

Promoting Education and Empathy: BARK actively engages in educational efforts to raise awareness about the importance of inclusivity and empathy. 

Workshops and training programs on unconscious bias, cultural sensitivity, and allyship are held regularly, giving employees a deeper understanding of diverse perspectives and experiences.


Zapier, a workflow automation platform, has set itself apart by demonstrating an unwavering commitment to its employees’ growth and career development.

Overview of Zapier

Fostering a Culture of Continuous Growth: Zapier’s commitment to employee growth is deeply ingrained in its company culture. From the day employees join the organization, they are welcomed into an environment that values and prioritizes continuous learning and development.

By fostering a culture that encourages curiosity and embraces new challenges, Zapier motivates its team members to strive for personal and professional growth. 

Personalized Development Approach: The forward-thinking Next Play Program is at the heart of Zapier’s success, which has become a driving force behind employee empowerment. Unlike traditional career advancement models, the Next Play Program takes a personalized approach to employee development. It encourages individuals to explore their passions and future career paths. 

Since Zapier recognizes that each employee’s journey is unique, it allows for clearer career pathways that let their skills and experiences shine and open further opportunities within the company. 

Career Coaching: Within the Next Play Program, Zapier provides roadmaps, guiding employees toward their desired roles and highlighting the necessary steps to get there. Additionally, Zapier offers career coaching, which provides valuable guidance and support to those navigating their career development. 


Companies within the Pharmaceuticals/Biotech industry particularly excel in Killer Achievement.

1. Align Strategy with Structure 2. Set People up to Succeed 3. Play to Win 4. Foster Resilience


Schröginger is paving the way as a developer of chemical simulation software, with its main success lying in the unwavering commitment to employee empowerment. 

With a strong company culture of growth and offering diverse development initiatives, Schröginger has created a workplace where employees are motivated to excel and inspired to continuously push the boundaries of scientific discovery. 

Overview of Schröginger

Mentorship Program: A standout initiative at Schröginger is its mentorship program, which boasts an impressive 75% participation rate among employees. 

The mentorship program pairs experienced mentors with employees seeking guidance in their professional journeys. This not only provides valuable insights and advice, but also fosters a sense of community, support, and open communication within the organization.

Management Training Programs: Recognizing the important role of effective leadership in employee development, Schröginger offers comprehensive management training programs. 

These initiatives give managers the necessary skills to provide guidance, support, and mentorship to their teams. By investing in strong and empathetic leadership, Schröginger ensures that every employee receives the necessary support to thrive.

Encouraging a Sense of Belonging: Schröginger actively fosters a sense of belonging among its workforce. By encouraging open communication and feedback, the company ensures that every employee is listened to. 

This makes employees feel valued within the company and thus creates a sense of belonging, an environment where they have a positive impact and shared goal. 

Computer Software

Companies belonging to the Computer Software industry are especially proficient in the areas of Respect and Killer Achievement.

1. Make Respect Mutual 2. Respect Differences 3. Lead with Respect 4. The Small Things are BIG


The generative AI platform, Moveworks, has risen in prominence for its technical advancement and dedication to cultivating a workplace that prioritizes psychological safety and feedback-driven culture. 

Creating an environment where employees feel valued, heard, and safe is an influential model for other organizations to achieve a supportive, inclusive workplace.

Overview of Moveworks

Prioritizing Psychological Safety: Psychological safety in the workplace refers to employees’ belief that they won’t be punished for speaking up or making mistakes. 

One of the biggest causes of Moveworks’ success is its understanding of making employees feel psychologically safe, as it makes them more inclined to share ideas and contribute to the organization’s mission without fear of judgment, humiliation, or punishment. 

To promote psychological safety, Moveworks actively encourages open communication, where every team member’s input is respected and valued. 

Frequent Employee Feedback: Moveworks regularly use anonymous feedback surveys, which provide a safe, secure method for employees to express their thoughts, concerns, and suggestions without revealing their identities. 

Providing employees with this freedom to share their honest feedback without fear of repercussion, Moveworks demonstrates its commitment to fostering an inclusive and transparent feedback culture. 

Proactive Problem Solving: Moveworks goes beyond simply collecting employee feedback; the company puts solutions to any issues or insights into action. 

By addressing concerns and implementing improvements, Moveworks shows employees it’s worth speaking up as their voices are heard and valued. This approach further reinforces the value employees have to accomplish the company’s goals.


Strava, the fitness app, is a great example of how organizations can support and empower their employees to achieve greatness through various diverse initiatives. 

Their commitment to creating a personal and professional growth culture has resulted in a work environment where employees feel inspired and confident enough to push their limits and excel without the risk of burnout. 

Overview of Strava

Professional Coaching for Personal Growth: Personal development is an essential part of overall employee achievement, and to ensure this, Strava provides its employees with professional coaching. 

Through coaching sessions, team members gain essential guidance to enhance their skills, overcome challenges, and reach their full potential as a member of Strava and as an individual. 

Participation in Cross-Functional Teams: Strava values collaboration and the sharing of knowledge among its employees. To facilitate this, they encourage team members to participate in cross-functional teams. 

Cross-functional teams are groups of employees from different company departments; they are given a common goal and must work together to achieve it. This combination of diverse expertise and perspectives enables employees to learn from one another and contribute to projects outside of their typical roles. 

Employee Recognition and Celebration: Strava celebrates the achievements of its employees and ensures that dedication and hard work are appreciated. To achieve this, the company has a special recognition program that acknowledges outstanding contributions and milestones reached by team members. 

By publicly celebrating employee achievements, a company culture of appreciation is reinforced, motivating employees to continue to go above and beyond. 

Survey Findings: What Organizations Should Prioritize

From what we have covered regarding the three industries most loved by their employees (Internet/E-Commerce, Pharmaceuticals/Biotech, and Computer Software), we can pinpoint the most successful methods for creating a positive work culture and engaged employees

From these findings, organizations from all industries can apply them, witness how it breeds success, and put you on the map as a Most Loved Workplace®. 

Provide Professional and Personal Guidance

Companies that offer professional development programs and career coaching empower employees to grow as team members and individuals. 

A personalized approach allows employees to explore their passions and future career paths, as demonstrated by Zapier’s Next Play Program, which builds confidence and encourages internal growth and innovation to accommodate budding new talent. 

Prioritize Employee Well-Being

Employee well-being is a central theme in the most loved industries. Organizations that prioritize employee psychological safety, work-life balance, and putting into action employee feedback foster a sense of care and compassion. 

Employee well-being initiatives increase job satisfaction, reduce burnout, and increase productivity.

Encourage Recognition and Appreciation

Recognizing and appreciating employee contributions are vital aspects of a loving workplace. Industries that actively celebrate their employees’ achievements and milestones create a culture that makes employees feel valued and respected, motivating them to continue producing outstanding work. 

Improves Retention Rates Boosts Morale and Job Satisfaction Encourages Employee Engagement Strengthens Company Culture Increases Motivation and Productivity

Create Opportunities for Collaboration and Innovation

Collaboration and innovation are nurtured in the most loved industries through initiatives like cross-functional teams and idea-sharing forums that bridge the gap between departments and allow employees to learn from one another. 

This fosters a collaborative company culture that works cohesively to achieve shared goals. Creating this sense of teamwork and belonging also makes employees feel confident that they can push the boundaries of their operations and make innovative strides.

Key Takeaways

The practices used by industries most loved by their employees allow them to maintain high employee engagement and productivity, even during adversity. 

To foster more loving work environments, employers from all industries can take inspiration from these best practices and use SPARK to create a Most Loved Workplace® that empowers employees and motivates them to go above and beyond to achieve common goals continuously.