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These are words our team can turn into actions. In our latest engagement survey, 88% said, "I find that my values are aligned with TravelPerk’s values"—a 9-point increase since November 2023. We empower our employees to grow personally and professionally through quarterly growth conversations, annual performance reviews, and by empowering managers to hold weekly one-on-one meetings with their teams. We've also increased manager support through training so employees feel supported in their career development at TravelPerk. Everyone has the flexibility to set their own schedules and priorities. Finally, our recruitment process ensures that whoever joins TravelPerk is fundamentally a good, caring person.

As the Founder and CEO of TravelPerk, Avi Meir directly created the values for the company and shaped its culture. He sees the company's values and culture as a core driving force of growth, both on an individual level for employees and on a company-wide level. This is a personal passion project for him, as he firmly believes that the company's culture is a key competitive asset. That’s why Avi practices what he preaches at every level—from hosting "end of week" all-hands meetings on Fridays and being present at every company-wide event to personally conducting culture fit interviews.

• Employee Advisory Board (EAB): A team of employees hosts regular, global roundtables throughout the year to gather feedback and find new ways to make TravelPerk the most loved workplace. This team then collaborates with the CEO to implement changes.
• 'End of Week': We share the latest updates, celebrate team achievements and projects, and hold Q&A sessions with leadership.
• Topic-based Slack channels: Leveraging automation and AI technology, we've created specialized Slack channels focused on different business areas to support employees with simple inquiries on any topic. For example, our Legal Bot automated over 7,000 queries in the past six months!
• Bi-annual engagement survey: This survey measures employee sentiment. Feedback is analyzed by People Partners and discussed with leadership to create tailored actions for each department.
• Post-event, meeting, or project launch surveys: These surveys are sent to gather feedback and continuously improve. Results and actions are shared at the 'End of Week' meeting.

At TravelPerk, fostering a happy and productive workforce revolves around social engagement. Beyond company-wide events, we emphasize 'doing good' for our communities. We believe in creating positive impacts in our local hub communities, which is why we give every employee 16 hours of paid volunteering each year. We support Belonging Communities (ERGs) by guiding events and providing financial and executive support. Each team and hub has a weekly and quarterly social budget for regular get-togethers, ranging from beach hikes to wine tasting. Our 'random lunch' program pairs "oldies" with "newbies," giving them the chance to get to know each other and build a sense of belonging.

At TravelPerk, our employees engage in quarterly Growth Conversations to discuss career goals, skill development, and opportunities for growth. Annual performance reviews ensure constructive feedback and are tied to learning opportunities and compensation reviews. Managers receive training and conduct regular one-on-one meetings with their teams to address progress and support needs, fostering career development. We encourage internal mobility with inter- and cross-departmental promotions and invest in talent development programs. Departmental offsites focus on additional learning, aligning on goals for the year, and cross-departmental connections. We provide and encourage lifelong learning resources like Udemy and prioritize mental wellbeing through Spring Health access for all employees, which includes 12 coaching and therapy sessions with in-real-life options.