In today’s competition for top talent, understanding and leveraging your company’s great workplace culture is more important than ever. In this presentation, Great Place to Work®—the company that conducts the research for the Fortune 100 Best Companies to Work For® list and selects the top 100 Companies each year—shares how you can assess, benchmark, and recognize your company as a great workplace, including:
• How to Apply for the Fortune Best Companies to Work For Lists
• Eligibility and Deadlines
• Selection Methodology, Models & Scoring
• Benefits of Applying to the List
• Tips for a Strong Submission
For over 15 years, the annual Fortune 100 Best Companies to Work For® List has been the gold standard of lists that recognize great workplace cultures. As Fortune’s most popular list franchise, the 100 Best Companies to Work For® List surpasses even the Fortune 500 in readership. Learn how your company can join this elite group of organizations today!
3. Great Place to Work® Institute
One of the world’s largest studies of workplace excellence
• Nearly 3 million employees surveyed last year
• 6,200 companies represented in over 45 countries
4. Great Place to Work® Recognition:
U.S. Best Companies Lists
Fortune Magazine
List: Apply Now
1,000+ employees
Fortune Magazine
List: Learn More
25-999 employees
5. 1998 2001
20042003
2002
2005 2007 2008
2009 2010 2011 2012 2013
2006
20001999
2014 2015
Great Place to Work®
and Fortune Magazine
partnership
1998 to Present
6. Our Approach
For Great Place to Work® and our media partner,
Fortune Magazine, it is important that our lists:
– Employ a validated methodology
– Are based on current, reliable, and verifiable information
– Reflect the voice of a representative sample of the
employee population
7. Our Commitment
• Integrity: We take great care to produce lists with a high
level of ethics and fairness.
• Confidentiality: If you don’t make the list, we do not release
your data. We don’t tell anyone that you even participated.
• Positive Recognition: We represent winning companies in a
positive light, based on their unique cultures.
22. Communicate organizational goals Inspiring Create a sense of higher purpose
Share information Speaking Be honest and transparent
Respond to concerns Listening Be accessible for questions, suggestions,
and concerns
Recognize outstanding performance Thanking Show regular and personalized appreciation
Give employees training in skills Developing Help people grow professionally and
personally
Competitive Benefits Caring Distinctive Benefits; Care in times of Crisis
Hire individuals with skills for a job Hiring Help people with gifts/talents who fit into the
culture
Inform employees of organizational
successes
Celebrating Celebrate organizational successes in
unusual ways
Offer fair compensation Sharing Share rewards of mutual efforts equitably
What it actually is…
25. Good Answers vs. GREAT Answers
Good Answers
• Provide a list of programs and
practices
• Speak generically
• Offer no or few examples
• Omit the how, and focus on
the what
GREAT Answers
• Provide a list of programs and
practices
• Illustrate their unique spin on
the practice
• Provide stories of the practice
in action
• Focus on “what” and “how”
27. Good Answer (Partial Response)
“Management speaks with our employees through practices like town
hall meetings, site visits from executives, regular email
communications including a monthly newsletter, an anonymous
suggestion box, and a new in-house social media network. We have
an open-door policy and employees are told they can speak to any
management team member at any time.”
28. GREAT Answer (Partial Response)
“This past year we needed to communicate a restructuring. Our
CEO hosted a town hall meeting that was live broadcast to our
remote locations. Department managers held follow-up meetings
with their teams. Managers were equipped with responses to
frequently asked questions. Employees could submit questions
(anonymously) to leadership. Our CEO responded to each one in a
series of videos emailed to employees and shared on the Intranet the
following week.”
30. Good Answer (Partial Response)
“We celebrate employees’ service anniversaries in 5 year
increments. Each employee achieving this milestone receives a
substantial gift which they select from our service award
program catalogue. The item is mailed to the employee’s home
on their service anniversary along with a certificate signed by
our CEO.”
31. GREAT Answer (Partial Response)
“We celebrate employees’ service anniversaries in 5 year
increments. Each employee achieving this milestone receives a
substantial gift which they select from our service award program
catalogue. Employee’s gifts are mailed to their homes on their
service anniversaries, along with a personalized letter of thanks from
the CEO. Service anniversaries are also celebrated with a posting
on our intranet. Colleagues often send notes of thanks and
congratulations. At our quarterly all-hands meeting, all those
celebrating service anniversaries are brought on stage for a group
photo and round of applause from their colleagues.”
33. Fortune 100 Best Companies to Work For List
Eligibility Requirements & Deadlines
Eligibility Requirements
• 1,000+ U.S. employees
• 5+ years in business
Get Started Now!
Upcoming Deadlines
• Deadline to register: July 31, 2015
• Last date to start survey: August 31, 2015
• Culture Audit Submission Due: August 14, 2014
34. Great Place to Work ® Best Small and Medium
Workplaces List
Eligibility Requirements & Deadlines
Eligibility Requirements
• 25-999 U.S. employees
• 2+ years in business
Learn More Here
2015 Deadlines
• Deadline to register: May 15, 2015 (Past)
• Last date to start survey: May 22, 2015 (Past)
• Culture Audit Submission Due: June 12, 2015 (Past)
• List Announcement: October 22, 2015
35. Additional Eligibility Requirements
• Government agencies with more than 999 employees are
not eligible.
• Must apply as the parent organization, including all
subsidiaries, divisions and departments (contact us as
certain exceptions do apply).
• Cannot be going through a merger/acquisition impacting
25% or more of the U.S. employee population.
39. What are Supplemental Materials?
• Physical or electronic materials that help you tell your story
• Welcomed, but not required
• Not scored
40. What Supplemental Materials can I send?
• What to submit:
– Annual reports, news articles, press
releases
– Employee communications
– Recruiting, training, & orientation materials
– Photos or videos of employees at work or
participating in company activities
• What not to submit:
– SWAG
– Oversized items
– Perishables
41. Why You Should Do It
The Benefits of a Great Place to Work® Evaluation
42. Low Risk
Simply for participating, all participants receive
• Metrics
• Self-awareness
• An employer branding opportunity
The Benefits of a Great Place to Work®
Evaluation
45. Completely Free: List participation with Great Place to
Work® is, and has always been, free.
The Benefits of Completing a Great Place
to Work® Evaluation
46. Simple to Start: Our application tool makes it easy and
intuitive to get started. If you participated within the last 2
years, it’s now easier than ever!
The Benefits of Completing a Great Place
to Work® Evaluation
47. Confidential: Unless you make the list, no one will know
whether you’ve participated.
The Benefits of Completing a Great Place
to Work® Evaluation
48. For companies that make the
lists…
The 100 Best Companies to
Work for is
Fortune’s most popular franchise,
surpassing even the
Fortune 500 in readership.
Wide-Reaching Recognition
49. Trust is a Measurable Driver of Success
Interaction Associates. Building Trust 2013.
http://interactionassociates.com/sites/default/files/research_items/Building%20Trust%20201
3.pdf
HPO/LPO = High Performing/Low Performing
Organization
54. Download Your Guide to List Participation Today!
Apply Now!
Click Here to Apply Now!
Email: US_ListandReviews@greatplacetowork.com
Phone: 415-844-2500 ext. 390