Professional Documents
Culture Documents
Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
China Gorman
Lori Perlstadt
Katie Popp
US Managing Director
Great Place to Work
Jeffrey Pfeffer
Thomas D. Dee II
Professor of
Organizational Behavior
Graduate School of
Business, Stanford
University
CEO
Great Place to Work
Terri Kelly
Victoria B. Mars
Blake Nordstrom
President
Nordstrom, Inc.
Best Companies
Director
Great Place to Work
Creative Technologies
Worldwide
Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
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Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
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Action Item
For organizations that
are truly concerned with
employee health, before
working on a separate
wellness program, take
stock of the broader work
environment first to ensure
it is one that promotes
employee health.
Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
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Quote
Companies that build great
workplaces also improve
human physical and mental
health and lifespan.
91% believe they can take time off work when they
need to
Jeffrey Pfeffer
Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
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Action Item
Take stock of the shared
values or principles that
guide your company, with a
focus on whether they are
well-integrated. If you see
room for improvement,
consider having a candid
conversation with senior
leadership about making
this a strategic priority.
Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
If you were to go to a Gore site, you would find [a poster outlining Gores values and
guiding principles] in every office and conference room. Our associates use it as they
think about their decisions and what actions theyre going to take. This becomes
the one thing they look at to make sure theyre really aligned with our cultural
bindings as a company.
- Terri Kelly, President & CEO, W.L. Gore
Rule #1 is Use good judgment in all situations. Rule #2 is: Go back to Rule #1.
This is all employees needand it works.
- Blake Nordstrom, President, Nordstrom
For every unit around the world, The Five Principles play the role and the foundation
of the culture that gets created there. Were absolutely clear thats the way its going
to be. We dont have a lot of rules beyond thatThese are our principles, these are
our values, and this is how we do business.
- Victoria B. Mars, President of the Board, MARS
As you continue to grow, senior leaders simply cant be everywhere and make every
decision. You need to have a culture and a philosophy that people can
understandbecause we want people to make decisions themselves.
- Bill Emerson, CEO, Quicken Loans
Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
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Action Item
If you decide to share your
companys outstanding
workplace practices with
Great Place to Work via
the List process, be sure to
bolster them with evidence
of a genuine sense of trust
and care in the employer/
employee relationship.
Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
Being recognized as a
Best Company is less about
perks and more about the employee
experience.
What people often think makes a
great workplace isnt actually what
makes it so. So say Leslie Caccamese
and Katie Popp, two of the masterminds
behind the FORTUNE Best Companies to
Work For Lists. In their Conference
session, they gave attendees a behindthe-scenes look at the selection process
for FORTUNE Magazines most popular
list franchise: The FORTUNE 100 Best
Companies to Work For.
The key takeaway? While famed amenities
such as workout facilities, on-site massages,
gourmet cafeterias, game rooms, and
much more are all well and good, FORTUNE
List evaluators are ultimately looking for
evidence of trust- based interactions in
the workplace.
Thats because more than any other
factor, employees experience of the
workplace determines List placement.
Two-thirds of a companys overall score is
based solely on employees responses to
the Trust Index Employee Survey
assessing trust in the workplace, and the
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Your Employees
Experience of Your
Company
Your organization may pay employees fairly,
offer competitive benefits, and allow employees
to volunteer during working hours. You may have
company-sponsored happy hours, free snacks in
the kitchen, and a foosball table in the break room.
But is your company a Great Place to Work?
Based on our 30 years of research, we know that a
Great Place to Work is one where employees trust
the people they work for, have pride in the work
they do, and enjoy the people they work with.
The Trust Index Employee Survey measures all of
the ways employees experience a great workplace
in action, and allows organizations to benchmark
themselves against the FORTUNE Best Companies
to Work For to find out where they can improve, and
what they may already be doing well.
Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
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Action Item
If senior leaders at your
company are not yet
convinced of the benefits
associated with being a
great workplace, consider
sharing these Business
Benefits with them to
begin the conversation.
Leaders need to be on
board for a great workplace
culture to thrive.
Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
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Best
Companies
6.0%
17.1%
8.0%
Information Technology
16.2%
8.7%
experience as
much as 65%
less turnover
19.4%
100 Best (%)
10.3%
12.6%
10.4%
Professional Services
25.9%
38.0%
30
%
20
%
15
%
10
%
5%
25
%
24.5%
Hospitality
40
%
Healthcare
35
%
1. Blake, R. (2006). Employee retention: What employee turnover really costs your company. ManagerNewz
2. 100 Best data provided by Great Place to Work Institute, Inc. Comparative data provided by BLS.
Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
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Action Item
When designing people
practices, think about
whether the practice feels
gift-like or transactional
in nature. Practices that go
above and beyond have
the employees best interest
at heart; they are less
transactional, and are
instead rooted in a genuine
sense of respect and caring
for employees.
Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
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TRANSACTIONAL
GIFT-LIKE
Low risk
High-risk, vulnerability
Limited information
Transparency of motive
Open-ended relationship
Highly personalized
Currency is money
Currency is trust
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Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
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DALLAS TX
Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
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US Locations
About the Author
Jessica Rohman, M.A., develops
Great Place to Work content
and conducts original research,
furthering the companys
expertise on issues facing
organizations today. In her ten
years with the Institute, Jessica
has served as a consultant,
facilitator, FORTUNE list
evaluator, and program
director, bringing a depth of
understanding of Great Place
to Work concepts to her work.
Copyright 2014 Great Place to Work Institute. Inc. All Rights Reserved.
Telephone
+1 415 844 2500
Telephone
+1 646 370 1125
Email
US_clientsupport@greatplacetowork.com
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