A diverse workplace welcomes and values each staff member from many backgrounds. This includes people of different races, ethnicities, genders, sexual orientations, ages, religions, and abilities. To build an inclusive workplace, it is important to encourage cultural diversity. Each person brings their own unique views and experiences.
Creating a diverse workplace takes ongoing effort from everyone in the organization. It’s not just about hiring a diverse workforce; the first step is ensuring all employees feel valued, respected, and supported. This means providing equal chances for promotion, fixing pay gaps, and ensuring a safe and inclusive environment.
What is diversity in the workplace?
A diverse workforce goes beyond just showing different races and ethnic diversity. It includes many kinds of differences and values that each person brings. This means recognising the importance of diversity in areas like gender, economic status, and cultural background. It is essential that everyone feels noticed, listened to, and respected for who they are.
What is the purpose of diversity in the workplace?
The goal of diversity in the workplace is more than just meeting requirements or looking good. It is about creating an inclusive environment. In this space, everyone can share their unique skills and experiences, leading to new approaches, greater creativity, and more innovative solutions. Diverse teams tend to question norms, spot issues, and find fresh ways to solve problems.
This variety of ideas is key for any group that wants to be successful and competitive today. When people feel appreciated for who they are and can be themselves at work, they tend to be more engaged and hardworking. They also care more about the organization’s success. Ultimately, a diverse and inclusive workplace helps everyone and contributes to a fairer and more just world.
Why is diversity important in the Workplace in Cyprus?
In Cyprus, promoting diversity in the workplace is not just about being socially responsible. It is also a smart business move. As the island connects with the global markets, having a diverse workforce is key. It helps companies understand and meet the needs of a wider group of customers.
Research shows that companies with varied leadership and employee backgrounds perform better. They often earn more money and enjoy higher profits than those with less diversity. Moreover, diversity and inclusion in the workplace can boost employee morale.
Workers are more engaged when they feel appreciated for their unique skills and respected for their differences. This sense of belonging creates a happier and more productive work environment.
What are the benefits of having diversity in your workplace?
There are many important benefits to workplace diversity. Diversity affects an organization’s culture, performance, and reputation. It also helps attract different kinds of talent.
Here are some main benefits of having an inclusive work environment:
Enhanced Creativity and Innovation: When people share their unique ideas, it leads to better solutions and more creative thinking.
Improved Decision-Making: Different viewpoints can challenge our thinking and help reduce bias when making decisions.
Increased Employee Engagement and Retention: Employees who feel valued for who they are likelier to feel like they belong and stay with the company.
Positive Reputation and Employer Brand: A strong focus on diversity helps a company stand out to job seekers and customers.
By valuing diversity’s advantages, organisations can build a more energetic, innovative, and prosperous future for everyone.
What is the impact of diversity in the workplace?
The effect of diversity at work is closely linked to an organization’s long-term success. It helps to create an inclusive and fair environment. When different groups from various backgrounds and experiences come together, they bring new ideas. This challenges old ways of thinking and leads to more effective solutions.
Also, accepting diversity directly affects employee engagement and how people feel they belong. When people feel valued and respected for what they bring, they tend to be more productive and dedicated to their work. They also feel more connected to the organization’s goals.
What is diversity, equity and inclusion (DEI) in the workplace?
Diversity, equity, and inclusion (DEI) in the work environment means creating a place where everyone feels valued and respected, regardless of their differences. This idea seeks to build a culture where everyone belongs and can have the same opportunities.
What is a workplace diversity, equity and inclusion survey?
A diversity, equity, and inclusion (DEI) survey is important for understanding employees’ feelings about their workplace culture. These surveys ask questions about many parts of their work life, including hiring and promotion, resources available, and how employees are treated. By collecting this information, companies can see where they are doing well in creating an inclusive culture and areas needing improvement.
The surveys give insights into real employee experiences, which can show where there might be hidden issues and barriers in the company culture. Organisations can use DEI survey results to make better choices. This helps them improve their DEI efforts, apply best practices, and build a more welcoming and fairer workplace for all.
How does a workplace diversity, equity, and inclusion survey work?
Workplace DEI surveys use different types of questions. These can be multiple-choice, scaled responses, or open-ended questions. This helps collect both numbers and detailed opinions. The surveys look at various topics. These include experiences with the hiring process, feelings of inclusion, fairness in opportunities, and experiences with bias. The collected data is then studied for trends and concerns.
This information is beneficial. It can help shape company policies, improve diversity training programs, and enhance recruitment strategies to attract a larger talent pool. By understanding how their employees feel, diverse companies can create better DEI initiatives. This leads to a fairer and more welcoming workplace for everyone and encourages a more innovative and cooperative space where employees feel free to do their best work.
What is cultural diversity in Cyprus workplaces?
Cultural diversity in Cyprus workplaces means having and appreciating different cultures among employees. This includes local Cypriots and those who have moved to the island from places like the United States and other European countries. It also involves acknowledging each person’s unique customs, traditions, languages and views.
To promote cultural competence in Cyprus workplaces, creating a respectful and understanding space for these different cultures is important. This can be done by providing language training, celebrating important cultural holidays, and offering resources to help staff handle cultural differences. By taking these steps, Cyprus workplaces can build a more inclusive and vibrant environment where everyone feels appreciated and respected.
How is diversity in the workplace categorised in Cyprus?
Diversity in workplaces in Cyprus is vibrant, just like its history and culture. It includes various ethnicities and nationalities, along with differences in gender and age. The work environment shows a mix of experiences. Recognising racial diversity, disability diversity, and sexual orientation diversity is also essential to building a truly inclusive workplace.
The laws in Cyprus show a better understanding of these needs. However, it is still important to focus on applying these laws and creating a culture of respect and understanding. Many companies in Cyprus are now adopting DEI initiatives. They want to create workplaces where everyone feels accepted and valued.
1. Cultural Diversity in the Workplace
Cultural diversity in the workplace is more than just noticing people from different backgrounds. It’s about making a place where everyone feels valued and respected. This means understanding and appreciating various cultures, traditions, and viewpoints. It can make the workplace lively with new ideas and different ways of thinking. One way to support cultural diversity is to celebrate religious holidays from various cultures.
It is also important to create a welcoming space where people can show their cultural identity. This could be through their clothing, language, or customs, as long as it respects everyone else’s well-being. Organisations can create a better and more welcoming atmosphere when they are sensitive to cultural differences. This results in improved communication, greater understanding among coworkers, and a more respectful and lively workplace culture.
2. Gender diversity in the workplace
Gender diversity is crucial for a successful workplace. It means ensuring everyone, regardless of gender, has the same chances. This includes fair hiring, equal pay for equal work, and access to growth opportunities. One important part of gender diversity is having more women in all types of roles within a company, especially in leadership positions.
When more women lead, it not only supports equality but also brings fresh perspectives and different ideas for decision-making. It is also important to tackle unconscious bias in performance reviews and promotions. We need to remove barriers that prevent people from succeeding. Creating a workplace where everyone can achieve their best, regardless of gender, is vital for being inclusive and prosperous.
3. Age Diversity in the Workplace
Age diversity in the workplace is essential. It shows how valuable people of all ages are. Baby boomers bring much experience, while younger employees offer fresh ideas and are good with technology. Each group has its skills and viewpoints.
Companies can significantly benefit from teamwork between different age groups. Companies can gain helpful insights and new ideas by creating chances for older and younger workers to mentor each other and share knowledge.
This also helps reduce generational gaps and leads to a friendlier work environment. Furthermore, companies should have training programs designed for various age groups. This way, everyone can keep learning, improving, and staying up-to-date in today’s fast-changing work environment.
4. Racial Diversity in the Workplace
Racial diversity in the workplace means accepting and appreciating the unique skills of people from different races and ethnic groups. It is not just about noticing skin colour; it also celebrates the wide range of experiences, viewpoints, and backgrounds that everyone offers.
To build a genuinely inclusive workplace, organisations must fight against racism and discrimination in every form. They should set strict anti-discrimination rules, provide training on diversity and inclusion to all workers, and create an environment that values respect and understanding.
Additionally, companies should focus on outreach and recruitment efforts to mirror the racial diversity of their communities in their teams. It is key for the hiring process to be fair and equal for all candidates.
5. Disability Diversity in the Workplace
Disability diversity means that people with disabilities are important to the workforce. It focuses on building an inclusive workplace where people with disabilities should feel supported, respected, and valued for what they can do. It also involves making adjustments so they can fully participate in their jobs.
Companies should work on making workspaces accessible for everyone. This does not only mean installing ramps and accessible restrooms. It also includes providing tools that help, changing workspaces, and allowing flexible schedules to fit individual needs.
It’s also very important to change any stereotypes about disabilities. We need to teach employees about how to treat others with disabilities well. Encouraging open communication and celebrating the achievements of workers with disabilities are key steps to creating a truly inclusive workplace.
6. Sexual Orientation Diversity in the Workplace
Sexual orientation diversity means that a person’s sexual orientation is a key part of who they are. This should be respected in the workplace. Everyone should have the same rights and chances, no matter who they love or are attracted to.
Creating a safe and inclusive workplace for LGBTQ+ people is not just about following laws. It’s a matter of human rights. We need a culture where workers can feel safe being open about their sexual orientation. They should not fear discrimination or judgment.
Organisations must have strong rules to protect LGBTQ+ workers from harassment. They should also provide diversity and inclusion training focusing on LGBTQ+ issues. Building a welcoming and supportive environment for all employees matters. This is the way to create a fair and equal workplace for everyone.
How can you improve diversity and inclusion in the workplace?
Improving diversity and inclusion in the workplace is a continuous process that requires ongoing effort and a true commitment to change. One important step is to create employee resource groups (ERGs). These are voluntary groups led by employees that reflect different aspects of diversity. They provide support, networking, and advocacy for employees.
Besides ERGs, companies should focus on diversity training. This training can help people understand unconscious bias, microaggressions, and inclusive leadership. It is also important to have representation at every level of the organisation, especially in leadership roles. This helps create a culture where everyone feels seen, heard, and valued. Inclusion efforts should be part of the organisation’s core values and practices.
How can cultural diversity in the workplace be managed?
Managing cultural diversity well takes effort. Recognising differences is not enough. We must build an inclusive workplace where every person feels respected and valued. Cultural competence training can help employees from diverse backgrounds understand each other better. It can also promote kindness and good communication.
It is also important to create a space where people can openly share their views, experiences, and cultural traditions. This builds trust and understanding within the team. Organisations can host cultural events, workshops, and lunch-and-learn sessions. These are great ways to celebrate diversity and connect different cultures.
It is also important to encourage critical thinking and challenge any hidden biases in our decision-making. By fostering a culture of empathy and respect, organisations can maximise the potential of a diverse workforce and help create a positive and productive work environment.
What is diversity training in the workplace?
Diversity training in the workplace includes different educational programs. These programs help raise awareness and understanding of diversity, equity, and inclusion. The goal is to provide employees with the necessary knowledge and skills through a comprehensive approach.
This will help them interact well with colleagues from diverse backgrounds, including people of all races, ethnicities, genders, sexual orientations, and educational backgrounds. The training features interactive workshops, discussions, and real-life situations.
It also focuses on unconscious bias, microaggressions, and cultural sensitivity. The aim is to create an inclusive and respectful work environment in which everyone feels valued and respected.
What are some common examples of diversity in the workplace?
Common examples of diversity in the workplace extend far beyond race or gender. True diversity encompasses the multifaceted nature of human experience and individuality. It includes celebrating a variety of backgrounds, perspectives, and life experiences.
Here are a few examples illustrating how different perspectives can enrich the tapestry of the workplace:
Category
Examples
Age
Having employees from different generations, such as Baby Boomers, Gen X, Millennials, and Gen Z.
Cultural
Representation from different nationalities, ethnicities, religions, and languages.
Disability
Individuals with visible and invisible disabilities, including physical, sensory, and cognitive differences.
Gender Identity
Employees who identify as male, female, transgender, non-binary, and other gender identities.
Organisations can unlock the true power of diversity by embracing people from different backgrounds, promoting inclusive policies, and fostering a workplace culture of respect and understanding.
What action should you take next?
Building a diverse and inclusive workplace takes more than good intentions—it requires real action. Start by evaluating your company culture and identifying ways to make everyone feel valued and included.
Make diversity a priority in your hiring process by giving all qualified candidates an equal chance, no matter their background. But inclusion doesn’t stop at recruitment. Foster open communication, encourage different perspectives, and create an environment where everyone feels heard and respected.
Leaders set the tone, so lead by example. Commit to diversity and inclusion through your decisions and daily actions. A workplace that embraces diversity isn’t just the right thing to do—it’s a powerful advantage in today’s global world.
Now is the time to act. Start creating a workplace where everyone belongs!
Turn Your Workplace into a Great Place to Work!
Employees thrive in great company cultures—let’s build yours! Whether you’re aiming for higher engagement, better retention, or Great Place to Work certification, we’re here to help. Fill out the form and let’s talk!
Employee engagement is significant for thriving businesses in Cyprus and everywhere. It means creating a work environment where employees feel appreciated, motivated, and genuinely invested in their jobs and the company’s success. When employees are engaged, they put in extra effort.
This leads to positive business outcomes such as more productivity, better customer satisfaction, and higher employee retention. An engagement survey is a great way to measure employee engagement trends. This survey helps organisations understand how employees feel. It shows what they do well and what needs to improve. By listening to employee feedback and making changes, businesses in Cyprus can create a happier and more effective work environment.
What is the meaning of employee engagement?
Employee engagement is a crucial aspect of organisational success. It represents the emotional connection employees have with their workplace and its objectives. It transcends mere job satisfaction, reflecting a genuine concern for work quality and a better understanding of the desire to contribute to the company’s prosperity.
Highly engaged employees exhibit proactive behaviours, going above and beyond their job descriptions. They demonstrate a passion for their roles and willingly take ownership of their responsibilities. This level of commitment significantly influences company culture and plays a pivotal role in driving overall success.
As noted in the Harvard Business Review, organisations prioritising employee engagement often reap the benefits of increased productivity, improved retention rates, and enhanced morale among staff members. Engaged employees are more likely to collaborate effectively, innovate, and advocate for the organisation internally and externally. Consequently, fostering a culture of engagement should be a top priority for businesses seeking sustainable growth and competitive advantage in today’s dynamic market landscape.
How does employee engagement work in the workplace?
Employee engagement is a fundamental aspect of fostering a positive company culture. A workplace characterised by strong values, transparent communication, and opportunities for personal and professional development tends to experience higher levels of employee engagement.
When employees feel appreciated, respected, and listened to, they are more inclined to remain engaged with their work. A corporate environment that prioritises employee welfare recognises accomplishments and provides avenues for career advancement can significantly impact staff members’ engagement levels.
Ultimately, a robust workplace culture is one in which employees feel a sense of belonging and purpose. This sense of belonging can be a powerful motivator, inspiring employees to strive for excellence in their roles and contribute effectively to the organisation’s success.
What is the purpose of employee engagement?
Employee engagement is crucial beyond job satisfaction; it ensures a company’s success. Various employee engagement statistics support the idea that engaged employees are happier, more productive, innovative, and dedicated to achieving shared objectives.
One significant benefit of fostering employee engagement is its positive impact on retention rates. Employees who feel valued and connected to their roles are less likely to seek opportunities elsewhere. This translates into enhanced employee loyalty, contributing to the stability and expertise of the workforce in the long run.
Engaged employees derive greater job satisfaction from their roles, leading to increased creativity and a willingness to exceed expectations, positively impacting the company’s employer brand. The enthusiasm and passion engaged employees bring to their work environment can create a more dynamic and collaborative atmosphere, ultimately driving business success.
How can employee engagement be improved in Cyprus?
Improving employee engagement in Cyprus requires a thoughtful and customised approach. Collaboration between human resources teams and leaders is essential to developing effective engagement strategies tailored to Cyprus’s employees’ unique needs and objectives.
Regular feedback mechanisms should be established to monitor progress and address any issues promptly. Recognising and rewarding achievements is crucial in fostering a positive work environment and motivating employees to excel. Open communication channels help build trust and transparency within the organisation, encouraging active participation from all team members.
Implementing performance management systems emphasising growth and development can empower employees to reach their full potential, enhancing their overall engagement. By investing in initiatives prioritising employee well-being and professional advancement, organisations in Cyprus can cultivate a culture of high performance and job satisfaction among their workforce.
Is there an employee engagement app that helps workplaces in Cyprus?
In today’s digital world, an employee engagement platform, along with employee engagement software and apps, are great tools for businesses in Cyprus that want to boost employee engagement. These platforms act as a central point for communication, feedback, and recognition, making engagement efforts smoother.
Employee engagement apps can help:
Gather Real-Time Feedback: Pulse surveys and quick feedback tools let companies frequently check employee feelings, including using employee engagement survey questions.
Recognise and Reward Achievements: Digital platforms help to publicly or privately appreciate employees’ efforts efficiently.
Facilitate Communication and Collaboration: Special channels in the app can build better team connections.
Using these apps can change the work environment in Cyprus. They help organisations listen, connect, and engage their employees.
How is an employee engagement model defined?
An employee engagement model is a helpful way to understand and improve what makes employees engaged in a company. Based on the company’s situation, this model points out the main things that contribute to the company’s engagement.
These can include opportunities for growth, recognition, and strong leadership. When companies spot these key drivers of engagement, they can customise their engagement efforts. This helps them meet the specific needs and desires of their workers. A transparent engagement model acts like a guide for building a better work environment, which can lead to better business outcomes.
Who is responsible for driving employee engagement?
Human resources and HR professionals are essential for creating and implementing engagement strategies. However, keeping employees engaged belongs to the whole organisation and requires teamwork from leaders, managers, and individual workers.
Leaders create a positive environment that appreciates what employees do and cares for their well-being. Managers help turn those values into tangible actions by giving support, feedback, and chances to grow. In the end, everyone helps shape how engaged people feel at work.
What are the types of employee engagement in the workplace?
Workforce engagement is a multifaceted concept that manifests in various forms within organisations. By recognising and understanding these different types of engagement, businesses can develop more effective strategies to foster a positive and productive work environment.
Here are some key types of engagement:
Cognitive Engagement: This type involves employees who actively think about their roles and responsibilities. They find their work intellectually stimulating and enjoy the challenges it presents. These individuals are likely to be highly motivated and invested in their tasks, often seeking opportunities for growth and development.
Emotional Engagement: Emotional engagement centres around employees’ personal connection towards their work, colleagues, and the organisation. Emotionally engaged employees are passionate about their jobs, exhibit a strong sense of loyalty, and genuinely care about contributing to the company’s success. Building strong relationships and fostering a sense of belonging can enhance employee emotional engagement.
Behavioural Engagement: Behavioural engagement pertains to employees’ actions and behaviours in the workplace. Engaged employees use discretionary effort and go above and beyond their basic job requirements, demonstrating initiative, enthusiasm, and dedication to achieving organisational goals. They take ownership of their work, show commitment to excellence, and actively seek ways to add value to their roles.
Recognising and nurturing these different levels of employee engagement is essential for creating a workplace culture that supports staff members’ diverse needs and motivations. By tailoring initiatives that cater to cognitive, emotional, and behavioural aspects of engagement, organisations can cultivate a more inclusive, supportive, and fulfilling work environment for all employees.
What are the elements of employee engagement in the workplace?
Some key factors engage people at work and help create a positive experience for everyone. These factors include chances for growth, meaningful and challenging work, a sense of belonging, and recognition for what people do. One crucial factor is employee recognition.
When workers feel valued and appreciated, it boosts their self-worth. This makes them want to perform even better. Also, effective communication that starts with the right questions is essential. Open and honest communication builds trust. It helps workers feel informed and included when decisions are being made.
How do you keep employees engaged in the workplace?
Maintaining high employee engagement takes time and effort. It’s not just about doing one engagement project and expecting it to last. Companies must create a culture where listening to employees is a big part of operating.
Ask for employee feedback regularly through surveys, meetings, and suggestion boxes. Make sure to act on their feedback. This shows that you value what employees have to say. Creating a culture of continuous improvement tells employees that their ideas are essential. This helps them feel more engaged and take ownership of their work.
Why is employee engagement important in the workplace?
Employee and work engagement are critical to fostering a thriving and productive workplace environment. They transcend being merely a buzzword, significantly impacting an organisation’s health and success. When employees are emotionally invested in their work and feel a strong sense of connection to the company, they are more inclined to contribute meaningfully to its success.
Enhanced employee engagement correlates with increased productivity, lower turnover rates, and a more positive and vibrant company culture, helping to retain top talent. By prioritising employee engagement efforts, organisations can create a work environment where individuals are motivated, satisfied, and committed to achieving common goals. This not only benefits the employees themselves but also fuels the long-term growth and prosperity of the organisation as a whole.
Investing in initiatives that boost employee engagement, such as providing opportunities for professional development, fostering open communication channels, recognising and rewarding achievements, and promoting work-life balance, can yield significant returns regarding employee satisfaction and organisational performance. An effective employee engagement program ultimately creates a workplace culture that values and prioritises employee engagement, setting the stage for sustained success and continued growth.
What are the benefits of employee engagement?
The benefits of employee engagement extend far beyond a happier workforce. Organisations with highly engaged employees often experience better business outcomes, including increased profitability, improved customer satisfaction, and enhanced innovation.
When employees are invested in their work, they are more likely to go the extra mile, contributing to a more positive and productive work environment. This, in turn, can lead to improved financial performance and stronger competition.
Benefit
Impact
Increased Productivity
Higher output and efficiency
Reduced Turnover
Lower recruitment and training costs
Improved Customer Service
More satisfied and loyal customers
Enhanced Innovation
A more creative and solutions-oriented team
What are the disadvantages of employee engagement?
While high employee engagement has many benefits, we must also recognise the problems with low engagement. When employee morale is low, and people feel disconnected from their tasks and the company, it can create several issues.
Low engagement usually means less productivity, lower work quality, and absenteeism. These problems can spread throughout the company, affecting teamwork, customer bonds, and overall happiness.
Moreover, one major problem with low engagement is high employee turnover. Workers often look for other opportunities When they feel unappreciated or unhappy in their jobs. This leads to interruptions in the workflow and increases the costs of hiring new staff.
How can you raise employee engagement in the workplace in Cyprus?
Cultivating a highly engaged workforce in Cyprus requires a comprehensive approach that prioritises creating a positive and supportive work environment tailored to the Cypriot workforce’s specific needs. Central to this approach is establishing effective communication engagement strategies that resonate with employees.
Clear communication is pivotal in fostering engagement, as it helps build a culture where employees feel listened to and appreciated. The key drivers of engagement include regular feedback mechanisms and recognition for their contributions, which are essential in nurturing employees’ sense of belonging and motivation.
Furthermore, offering opportunities for professional development is critical in ensuring employee satisfaction and retention. By investing in skill enhancement programs and career growth pathways, organisations can empower their workforce to upskill, enhance their competencies, and advance within the company. This benefits individual employees and contributes to the organisation’s overall success and sustainability in Cyprus’s competitive business landscape.
What methods are used for measuring employee engagement?
Companies can use various other techniques to gauge employee engagement effectively, in addition to traditional methods like surveys. One-on-one meetings with employees provide a personalised touch, allowing for more in-depth discussions about their experiences and concerns.
Focus groups can be beneficial as they encourage collaboration and feedback among a small group of employees, offering valuable insights into the organisation’s overall sentiment. Analysing human resources data such as employee turnover rates and absenteeism can also serve as key indicators of employee engagement.
High turnover or increased absenteeism may suggest underlying issues that must be addressed promptly. Moreover, tracking productivity and job satisfaction metrics can further enhance understanding and highlight areas for improvement.
Regular check-ins and feedback mechanisms foster open communication and transparency, creating a conducive environment for employees to voice their opinions and contribute to organisational growth. By consistently monitoring employee engagement through various channels, companies can identify strengths to celebrate and weaknesses to address, ultimately fostering a more positive and productive work environment.
What is an employee engagement survey?
Employee engagement surveys are valuable tools that provide insights into employee engagement, continuous improvement levels, and employees’ level of involvement and commitment towards their organisation. These surveys allow organisations to measure employee engagement by enabling employees to express their genuine opinions on various aspects of their work environment, including job satisfaction, company culture, and overall happiness.
The data collected from these surveys enables companies to identify trends, pinpoint areas that require improvement, and develop strategies to address any issues raised by employees. Organisations can cultivate a more engaged and productive workforce by actively listening to employee feedback and taking appropriate actions.
Employee engagement surveys not only help gauge the current sentiment within the workforce but also serve as a proactive measure to prevent potential issues that may lead to disengagement or turnover, ultimately enhancing performance management and engagement efforts. They provide a platform for open communication between employees and management, fostering a culture of transparency and trust within the organisation.
Implementing employee engagement initiatives based on survey results demonstrates a commitment to prioritising employee well-being and job satisfaction. This can also enhance customer satisfaction and lead to better business outcomes. In turn, this can lead to increased employee retention rates, improved performance levels, and a more positive work environment overall.
What are employee engagement survey questions designed to assess?
Employee engagement survey questions are designed to determine what helps or hurts employee engagement. These questions look for the drivers of employee engagement, which are the key parts of the work environment and company culture that affect how employees feel about their jobs.
The questions usually cover how much purpose employees feel in their work, their relationships with coworkers and managers, their chances for growth and development, and how happy they are with the organisation. Organisations can learn what factors matter most to their employees by examining the answers to these questions.
Knowing what is most important helps organisations create better engagement initiatives. For example, suppose the survey shows employees don’t see enough growth opportunities. In that case, the organisation can work on providing clear career paths and offering helpful training programs.
What are common employee engagement survey questions?
Choosing the right questions for an employee engagement survey, including effective employee surveys, can make a big difference in the quality of the feedback you get. The questions you pick can help you gather important information or lead to unclear answers. Every organisation is different, but some common questions work well to measure how engaged employees feel, such as those that reflect current employee engagement trends.
Here are some common questions you can ask:
On a scale of 1 to 5, how engaged do you feel at work?
Do you feel proud to work for this organisation?
Do you feel valued and appreciated for your contributions?
Do you have the resources and support you need to succeed in your role?
Would you recommend this organisation as a great place to work?
These questions can be a good starting point. However, you may need to adjust them to fit your industry, company size, and goals. Also, including open-ended questions can help employees share their thoughts and feelings in more detail.
What are the key employee engagement strategies?
Implementing good employee engagement program strategies is the best way to create a modern workplace where employees feel valued and motivated. Key strategies include promoting open communication, giving regular feedback and recognition, and providing plenty of development opportunities.
Investing in employee growth through training programs, mentoring, and clear career paths shows a commitment to their long-term success. By going the extra mile and celebrating achievements, big and small, through employee recognition, companies can build a positive cycle that encourages good behaviour and strengthens employee engagement. Following these best practices helps organisations attract and keep top talent.
What is employee empowerment?
Employee empowerment is key to strong engagement and organisational success. It helps create a place where people feel trusted, respected, and able to show discretionary effort in making decisions at work. This means building a culture that values employees’ thoughts and lets them take charge of their tasks.
When employees feel empowered, they are more engaged. They build an emotional connection to their work and see how it helps the organisation succeed, contributing to business success and a strong employer brand. By giving employees, the freedom to make choices, businesses also encourage a sense of ownership and responsibility, turning them into brand advocates. This makes them want to put in extra effort.
What are the employee engagement activities in Cyprus?
Employee engagement activities in Cyprus are more than just office events. They take advantage of the island’s lively culture and stunning views. Team-building can include fun activities outside, visits to historical places, or joining in local cultural events. Companies are now paying more attention to building a positive and welcoming workplace culture.
They want to encourage a good balance between work and personal life. Flexible work options, wellness programs, and social gatherings are becoming routine. These changes show that businesses understand how important it is for employees to feel valuable and close to their teams in both work and personal settings.
Are there examples of successful employee engagement in Cyprus?
Yes, many companies in Cyprus show how to engage employees successfully. These businesses care about their workers’ well-being. They build a positive and supportive work environment that helps people grow and improve.
Knowing what their employees need and want, these companies adjust their engagement strategies. As a result, they enjoy the rewards of a happy and productive workforce, which makes them the preferred employers in Cyprus’s tough job market.
Are there successful employee engagement case studies in Cyprus?
Many specific case studies might be difficult to find because of privacy rules. Still, you can see how successful employee engagement helps businesses in Cyprus succeed. Companies in different fields, such as technology, tourism, and finance, realise that a happy and engaged workforce leads to good business results. These innovative companies follow similar steps regarding employee engagement.
They focus on clear and open communication, invest in developing their employees, and build a company culture that values diversity, equity, and inclusion. By prioritising these parts of the employee experience, these businesses boost their profits and become appealing places to work, which helps them attract and retain the best talent.
What is the next step?
Encouraging employee engagement is important for everyone in the organisation, not just HR professionals. To boost employee engagement, you can use pulse surveys. These surveys help you check employees’ engagement and find ways to improve.
Offer development opportunities that match employees’ needs and wants. Create a workplace-to-work environment where communication is strong, people feel recognised, and improvement is a constant goal. Engaged employees are more likely to work harder and become advocates for your brand.
Start now by making engaging survey questions and genuinely listening to what your employees say through employee listening. It’s time to improve workplace engagement!
Turn Your Workplace into a Great Place to Work!
Employees thrive in great company cultures—let’s build yours! Whether you’re aiming for higher engagement, better retention, or Great Place to Work certification, we’re here to help. Fill out the form and let’s talk!
Workplace culture is the heart of a company. It shapes how workers interact, do their jobs, and help reach the company’s goals. This culture reflects the shared values, beliefs, and actions that create a company’s atmosphere. Cyprus, known for its diverse culture, has workplaces that mix traditional values with modern ideas.
The work environment in Cyprus is unique, from family-run businesses to large international firms. Understanding these cultural differences is very important, especially for new workers. It can help with better communication, create stronger relationships, and offer a sense of belonging for employees from different backgrounds.
What is Workplace Culture?
Company culture, also known as organizational culture, is a vital part of the work environment that defines the organization’s culture. It shapes how things are done in a company, including how people communicate, how leaders act, how decisions are made, and how employees are recognized.
You can think of it as a company’s personality. It influences what employees experience and how they interact with each other every day. You can’t just copy it easily; it grows naturally from the shared values, beliefs, and behaviours of the people in the organisation.
What does workplace culture include?
Workplace culture mainly shows the shared values and beliefs of an organization’s people. These values guide how employees act, communicate with each other, and make choices. They can focus on customer service, teamwork, innovation, or a strong work culture and good work ethic.
A company’s values often appear in a mission statement. However, their real meaning is revealed in daily actions and behaviours. The leadership team needs to define and practice these company values in their actions.
When a company consistently shows and supports its values, it becomes part of the organization’s core. This creates unity and purpose. It helps build a positive work environment where employees feel connected to each other, respected, and in line with the company’s goals, ultimately contributing to a concise list of values that reflect the organization’s culture.
How does culture influence decision-making?
Work culture significantly affects how decisions are made in a company. Decisions often come from a group effort in a culture that values open communication and teamwork. Team members share their thoughts, which creates a sense of ownership and brings in different viewpoints.
On the other hand, in a stricter culture, the power to make decisions may rest with a few people at the top. This can help speed up certain decisions but may also make employees feel ignored or left out of important talks.
In the end, a good work culture allows employees at all levels to share their ideas, supported by an employee recognition program. This leads to a more welcoming place where everyone feels important, and decision-making is more transparent and diverse.
Why is culture important in the workplace?
A positive workplace culture is important for a strong workplace culture and a company’s success. It helps employees feel engaged, stay longer, and work better. When workers feel valued and supported, they give more to their jobs and care about the company’s progress. Employee recognition is essential in creating a good work culture.
When companies regularly acknowledge their employees’ hard work, it boosts morale and helps people feel they belong. Companies that focus on professional development also show they care about their workers’ growth and well-being. This can include training programs, mentorship programs, or chances for promotions. All this helps create a positive work environment.
How does workplace diversity influence workplace culture?
Cultural diversity is a valuable part of the workplace. It brings together people from various backgrounds, views, and experiences. When we embrace this diversity well, it encourages creativity and new ideas. It also helps us better understand our customers’ different needs.
A positive workplace culture sees and values these differences. It creates an inclusive space where everyone feels safe and respected. People are empowered to share their unique skills. It’s about recognizing diversity’s strengths and building a sense of belonging for all employees.
What is cultural diversity in the workplace?
Cultural diversity in the workplace means having employees from many different backgrounds. This includes differences in ethnicity, religion, gender, age, sexual orientation, and more. It is important to create a diverse team that shows the richness of our world.
Hiring people from various backgrounds is just the beginning. We must also build an inclusive environment. This will make everyone feel comfortable showing their true selves at work. It is about creating a culture that respects and values differences.
Psychological safety is very important in a workplace with cultural diversity. This means creating a space where employees can share their thoughts and ideas without fear of judgment. When people feel safe, open communication can happen, leading to better teamwork and new ideas.
How do we manage cultural diversity in the workplace?
Managing diversity well takes ongoing work and commitment from everyone in the organization. It is not just something for HR; it is about making inclusivity a part of the company culture.
To build an inclusive culture, you need to understand unconscious biases and be ready to address them. This can mean having diversity training for employees and leaders. These programs can help raise awareness, change assumptions, and encourage respectful interactions.
Here are some primary strategies for smartly managing diversity:
Do inclusive hiring: Make sure job descriptions are free from bias. Aim to recruit a diverse group of candidates.
Encourage open communication: Set up ways for employees to share their thoughts, experiences, and ideas.
Celebrate cultural differences: Ask employees to share their traditions, holidays, and views to build respect and understanding.
By supporting inclusivity and belonging, companies can attract and retain top talent, boost innovation, and create a workplace where everyone feels valued and respected.
Can embracing cultural differences improve team performance?
Embracing cultural differences is not only the right thing to do; it also helps organisations improve team performance. When people from different backgrounds come together, they bring their ideas, experiences, and ways to solve problems.
This mix of thoughts boosts creativity and innovation. Teams with different views can question old ideas, find mistakes, and create solutions that meet many needs. By creating a space where everyone feels safe sharing their ideas, organisations can unlock their teams’ full potential, which can lead to excellent results.
What is the role of workplace culture in employee engagement?
Workplace culture is very important for employee engagement and satisfaction. It is a hidden force that affects how connected and committed employees feel to their work and the company. A positive company culture creates a sense of belonging, purpose, and job satisfaction.
When employees feel valued, respected, and supported, they are more likely to be engaged. They will want to put in extra effort and do their best work. On the other hand, a hostile or toxic work environment can lead to disengagement, low morale, and high staff turnover.
What types of workplace cultures exist in Cyprus?
Workplace cultures in Cyprus are very varied, just like the island. They mix old traditions with new ideas. You can see some businesses that follow a family-like structure. At the same time, some startups and tech companies work in a more team-oriented and creative way.
Cyprus’s corporate culture is also shaped by its history and location. It has a warm Mediterranean feel and European professionalism. Knowing about these cultural differences can really help when working in these workplaces.
1. Collaborative Culture in the Workplace
A collaborative culture involves teamwork, open communication, and a shared purpose. In these settings, workers feel empowered to share their ideas, participate in discussions, and work together on common goals.
This type of culture supports a flat organisation where decision-making is shared, contrasting with a hierarchy culture. Employees at every level feel valued and heard. Information is shared freely, and there is a strong focus on helping one another and sharing knowledge.
Collaborative cultures are especially beneficial for companies in fast-changing industries. In these fields, being quick, innovative, and able to adapt to change is crucial for success.
2. Competitive Workplace Culture
A competitive culture relies on ambition and determination. People in this culture aim for high performance and always strive for better results. Individual achievements are important, and success is often measured by how well one performs compared to others. Workers are pushed by their personal goals, bonuses for good work, and the wish to do better than their coworkers.
This focus can create motivation and feelings of success. However, it is vital to keep a healthy balance. In a market culture, competition usually focuses on outside rivals. Gaining market share, acquiring new customers, and achieving financial success are major goals.
3. Innovative Culture in the Workplace
An innovative culture is about continually seeking new ideas. People are open to trying different things and accept certain risks. In these places, workers are encouraged to think differently, challenge standard ways, and find creative answers to tough problems.
There is a strong focus on creativity, research and development, and the chance to try without worrying about failing. This type of culture attracts people who are excited, curious and want to make a change.
Innovation grows well in places where collaboration, open communication, and sharing of ideas are part of the day-to-day. Companies that build an innovative culture usually lead their fields by pushing limits.
4. Clan Culture in the workplace
Clan culture is common in small organizations or family-run businesses. This culture creates a strong sense of community and loyalty among employees. People feel connected to the company and each other and share in its success. Teamwork and support are very important.
They help create a space where everyone feels valued. Senior leadership often acts as mentors, helping their team members grow. Clan cultures are great at building loyalty and a strong sense of belonging. But as the organization grows, clear communication and decision-making are important.
What defines a positive workplace culture?
A positive workplace culture is key to a successful organization. This environment makes employees feel valued, respected, and supported in their jobs and personal lives. Mutual respect is fundamental here. Open communication, empathy, and understanding are essential parts of this culture.
Employee well-being is very important. Companies should focus on work-life balance and offer flexible work options. They should also promote initiatives that help with physical and mental health. This creates a better work experience, and employees become more productive, creative, and satisfied with their jobs.
How to improve workplace culture in Cyprus?
Improving the work environment takes effort and understanding what makes Cyprus different. The first step is to gather feedback from employees. This can be done through surveys and open forums. This feedback gives important ideas about their experiences and suggestions for change.
Effective leadership strategies are essential for employee relationships. Leaders should support positive change by leading by example. They should create a culture of mutual respect, open communication, and appreciation for diversity.
It is also important to invest in employee development programs. Promoting work-life balance and regularly recognizing employee contributions are essential for building a more positive and engaging workplace.
What characterizes a toxic workplace culture?
A toxic workplace culture can manifest in different ways. It often includes negative behaviors that hurt employee morale and inhibit creativity. It can also make it hard for people to be productive. Common signs include poor communication, secrets among staff, and a feeling of negativity in the air.
Gossiping, bullying, and micromanagement are all signs of a toxic culture. These behaviours can harm the well-being of employees. If not dealt with, they can spread through the workplace, making the work environment hostile. They can also lead to high turnover rates, low productivity, and even legal troubles.
What is the safety culture in the workplace?
Safety culture means the shared values, beliefs, and attitudes that focus on the safety and well-being of employees at work. It is about creating a place where everyone takes care of their own safety and the safety of their coworkers.
This includes setting up clear safety rules, giving proper training, and encouraging open communication for reporting dangers or close calls. Good risk management is key to a strong safety culture. It involves finding, assessing, and managing risks to stop accidents and keep people safe.
What are typical examples of workplace culture in Cyprus?
In Cyprus, you will find different workplace cultures. This shows the island’s blend of traditional values and modern ideas. Family-run businesses usually create a close-knit culture. They focus on loyalty, personal relationships, and a strong sense of community.
On the other hand, larger companies and multinational firms tend to be more formal and follow a strict structure. Startups and tech companies often prefer a teamwork-based and creative atmosphere. In the end, the company’s mission, values, industry, and leadership significantly influence workplace culture.
What action should you take next?
Building a great workplace culture isn’t a one-time effort—it’s an ongoing commitment. It starts with open communication, a genuine desire to improve, and a workplace where employees feel valued and respected. When people feel empowered, they do their best work.
Embrace diversity, invest in professional growth, and prioritize employee well-being. A strong workplace culture boosts engagement, drives productivity, and sets your organization up for long-term success—especially in Cyprus’s evolving business landscape.
Now is the time to take action. Create a work environment where employees thrive, and your company will, too!
Turn Your Workplace into a Great Place to Work!
Employees thrive in great company cultures—let’s build yours! Whether you’re aiming for higher engagement, better retention, or Great Place to Work certification, we’re here to help. Fill out the form and let’s talk!
A strong workplace culture is crucial for success in today’s business world. A good work environment is more than just a place of employment. It helps engage employees, improve workplace morale, and support growth. So, how can you create this? Employee surveys help understand how workers feel and what they experience.
By collecting anonymous feedback about different areas—like leadership, communication, work-life balance, and recognition—companies can leverage employee feedback data platforms and AI to obtain vital information to improve. This feedback helps focus on specific issues and strengthen what is already good. Eventually, this leads to a more engaged and happier workforce.
What is a Workplace?
The term “workplace” refers to more than just the physical area where people do their jobs. It includes the work environment, company culture, and employee relationships. A positive workplace is one where employees feel valued, respected, and supported. They should be able to show their true selves at work without fear of judgment or discrimination.
Creating an inclusive environment is important for long-term success. It helps employees from different backgrounds feel like they belong. Promoting diversity in many ways, such as gender, ethnicity, sexual orientation, and religious beliefs, is essential. When companies appreciate every person’s unique skill, they build a lively and rewarding workplace culture over the long term.
What is the purpose of a workplace?
The role of a workplace is more than just a place for people to do their jobs. It helps boost productivity and supports smooth operations. It encourages new ideas and helps reach business goals. A good work environment emphasizes comfort, teamwork, and employee happiness to improve results and performance.
The workplace offers chances for personal growth. It is a space for employees to learn new skills, gain experience, and advance their careers. A helpful and inspiring work environment supports talent and encourages personal and company development.
What are the main employee benefits in Cyprus?
Cyprus offers a range of employee benefits designed to attract and retain talent while ensuring worker well-being. These benefits vary based on industry, company size, and employment contracts.
In Cyprus, key employee benefits typically include a range of perks that apply to various industries and roles, including:
Benefit
Description
Annual Leave
Paid time off for vacation and personal reasons, typically around 20-22 days.
Sick Leave
Paid leave for illness, ensuring employees can prioritise their health.
Maternity Leave
Extended paid leave for mothers before and after childbirth.
Public Holidays
Paid time off for national and religious holidays.
Social Security
Contributions to a social insurance system, providing benefits like pensions.
Provident Fund (Optional)
Employer contributions to a retirement savings plan.
Health Insurance
Employer-provided or subsidized health insurance plans.
Hybrid and Remote Work
Allows employees to work part-time from home or other locations, promoting work-life balance and flexibility.
Flexible Working Hours
Offers employees the ability to adjust their work schedule, improving autonomy and accommodating personal commitments.
Unlimited Annual Leave
It allows employees to take as much paid time off as they need, promoting mental health and well-being.
Training and Development
Offers professional growth through job-related and personal interest learning, fostering skill development and personal growth.
Travelling
Encourages employees to travel, whether for business or personal purposes, to support work-life balance and cultural enrichment.
In addition, some companies in Cyprus offer further benefits such as bonuses, meal allowances, transportation assistance, or flexible working arrangements to attract and retain employees in a competitive job market.
What is a Workplace Certification?
A Workplace Certification shows that a company has met specific standards for building a good work environment. It means the company cares about its employees and works to create a respectful, engaging, and supportive environment.
This outside approval sends a strong message to future employees, clients, and partners that the company values its people and aims to offer a great work experience.
This video from Great Place To Work Deutschland explains how an employee survey works.
Is Workplace certification possible for companies in Cyprus?
Certification includes an employee survey and, for large organizations, the submission of what we call a cultural audit. This helps companies fully understand the workplace experience. If a company meets the needed standards, it earns the certification, which lasts for a specific time. It shows its commitment to a positive work environment.
When companies in Cyprus actively work for and earn workplace certification, they show they care about global best practices in human resource management. This can improve their reputation and brand image and help them attract and retain the best talent.
What is a Recognition Program?
A Recognition Program is a way for companies to show appreciation for their employees’ work. It goes beyond pay and helps build a culture of gratitude and value. These programs can include many types of recognition.
You might see verbal praise, written notes, awards, or chances for career growth. When companies regularly recognize and celebrate their employees’ successes, it can improve morale, keep people engaged, and help keep them on the team.
Will certifying the workplace increase the company’s recognition?
Yes, getting certified can help a company stand out. It shows the public that they work hard to create a good and rewarding work environment. This kind of recognition goes beyond just the company. Certified workplaces often get awards and shout-outs in industry magazines, social media, and job sites.
This good recognition makes the company look better, helps attract new employees, and builds its reputation with clients and partners. Also, the certification acts like a seal of approval. It tells job seekers that the company cares about its employees and creates a helpful work environment. This reasonable view of the company can help attract and keep great workers in a busy job market.
What steps are needed to certify a company’s workplace in Cyprus?
The following steps are taken whenever a company wishes to certify its workplace:
1. Survey Your Employees
Conduct the Trust Index Survey, an employee feedback survey that measures employee experience across key workplace dimensions like trust, leadership, and company culture.
The survey consists of 60 statements and 5 standard demographics.
Submit details about your organisations, including size, industry, and workplace programs.
This helps provide context for survey results and employer branding.
For Companies with over 200 employees – submit the Culture Audit:
The Culture Audit is a detailed questionnaire that helps Great Place to Work evaluate a company’s workplace culture, leadership, and HR practices. It is primarily used for BestWorkplaces rankings rather than just certification.
3. Data Analysis & Certification Decision
Great Place to Work analyses survey results and compares them against benchmark data through a SAS Platform, the Emprising.
If your company meets the Certification threshold (typically 65%+ positive responses), you become Great Place to Work-Certified.
4. Employer Branding & Recognition
Once certified, you receive:
The Certification badge will be showcased on websites, social media, and recruitment materials.
A feature on the Great Place to Work website and other media opportunities.
Eligibility to be considered for Best Workplaces lists (e.g., Europe’s Best Workplaces, Fortune 100 Best Companies to Work For).
5. Action Planning & Continuous Improvement
Receive survey insights and analytics to identify strengths and areas for improvement.
Use tools like GPTWs to analyze and accelerate the development of strategies for enhancing workplace culture.
This video of Great Place to Work UK, explains how the survey platform works on emprising.
What is the purpose of the Culture Audit?
The purpose of the Culture Audit is to:
Provides qualitative insights into how a company creates and sustains a great workplace culture.
Evaluate people practices, leadership philosophy, and organisational values beyond employee survey results.
Helps differentiate companies competing for a spot on the Best Workplaces lists (e.g., Europe’s Best Workplaces, Fortune 100 Best Companies to Work For).
What Does It Include?
A written submission covering key aspects of workplace culture, such as:
Leadership & Values — How leadership inspires trust and aligns with company values.
Hiring & Onboarding — How new employees are recruited and integrated.
Employee Development — Training, career growth, and mentorship programs.
Recognition & Rewards — How employees are acknowledged and rewarded.
Well-being & Work-Life Balance — Policies supporting employee health and flexibility.
Diversity, Equity & Inclusion — Efforts to create a fair and inclusive workplace.
Certification Award — Once your company meets the certification standards, you will receive official recognition, usually valid for a specified period. Continuous improvement is essential to maintaining effective workplace practices.
Feedback and Improvement — After the assessment, companies receive detailed feedback and recommendations for enhancement. Use this feedback to refine your workplace strategies.
What defines Workplace Engagement?
The definition of employee engagement includes how enthusiastic, dedicated, and committed people feel in their roles each day. Workplace engagement is about how much employees care about their company and its goals. It’s not only about being at work; it’s also about being passionate, motivated, and wanting to make a real difference.
Engaged employees do more than the bare minimum. This kind of engagement is essential for both personal and organisational success. Human resources professionals recognize that it’s about creating a strong bond between employees and their jobs. An engaged workforce contributes to business success, with workers who care deeply about their jobs.
These employees strive to do their best to help the company succeed. When workers understand their purpose and share the organization’s values, they become more engaged, which can help lower absenteeism. Engaged employees don’t just show up; they participate actively. They are passionate about what they do and want to achieve meaningful outcomes.
How do we measure workplace engagement in Cyprus?
Measuring workplace engagement is very important for companies in Cyprus. It helps them understand how their employees feel and find ways to improve. A good way to measure employee engagement is by using well-made surveys.
The survey questions should focus on essential aspects of the employee experience. These include job satisfaction, relationships with managers and peers, shared company values, and chances for growth. By making questions specific to the Cypriot workplace, companies can learn more about what drives engagement.
Looking at the survey data helps companies see trends. They can find out where employees feel appreciated and where they need more support. This information allows companies to make better choices and create focused plans to build a more engaged and rewarding work environment.
At Great Place to Work® Cyprus, we measure workplace engagement through our employee feedback survey – the Trust Index:
The Trust Index Survey is the cornerstone of Great Place to Work’s research methodology. It is designed to assess employee experience and workplace culture through a data-driven approach.
Built on over 30 years of research, the survey gives organizations insights into trust,leadership effectiveness, workplace fairness, and employee engagement. It is the primary toolfor Great Place to Work Certificationand eligibility forBest Workplaces rankingsworldwide.
What is the Trust Index Survey?
At its core, the Trust Index Survey measures the quality of the relationships betweenemployees and their leaders, their work, and their colleagues. Research has shown that these relationships are the foundation of a high-performing and engaging workplace.
The structured survey gives organisations a clear picture of how employees perceive their work environment and whether they experience a culture of trust and inclusivity. The survey consists of 60 core statements that employees respond to on a five-point Likert scale, ranging from strongly disagree to agree strongly.
These statements are grouped into five key dimensions of trust that define a great workplace:
Dimension
What It Measures
Example Statement
Credibility
Leadership transparency, communication, and competence.
Management is honest and ethical in its business practices.
Respect
Employee support, inclusion, and recognition.
Management genuinely seeks and responds to suggestions and ideas.
Fairness
Equity in decision-making, rewards, and policies.
Promotions go to those who best deserve them.
Pride
Employees’ connection to their work and company mission.
I feel proud to tell others I work here.
Camaraderie
Teamwork, collaboration, and sense of belonging.
People care about each other here.
In addition to these core statements, organisations may include:
Demographic questions to analyse variations in employee experience across different groups (e.g., job level, gender, tenure).
Open-ended questions to gather qualitative insights on company culture.
This video from Great Place To Work Nederland explains what the Trust Index Survey is and how it works.
What is the research behind the Trust Index Survey?
The Trust Index Survey is scientifically designed to measure employee sentiment accurately and reliably. It is based on decades of global research from millions of employees across industries, allowing organisations to compare their results with regional, sector, and Best Workplaces benchmarks.
Key Research Findings
High-trust workplaces outperform their competitors.Companies with strong Trust Index scores see higher innovation, financial performance, and employee engagement.
Trust is a key driver of employee retention. Employees in high-trust workplaces are three times more likelyto stay with their company long-term.
Inclusivity matters.Thefor-all methodology, an extension of the Trust Index, ensuresthat workplace culture isequally experienced across different demographic groups. Organisations that excel in this area benefit fromgreater agility, innovation, and long-term success.
Using the Trust Index Survey, organisations gain a measure of workplace culture and a roadmap for building a more engaged, innovative, and high-performing workforce.
What is the Trust Index Survey process?
The Trust Index Survey is designed to be flexible and can be conducted in various formats to suit different workplaces.
1️. Survey Launch — Employees receive a confidential survey link (available in over 40 languages). 2️. Data Collection — Surveys remain open for 1-3 weeks, depending on company size and response rates. 3️. Analysis & Benchmarking — Results are compared against industry and Best Workplacesbenchmarks. 4️. Certification & Insights — Companies meeting the 65%+ positive response threshold become Great Place to Work-Certified.
Customization & Benchmarking
While the 60 core statements remain standard across all organizations, companies can customize their survey by adding additional questions that address their specific workplace priorities. The benchmarking capability allows organizations to track progress over time and measure their workplace culture against leading employers in their region and industry.
Why does the Trust Index Survey matter?
The Trust Index Survey is more than just an employee engagement tool—it providesa strategic advantage for companies seeking to build strong, inclusive workplace cultures.
By leveraging the insights from the survey, organizations can:
✔ Identify areas for cultural improvementand implement targeted action plans. ✔ Enhance employee trust and engagement, leading to better performance and retention. ✔ Strengthen employer branding and attract top talentby showcasing a strong workplace culture. ✔ Qualify for Great Place to Work Certificationand gain recognition as a Best Workplace.
Ultimately, the Trust Index Survey is a powerful instrument that transforms workplace culture data into actionable insights, helping organizations build a thriving, high-trust workplace that benefits employees and business performance.
What are the different levels of workplace engagement?
Understanding the different engagement levels in a workplace is important. This helps in creating effective engagement strategies. Employees can be categorised as highly engaged or actively disengaged. Each group has different drivers and effects.
Highly engaged employees are enthusiastic and committed. They often go the extra mile. These workers find their jobs meaningful. They feel valued and contribute generously to the team. In contrast, disengaged employees have low morale. They put in minimal effort and may bring down the work environment.
Recognising the drivers of engagement is vital. Important factors include meaningful work, opportunities for growth, good leadership, and a positive work environment. By focusing on these drivers, organisations can create a workplace that meets various employee needs, helping to move employees toward higher engagement levels.
How does workplace engagement affect employee productivity?
Workplace engagement and employee productivity are closely linked. When employees feel valued and connected to their work, they become more productive. They show up fully, often do extra, and aim for excellence in what they do.
The benefits of employee engagement go beyond just more work getting done. It leads to better quality work, fewer mistakes, and more employee ownership. When employees care about their work, they give more of themselves.
This passion boosts innovation, creativity, and a readiness to face challenges. This positive change spreads to the entire organization, helping to build a culture of excellence and firm performance.
Why should Cypriot companies improve workplace engagement?
In today’s changing business world, Cypriot companies must keep employees engaged to do well and stay ahead. A company’s success is closely tied to its workers’ motivation and enthusiasm. When employees want to give their best, the whole company benefits.
Improving workplace engagement has many good things. It helps keep employees longer, cutting costs and stopping high turnover issues. It also boosts productivity, efficiency, and the quality of work. Engaged employees can become brand ambassadors.
They help create a positive image for the brand and draw in top talent. By building a “great place to work,” companies can offer recognition, growth opportunities, and well-being. This attracts and keeps top-tier talent, giving Cypriot companies an advantage over others.
What is Employee Engagement?
Employee engagement is how employees feel emotionally connected to their work and company. It’s more than just being satisfied with a job. As a human resources metric, it shows a strong commitment to the company’s goals and a better understanding of readiness to put in discretionary and extra effort, ultimately contributing to organisational and company success.
When employees are highly engaged, they hold favourable opinions of their place of work, often viewing it as a great place in a moderately favourable light, and are excited about their tasks. They have a clear purpose and care about their organisation’s performance, which leads to favourable opinions of their place of work. This leads to high performance, better productivity, and a positive company culture.
What are employee engagement surveys?
Employee engagement surveys are invaluable tools. They collect information about employees’ feelings about their jobs, work environment, and the company itself. These surveys have specific questions that help understand employee feelings, check satisfaction, and find improvement areas.
There are different kinds of employee surveys:
Annual surveys: These give a complete picture of engagement at one time each year.
Pulse surveys: These are shorter and happen more often to see how engagement changes and catches problems quickly.
The data from these surveys help companies make wise choices. They can improve workplace culture, raise employee spirits, solve issues, and create a more engaged and productive work environment.
Is regular training essential for maintaining high employee engagement?
Yes, regular training is essential for keeping employees engaged. When companies offer development opportunities, it shows they care about employee growth. This helps employees reach their full potential.
Continuous improvement is essential for engagement. Employees who get regular training learn new skills and stay updated on industry changes. They feel more confident in what they do. This makes them feel valued and helps them stay interested in their work.
Also, when companies provide training that matches career goals, they care about employees’ development. This leads to a more fulfilling work experience. It encourages employees to see a future in the company.
What is the difference between engaged and disengaged employees?
Understanding the distinction between engaged and disengaged employees is crucial for creating a thriving workplace. While both types of employees contribute to the organisation, their attitudes, behaviours, and impact on the workplace differ significantly.
Engaged employees are enthusiastic, dedicated, and passionate about their work. They go the extra mile, demonstrating initiative, creativity, and a commitment to achieving organisational goals. Disengaged employees, on the other hand, display a lack of motivation, enthusiasm, and connection to their work and the company.
Here’s a table summarizing the key differences:
Factor
Engaged Employee
Disengaged Employee
Attitude
Positive, enthusiastic, passionate
Negative, apathetic, indifferent
Motivation
High, self-driven, takes initiative
Low, requires constant supervision, avoids tasks
Productivity
High, consistently exceeds expectations
Low, meets only bare minimum requirements
Communication
Open, honest, proactive
Closed off, minimal communication
Teamwork
Collaborative, supportive, team player
Uncooperative, isolate themselves
What is the definition of Workplace Culture?
Workplace culture, also known as work culture, shows the character of a company. It includes the shared values, beliefs, attitudes, and behaviours that shape the work environment and are crucial for the organisation’s culture and success. It is a guide that helps employees interact, make decisions, and work hard.
A strong and positive workplace culture relies on trust, respect, and open communication, producing positive results. It shows how employees treat one another, how they do their work, and how they connect with the company’s goals. A healthy impact culture in the workplace is key to attracting and keeping top talent. It also helps boost employee engagement. It plays a vital role in the success of the organisation.
What defines a positive workplace culture in Cyprus?
In Cyprus, a strong workplace culture values family-friendly principles. The Cypriot culture emphasises family and personal connections. Organisations that support work-life balance, provide flexible work options, and care about their employees’ health are highly respected.
Additionally, a positive culture in Cyprus mirrors the country’s friendly and welcoming nature. Open communication is key, so employees should feel safe sharing their thoughts and worries. Leaders who show understanding, listen to their team members, and build a cooperative and helpful environment help create a positive work culture.
In the end, a strong workplace culture in Cyprus aligns with both the country’s values and the changing needs of its different workers. By following these ideas, organisations can build a positive work environment where employees feel valued, respected, and motivated to do their best work.
Does a strong workplace culture reduce employee turnover?
One of the most significant benefits of cultivating a strong company culture and workplace culture is its positive impact on employee retention. When individuals feel valued, respected, and supported in their work environment, they are less likely to seek opportunities elsewhere, such as a job offer from competitors. A positive company culture fosters a sense of belonging and loyalty, making employees feel like they are integral to something meaningful.
Conversely, a toxic culture work environment, characterised by negativity, poor communication, or a lack of appreciation, can lead to increased stress, decreased job satisfaction, and ultimately, higher employee turnover, resulting in low productivity and undermining organisational success. Replacing departing employees is costly, disrupts team dynamics, and hinders productivity.
Workplace Culture
Employee Turnover
Positive
Lower
Negative
Higher
Creating a workplace environment that prioritizes employee well-being, encourages open communication, and provides opportunities for growth and development is essential for attracting and retaining top talent. By investing in a positive workplace culture, organizations can reduce employee turnover and reap the benefits of a stable and engaged workforce.
What is considered a family-friendly workplace culture in Cyprus?
A family-friendly workplace culture in Cyprus is more than just good parental leave. It means truly understanding and respecting family values in Cypriot culture. This understanding should be part of the company’s core values. Companies that promote work-life balance are considered positive.
They allow flexible work schedules and create support for working parents. This can include on-site childcare, flexible hours, or working from home. A family-first work culture also recognises that employees have lives and duties outside their jobs.
It encourages them to prioritise their well-being and professional development, including learning new skills. This focus on employee relationships helps create a happier and more productive team, as employees feel supported throughout their lives.
Does workplace culture significantly influence customer satisfaction?
There is a clear link between a company’s workplace culture and its ability to satisfy customers in the long term. A healthy workplace culture that values a comprehensive list of values such as respect, integrity, and teamwork is essential as it influences how employees treat customers and the overall business outcomes. Workers who feel valued and respected tend to share those feelings during customer interactions.
This makes them more engaged, caring, and dedicated to providing excellent service, which helps improve customer satisfaction. Also, a company culture that focuses on improvement and puts customers first drives employees to go above and beyond by encouraging them to share new ideas. This dedication to excellent customer experiences, led by the leadership team and senior leadership, can boost customer loyalty, improve the brand’s reputation, and lead to business growth.
What defines Workplace Diversity?
Workplace diversity means having a mix of people in a company that appeals to potential employees. This includes the benefits of workplace diversity, such as differences in gender, age, ethnicity, sexual orientation, religious beliefs, and political beliefs. A diverse workforce offers a broader range of skills, ideas, and experiences. Creating a truly diverse workplace is more than just checking boxes.
It is about making a space where everyone feels valued and respected. People should feel empowered to share their unique skills. To achieve this and attract the best diverse talent, companies must commit to a comprehensive approach to inclusivity and actively work to reshape their hiring process to remove any barriers that stop people from all backgrounds from succeeding.
What is an inclusive workplace culture?
An inclusive workplace culture makes everyone feel welcome, respected, and valued, including ethnic minorities. It doesn’t matter what person’s background; everyone should feel they belong. Employees should be comfortable being themselves and sharing their own views. This means going beyond just accepting differences to genuinely celebrating them.
To build an inclusive workplace, creating a culture of empathy, understanding, and respect for all people is essential. This involves implementing policies and practices that support equality of opportunity and remove any barriers to inclusion.
When employees feel included and respected, they tend to be more engaged, productive, and contributing to the company’s success. An inclusive environment is good for employees and strengthens the whole organisation.
What key aspects contribute to workplace diversity?
Workplace diversity comprises different parts, each adding to a richer and more interesting work setting.
Here are some essential parts to consider:
Cultural Diversity: This means having people from many cultural backgrounds. Everyone brings special views, customs, and experiences to the job.
Gender Diversity: A balance of genders at work is not just about fairness. It also brings different views and ways to solve problems.
Ethnic Diversity: Having people from various ethnic groups increases the talent pool and offers many new experiences and viewpoints.
By accepting these and other types of diversity, companies in Cyprus can build a workplace that better shows the world. This can lead to more innovation, creativity, and a deeper understanding among workers from all backgrounds.
What are the differences between diversity and inclusion?
Diversity and inclusion are related but different ideas. Diversity means having people from many different backgrounds in the workplace. It considers each person’s unique traits and experiences. Inclusion is about creating a space where everyone feels welcome and respected.
It ensures that all workers, regardless of background, have the same chances to participate, contribute, and grow. An inclusive workplace is more than counting different workers. It takes effort to build a culture where everyone feels safe to be themselves at work, and it helps them reach their full potential.
Does workplace diversity drive innovation in Cypriot companies?
Absolutely! Workplace diversity is significant for businesses in Cyprus. When people from different backgrounds come together, they share unique experiences, views, and ideas. This blend can help find creative solutions and new ideas.
Diverse teams tend to question existing ways of doing things. This can lead to new approaches and answers that might not appear in teams with similar backgrounds. This variety of thinking creates a culture of innovation.
In such an environment, employees feel free to think creatively and try new things. By supporting a workplace culture that values and welcomes diversity, companies in Cyprus can tap into their team’s full innovative power, which can help them gain an advantage in the global market today.
Do Cypriot businesses implement diversity training programs?
Diversity training programs are becoming more common in Cypriot businesses. Companies realise the importance of promoting inclusivity and cultural understanding among their employees. When workers from diverse backgrounds learn to appreciate each other’s differences, it creates a friendlier, more supportive workplace.
These programs encourage employees to embrace diverse perspectives, which helps foster better communication and collaboration across teams. As a result, businesses build work environments where everyone feels valued, leading to a stronger, more unified company culture.
Does workplace diversity improve problem-solving?
Workplace diversity significantly improves organisations’ problem-solving abilities. When people from different backgrounds work together, they share unique views and experiences. This range of ideas helps teams examine issues differently, leading to creative and effective solutions.
By questioning beliefs and embracing different opinions, diverse teams can spot potential problems and devise more thorough ways to address them. Ultimately, a workplace that respects and uses the unique strengths of a diverse workforce is better at handling challenging problems. They can find new and innovative solutions that help achieve success.
What is a Workplace Environment?
A workplace environment includes the physical space, the people we interact with, and the organisation’s culture, all contributing to the overall work atmosphere. This means it’s about things we can see, like the office layout and facilities, as well as the rules for how we talk and interact, encompassing all aspects of work.
The workplace environment is very important. It affects how employees feel, how well they do their work, and how happy they are overall. A positive and supportive environment helps employees feel like they belong. It also encourages us to communicate openly, creating a positive environment that allows everyone to grow and develop in their roles.
What defines a healthy workplace environment in Cyprus?
A healthy workplace in Cyprus focuses on employees’ well-being and encourages a balance between work and personal life. This type of environment values respect and inclusion. Open communication and mutual respect are key to this culture. Workers’ mental and physical health is a genuine concern. Such an environment understands the importance of giving employees what they need to succeed at work and in their personal lives.
This means providing good pay and benefits, chances for professional development, and access to health care and wellness programs. In addition, a healthy workplace in Cyprus welcomes diversity. It builds a space where everyone feels valued. All employees are respected and empowered to share their skills and talents.
What types of workplace environments are available in Cyprus?
Cyprus has many work environments that fit different industries and work styles. Companies in Cyprus are now adopting various flexible work arrangements to attract and keep the best talent.
Here are some everyday workplace environments in Cyprus:
Traditional Offices: These spaces have dedicated work areas, meeting rooms, and common areas. They offer a structured, team-oriented setting.
Co-working Spaces are becoming more popular. These spaces provide shared environments for freelancers, startups, and remote workers and help build a sense of community and networking.
Remote Work Options: Remote work is becoming more common thanks to technology. This gives employees flexibility and independence.
What does Workplace Equity mean?
Workplace equity is more than just treating everyone the same. It means creating a fair work environment that includes fair compensation. This involves recognising and fixing hidden barriers that might hurt some people or groups.
Everyone should have equal opportunities, regardless of background, identity, or situation. Workplace equity focuses on fair pay, encourages all to have access to professional development, and supports a workplace culture free from discrimination and harassment.
How does workplace equity differ from workplace equality?
Workplace equity and equality are often confused, but they are different ideas. Workplace equality focuses on giving everyone the same resources and opportunities. This means everyone has the same access to benefits, training, and promotions. On the other hand, workplace equality understands that real estate fairness means recognising and fixing current gaps. It wants to build a welcoming place where everyone can succeed.
This is done by providing support and resources that fit individual needs. To do this, we must consider gender, race, ethnicity, sexual orientation, disability, and economic background. We must also create rules and practices that address any benefits or difficulties these factors might create.
How is workplace equity measured in Cyprus?
Measuring workplace equity in Cyprus involves assessing organisational culture, policies, and practices to identify and address potential disparities.
This includes examining key factors such as:
Measurement Area
Key Considerations
Compensation & Benefits
Analyse pays gaps based on gender, ethnicity, and other protected characteristics.
Recruitment and Promotion
Evaluate hiring and promotion processes for bias and ensure equal opportunities for all.
Access to Development Opportunities
Assess the availability and accessibility of training programs for all employee groups.
By regularly measuring and analysing these factors, organisations in Cyprus can identify areas where inequities exist and implement targeted interventions to promote a fairer and more equitable work environment.
What is a workplace training program in Cyprus?
A training program at work in Cyprus helps employees improve their skills and knowledge, leading to growth for both the individual and the organisation. These programs give employees the tools to do well and prepare for future job opportunities.
Companies in Cyprus must invest in employee training if they want to stay competitive today. By offering chances for professional development, organisations show that they care about their employees’ growth and encourage a culture of ongoing learning.
How does a workplace training program benefit employees?
Workplace training programs provide many benefits for employees. These programs help them learn the skills and knowledge they need to succeed in their jobs.
Here are some key benefits:
Better Job Performance: Training programs help employees learn the latest industry knowledge and best methods, allowing them to do their jobs more quickly and effectively.
Career Growth Opportunities: Employees who learn new skills and gain more knowledge improve their chances for promotions and leadership positions.
Higher Earning Potential: Employees who gain valuable skills and experience from training can earn more money and become more competitive in the job market.
What is workplace well-being?
Workplace well-being includes the physical, mental, and emotional health of workers. It means making a space where people feel supported and valued. This helps them do their best while balancing work and life. HR departments are critical in this process. They help build a positive work culture, handle employee concerns, and provide resources for overall health and happiness.
Organisations can see higher morale and better productivity when they focus on well-being. There are fewer misunderstandings among coworkers, and employee turnover decreases as well. Additionally, promoting empathy and understanding helps create a positive and supportive workplace, benefiting both the employees and the organisation.
What does workplace flexibility mean?
Workplace flexibility means giving flexible employees choices that help with their personal needs, improve their work-life balance, and boost their bottom line while still maintaining productivity. It’s about setting up a flexible work environment to enhance their workday experience. This allows employees to change their work hours, locations, or arrangements to fit their unique situations and preferences.
For example, millennials and employees might work from home, combine their hours differently, or set up their flexible working workweek to match their personal commitments with fewer hours. This kind of flexibility is important now to attract and keep top talent.
Which sectors in Cyprus benefit most from workplace flexibility?
Workplace flexibility is becoming more important in many areas in Cyprus. Businesses see it as a way to lift employee morale, improve productivity, and retain talent. While most sectors can benefit from this, some have more to gain than others.
For example, the technology and creative fields often do well with remote employees and flexible workers, including caregivers, under the supervision of skilled professionals. These jobs usually need skilled people who work well independently, so flexible work arrangements make sense and are very attractive.
Additionally, sectors such as finance, consulting, and education, where knowledge workers are key, can benefit significantly from workplace flexibility and reduced office space requirements. In these areas, results matter more than being present in the office, which can help minimize burnout. This allows for more flexibility in how people work without lowering results, ultimately helping to reduce turnover. In the end, flexible work options can help attract and keep top talent, giving businesses an edge in a fast-changing job market.
How Should You Proceed?
Building a certified workplace starts with prioritizing employee satisfaction and well-being. Conducting employee surveys is a powerful way to gather insights, boost engagement, and strengthen your company culture.
Now is the time to listen, act, and create a supportive work environment where employees thrive. Start by fostering open communication, recognizing achievements, offering growth opportunities, and promoting work-life balance. Regularly assess employee feedback and implement meaningful changes to enhance workplace harmony and productivity.
Don’t wait—take action today and pave the way for a workplace that truly values its people!
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Employees thrive in great company cultures—let’s build yours! Whether you’re aiming for higher engagement, better retention, or Great Place to Work certification, we’re here to help. Fill out the form and let’s talk!
This is especially true for Gen Z, a generation that’s both anxious from uncertainty and hopeful for the future.
Employers hiring those born between 1997 and 2012 need to be aware of the unique experiences and expectations of Gen Z in the workplace — and how those factors impact their onboarding experience.
3 ways Gen Z’s upbringing influences the workplace
“Every generation has a unique backdrop of society that it grows up in,” says Dr. Meghan Grace, co-lead of the Institute of Generational Research and Education and a senior consultant with Plaid LLC, an organizational development firm that focuses on learning experiences.
In Gen Z’s case, she says, three factors stand out as defining characteristics: technological advancement, global connection, and high-stress uncertainty.
1. Gen Z has experienced rapid technological change
“When we look at what was going on with Gen Z in that time period, it’s rapid technological innovation, faster than any other period in time,” says Grace. “That is the only real way they’ve known how to connect with the world.”
As such, Gen Z is not just extremely skilled at learning new technology — they expect it.
Dr. Grace says Gen Z isn’t necessarily afraid of tools like AI, but they are very aware of how new tech will change the way they work — and they want to learn it.
“It’s ‘Can I be nimble? Can I learn skills that are transferable to a variety of different spaces and different industries,’” she says. “It’s not just, ‘I’m gonna be a doctor — I might need to be a doctor who can also manage a TikTok account that educates people on health issues.’”
Gen Z may be incredibly tech-savvy, but they’re also worried about what they don’t yet know. As such, they’re seeking employers that will give them those opportunities for ongoing learning and career development.
2. Gen Z has developed high empathy
While all generations face changing technology, Gen Z’s experience of it has broadened their worldview from a very young, formative age.
It used to be that high school represented your entire social circle, explains Dr. Grace. But with social media, Gen Z has broadened their networks in an unprecedented way.
For example, maybe someone had a niche interest and were the only kid in their school to care about that. But online, they could find a community with peers from different backgrounds.
They’ve also watched world events — from wildfires in Australia to the conflict in Gaza — unfold in real time, narrated through social media by young people just like them.
“Something that’s unique is that they can understand the human experience around the globe much more than previous generations can and feel that empathy,” says Dr. Grace. “They are more aware of what’s going on in the world geopolitically than previous generations.”
As such, Gen Z is seeking workplaces that align with their expanded worldviews and offer them the chance to make a difference.
“Gen Z more aware of what’s going on in the world geopolitically than previous generations.”
“They’re hopeful for the opportunity to take on jobs that have meaning, that create impact for other people,” says Dr. Grace. “Gen Z is channeling their activism in their personal lives and want to work for companies with social alignment.”
3. Gen Z has faced global uncertainty
Older Gen Zs were early adolescents when the 2008 U.S. recession hit — meaning at the time when they were dreaming about what they wanted to be when they grew up, they were also overhearing adults worry about layoffs and unemployment.
Then, while the oldest Gen Zs were in college or graduating into the working world, the COVID-19 pandemic hit. Classes and office jobs shifted online, forcing them to miss out on important social development. Many Gen Zs worked frontline jobs in retail or hospitality, where they faced furloughs and safety concerns.
Dr. Grace says this backdrop has left Gen Z with a lot of anxiety — but also a willingness to be nimble out of necessity.
Take our hypothetical medical student, who sees science as a stable career path, but is open to biomedicine and integrating AI or new technology into their work. Dr. Grace says they may then also broadcast their journey through medical school on social media for monetization.
“They are truly financially concerned, stability concerned,” says Dr. Grace. “And so, they’re utilizing everything in their toolbox to make sure they’re not going to be hit with financial uncertainty. They have the ultimate ‘Let’s prepare for the next rainy day’ mindset.”
While Gen Z has a reputation for job-hopping, it’s not because of short attention spans or disinterest. Rather, they’re switching jobs in search of financial security — higher pay, better benefits, and better growth opportunities.
“They have the ultimate ‘Let’s prepare for the next rainy day’ mindset.”
5 tips for successfully onboarding Gen Z employees
Given Gen Z’s unique worldview and experiences, it may not come as a surprise that some of the things Gen Z wants most in an employer are:
Relationship-building: The chance to connect with their colleagues as friends and mentors.
Skills development: The opportunity to learn and practice new skills that will help them in their career goals.
Workplace flexibility: The ability to shape their work life in a way that complements their personal life.
Here’s how to integrate these elements into your onboarding process:
1. Set up a buddy or mentor system
For Gen Z, the nuances of workplace interaction, such as communicating with multiple generations and working alongside new perspectives different from their peer group, was learned from behind a screen.
“I think that’s something they’re very cognizant of, that that’s a gap that they have,” says Dr. Grace.
She recommends pairing up Gen Z employees with a buddy who they meet with regularly. This could be just a friendly face who can answer questions they may be too scared to ask of their direct manager, or it could be a more formalized mentorship with someone who has similar career goals.
2. Offer a thorough training plan
Gen Zs are keen to learn. They are OK with acknowledging what they don’t know and will appreciate getting to try new things hands-on.
“They are sponges for skills,” says Dr. Grace. “They are seeking the ability to stack more things into their toolbox because they don’t know what skill they’re going to need down the road.”
Rather than relying solely on an all-in-one training session, consider bite-sized training and refresher opportunities. This kind of training aligns with the fast-based content delivery that Gen Z has become accustomed to online.
For example, if an employee is working on a new task for the first time, you could set up a 10-minute chat over coffee to walk them through it or send them a Loom video that guides them through it step-by-step.
3. Show what success looks like
Gen Z has grown up with a lot of uncertainty — which is why they want clarity in a new job. That includes knowing what’s expected of them today in the role, as well as what their path to success looks like.
When do reviews happen? Is there a checklist they can follow to achieve a raise or promotion? Setting transparent milestones early on will help to ease Gen Z’s concerns about stability and success.
“I can’t stress enough how much transparent leadership matters to this generation, and they want transparent leadership pre-hiring through onboarding,” says Dr. Grace.
4. Promote purpose
Great Place To Work research has shown that purpose in the workplace is one of the key factors that determines whether an employee will stay or quit.
Employers can win over and retain Gen Z employees with a meaningful company mission. In fact, Gen Zs are three times more likely to remain with an organization if they perceive their work to have “special meaning,” underscoring the significance of genuine commitment over mere lip service.
“Something that should actually start in hiring is talking about how their role and the work that they will do will have a bigger impact,” says Dr. Grace. “Why do we exist and why does this specific role play a part in what we achieve?”
Gen Zs are three times more likely to remain with an organization if they perceive their work to have “special meaning.”
5. Embrace flexibility
Great Place To Work’s research on employee retention strategies has found that employees are three times more likely to stay with an employer when they can choose between remote, hybrid, or onsite work.
While all generations are seeking flexibility these days, “this is a generation that has said it at a much earlier age,” says Dr. Grace. “They’re identifying that work is not their entire identity like previous generations have.”
Good onboarding is a business imperative
Proper onboarding isn’t just a nice to have — it’s essential for an engaged workforce.
“New hires are some of the most expensive to replace because you’re oftentimes replacing many of them multiple times a year,” says Dr. Grace. “The approach to onboarding needs to be incredibly holistic because when employees have barriers — even slight barriers or slight frustrations — those are the things they remember.”
Access our report, Unlocking the Secrets of Employee Retention, to find out how you can predict and prevent turnover in your workplace, including a special section on keeping Gen Z happy at your company.
Learn how you can use our employee engagement survey and data analysis platform to extract data on your employees workplace perception.
As the Content Program Manager at Great Place To Work, Claire helps decode the psychology behind high-trust workplaces using Great Place To Work’s extensive data repository on employee experience. Claire has co-authored noted reports such as “Women in the Workplace” and “The Power of Purpose at Work,” and contributed to Fortune with her profiles of the Best Workplaces™. Her latest report on employee retention strategies draws on the experience of 1.3 million employees to give leaders strategic guidance on retaining their top people.
Accenture’s North America Inclusion & Diversity lead shares practical tips for organizations looking to widen their talent pools.
Organizations have three levers they can pull to find the talented and diverse workforce they need.
Companies can widen their talent searches and bring more candidates into their pipeline. They can use training and development to create the specialized talent they need. They can also nurture talent within their organization, offering internal candidates the opportunity to upskill and progress to new roles.
To widen the talent pool at your workplace, diversify your pipeline.
“When we began focusing our inclusion and diversity efforts on closing talent gaps, we knew the answer lay in widening our horizons in how we sought out and retained our talent pool,” said Friend.
In 2016, Accenture became the first professional services firm to voluntarily publish its comprehensive workforce demographics, including by gender, ethnicity, persons with disabilities, and veterans in the U.S. — and since then, has added LGBTQ data.
Assembling an inclusive slate of candidates before interviews is one step towards eliminating bias in the search for talent.
“We’ve also removed bachelor’s degree requirements from about half of our entry-level roles in the United States,” Friend says. “That’s given us access to a much broader and more diverse talent pool.”
Representation matters during the recruiting process as well.
“It’s important to have diversity on your hiring team,” Friend said. “People want to see themselves reflected in our organization. When a job applicant doesn’t see diversity represented in the hiring process, it raises doubts about the commitment of the organization to create an open and welcoming environment.”
To mitigate systemic perception and process issues, Accenture ensures interview panels are diverse and balanced and that hiring power does not rest with a single individual.
“We use multiple interviewers,” shared Friend. “It has to be more than one person making the final call.”
Access to continuous learning and professional development opportunities are an important way organizations can upskill current talent at the company and unlock the full potential of their people.
If an employee isn’t finding success in their role, Friend recommends looking at three factors:
Are they in the right role?
Do they have the necessary skills?
Do they have the right sponsor?
“If people have gaps in their performance — clearly one of those three areas is not working, and organizations should help their people discover their best opportunities and expand their skill sets,” she said.
At Accenture, mentorship and sponsorship play a crucial role in the career progressions of internal candidates into future leaders. “We expect our leaders to sponsor and mentor our people,” said Friend.
3. Unlock the full potential of the talent you have.
A commitment to diversity and inclusion also means a company culture that cares about its people.
“We may choose the talent who join our company,” shared Friend. “But it’s critical to recognize that it’s our people who decide every single day whether to stay.”
Accenture provides its people access to tools and programs like Thrive Global, a behavior-change platform offering science-based solutions to lower stress and enhance well-being and productivity.
“Small behavior changes can really move the needle and have a big outcome over time,” Friend says.
Measuring results
To see the full benefits of a diversity and inclusion strategy, leaders must be accountable for their commitments. Outcomes must be measured and tied to business goals.
“At Accenture, we approach inclusion and diversity with the same discipline and rigor as any other business priority,” said Friend. “We set goals, share them publicly, collect data to continuously improve and hold our leaders accountable. We also expect our people to own the equality agenda — to make it part of their jobs — every decision, every day — and to speak up and to act. Everyone from the top of our board to the new joiner is responsible for a work environment where our people can be the same person both inside and outside of work.”
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Ted Kitterman is a content manager for Great Place to Work®. Ted has experience covering the workplace, business communications, public relations, internal communications, work culture, employee well-being, brand purpose and more. His work shines a light on the unparalleled data and insights offered by Great Place to Work’s decades of research, helping the company share its vision of a great place to work For All™.
Are you feeling the heat in today’s competitive job market? You’re not alone. Attracting and retaining top talent is becoming a tougher puzzle to solve. But what if I told you there’s a secret ingredient that could make your company stand out to job seekers?
Enter Great Place To Work® Certification™. A recent study carried out in the U.S revealed a game-changing insight: Job seekers are overwhelmingly more likely to choose a company that’s been certified as a great workplace by its own employees.
In the 2023 study by Great Place To Work® U.S, the sentiments of over 4,400 employees from typical U.S. workplaces were captured. This was part of a larger three-year market survey. Respondents were asked a straightforward question: “Would knowing a workplace has been certified as a great place to work by its own employees make you more likely to want to work there?”
The results were clear: People were 15 times more likely to choose a company knowing it was certified by employees as a great workplace.
That’s three out of four U.S. job seekers who said they’re more likely to choose a company that is Great Place To Work Certified™.
This is good news for Certified companies looking to recruit talent away from competitors, as employees are expressing less interest in leaving their jobs than they were in 2022. In fact, there’s been a 25% year-over-year decrease in employees who are undecided about whether to look for a new job, and a 26% increase in workers who say they plan to stay where they are.
In other words, the competition for top talent has heated up significantly, and employers need to stand out in the job market. Great Place To Work Certification tells job seekers that a company has a proven track record of providing a positive work environment, validated by current employees and unbiased, third-party assessments.
The role of trust in great workplaces
Before we explore the impact of trust on workplace dynamics, let’s talk about the importance of trust in earning Great Place To Work Certification. Our model is built on the belief that trust is the foundation of a great workplace.
It’s what we look for when we assess companies for Certification. We use our Trust Index™ Survey to measure how much employees trust their leaders, feel respected, and enjoy their workplace culture.
Our research has shown that trust doesn’t just make a nice place to work; it drives real business success. When employees trust their company, they’re more engaged, productive, and likely to stick around.
That’s why companies that earn our Certification are places where trust is strong, and as a result, they outperform their competitors.
But don’t just take our word for it; the numbers speak for themselves. In our same national employee survey conducted in 2023, we reached out to over 4,400 employees from a variety of industries and backgrounds. They shared their experiences on everything from trust and pride to innovation and fairness at work.
When we compared their responses to those from Great Place To Work Certified companies, the disparities were obvious. Certified workplaces consistently outshine the national averages, proving that trust isn’t just a feel-good factor—it redefines success for companies.
How companies Certified by Great Place To Work eclipse the typical workplace
Our research shows that Certified (aka high-trust) companies can boast about having better bosses, fairer paths to promotions, and higher employee engagement, with more employees reporting that they look forward to coming to work.
They are also far more successful at retaining, engaging, and fostering adaptability among employees than at the average workplace.
Certified great workplaces pay and promote their people fairly
Employees at great workplaces say they often or always felt practices at their workplaces were fair.
Employer brands that stand out from the crowd
Certified great workplaces retain and attract more talent. They live their employer brands from the inside out and inspire better employee engagement.
Certified great workplaces are full of supportive, passionate coworkers.
Great workplaces offer more opportunities
Employees want more than just a paycheck. They want to be given the chance to grow and develop, while not having to neglect their personal life for the sake of work.
Great workplaces provide a sense of purpose and pride
Our research into top employee retention strategies has shown that more than anything else, purpose and pride are the two biggest factors that determine whether an employee will stay with an organization. Employees are:
2.7x more likely to stay when they feel a sense of purpose
2.2x times more likely to stay when they feel a sense of pride
When leaders inspire employees to feel proud of what they do and to find meaning behind it, they have a happier and more motivated workforce. At Certified great workplaces, employees are:
53% more likely to experience a sense of purpose at work
25% more likely to feel a sense of pride at what their team has accomplished
“I often find myself sharing the DHL way with others who are complaining about their workplace. Especially in areas of engagement, corporate social responsibility, and constantly looking forward/innovating. Our CEOs … deliver tough messages when we need to be aware. Not in a doom and gloom way, but in a positive, pull-us-all-together way. As a company, we have a consistent strategy, and we talk about it often and relate it to what’s actually happening in the business. We are really good at constantly improving. Just writing this makes me really proud to be a long-term DHL’er.” –Employee at DHL Express
Hearing it straight from the source: Culture through employee voices
For job seekers and HR managers alike, choosing a Great Place To Work Certification is a smart decision that leads to improved job satisfaction, stronger employee engagement, and a lasting positive work environment. By prioritizing workplace certification, job seekers can increase their chances of finding a great boss, while HR managers can leverage this certification to attract and retain the best talent in their industry.
Read case studies of how other companies became Certified.
As the Content Program Manager at Great Place To Work, Claire helps decode the psychology behind high-trust workplaces using Great Place To Work’s extensive data repository on employee experience. Claire has co-authored noted reports such as “Women in the Workplace” and “The Power of Purpose at Work,” and contributed to Fortune with her profiles of the Best Workplaces™. Her latest report on employee retention strategies draws on the experience of 1.3 million employees to give leaders strategic guidance on retaining their top people.
Every employee should take these behaviors to heart whether or not they are people leaders.
I often get asked what it takes to create a great workplace. The short answer: trust.
High-trust cultures help employees thrive, which fuels company performance in all areas — from referrals and retention to productivity and revenue.
It’s impossible to create a great workplace for all employees without trust. That’s what our 30 years of research about company culture has told us. And that’s why our survey that measures employee experience is called the Trust Index™.
Trust is woven into our daily interactions at work, just as it is outside of work among family and friends. It’s built on many moments — moments that our research has broken down into nine behaviors that can build or break trust. It’s a list I keep on my desk and check every day check-in on how I’m doing as a leader.
Every leader should work on and improve these behaviors; if you’re not a people leader, you might be thinking, “What does this have to do with me?”
Leaders affect 70% of the employee experience, but the other 30% comes from our teammates, how we work with others, and the actual work that we’re doing. It takes everyone in an organization to create a great workplace for all.
Here’s where to begin:
1. Listening
This is the most important behavior of all and what I focus on the most. If you’re not a great listener, you can’t model the other behaviors well.
Listening is not just making sure you’ve accurately heard the words coming out of someone’s mouth. It’s also not just waiting for someone to stop talking so you can speak. It is choosing to empty your mind and set aside your opinions while someone else is talking.
True listening requires humility, vulnerability, and empathy.
You may have a lot of opinions, but to be a for-all, inclusive leader, you must put those opinions aside. If you’re having a conversation and you’re not willing to consider other points of view, what’s the point of having the conversation at all? Letting go of your assumptions can be described as a meditative mindset, and that’s what makes a great listener.
How do you know you’re doing it right? You’ll find yourself asking questions because you’re learning something from the person you’re talking to. People will tell you that you’re a great listener because it’s rare to have a conversation with someone who’s deeply listening.
Listening might sound reactive, but it should be proactive. Make yourself available and seek out chances to listen.
Think about who you haven’t heard from lately — and then go ask them questions with a learning mindset. Schedule informal meetings like brown-bag lunches and Q&A sessions. Use surveys and focus groups to regularly elicit employee opinions — and follow up with feedback and action.
“Listening is not just making sure you’ve accurately heard the words coming out of someone’s mouth. It’s also not just waiting for someone to stop talking so you can speak. It is choosing to empty your mind and set aside your opinions while someone else is talking.”
2. Speaking
This is what we do all day. But there are many layers to what might seem like a straight-forward behavior.
Speaking is about clarity, frequency, transparency, and sharing information fully in a variety of ways. That includes regularly sharing company news with employees through all your channels — video, intranet, email, print, etc. Be sure to share that news (both the facts and feelings around it) internally before you do externally.
It’s not just about what you share, but who you share it with. Be mindful of those who haven’t heard a message and need to know what information is being shared.
Speaking is more than what you say and who you say it to, it is how you share information. Communicate thoughtfully and with care, and in easy-to-understand styles. Set up regular meetings to discuss what’s happening and personally share news to encourage a culture of transparency as much as possible.
Lastly, speaking is an opportunity to communicate how a person’s job — and how doing their job well — is essential for your organization to achieve its purpose.
Consider your receptionist, for example — a role that is often overlooked. Whenever you speak with them, reiterate, emphasize, and clarify how important their job is. When someone walks in a building or contacts a receptionist on the phone, that’s a connection to the brand. In a few seconds, a caller or visitor either feels cared for, important, and listened to, or they don’t.
Speaking is the ability to talk to every warehouse worker, every receptionist, every salesperson, every executive, every teammate in a way that they feel that doing their job is important for the organization to achieve its purpose. And if you’re not sure what someone does, this is your opportunity to build trust by getting to know them.
“Speaking is more than what you say and who you say it to, it is how you share information.”
3. Thanking
If you’re listening to people in the way that I described earlier, you’ll learn things about them. That helps you thank your colleagues in ways that are personally meaningful. Acts of gratitude let people know you’re listening in a way that shows they’re important and essential.
Opportunities to do this are endless: Encourage peer recognition, present employee awards, write personal notes, appreciate mistakes as learning opportunities, and recognize employees who demonstrate company values in person and in front of others.
Creating a culture of thanking will positively affect people’s sense of value and willingness to do their best work because they feel seen.
4. Developing
Listening and speaking helps you learn how someone can further develop personally and professionally.
It’s your job to help employees grow as people, not just performers. Nurture their talents and interests through courses (job- and non-job-related), tuition reimbursement, and personalized development plans and training, for example. Connect employees with mentors and inform them of internal job postings.
Try and give feedback in a way that’s measurable, so they know they’re improving, and with a sense of care, so they’re open to what you have to say.
When people know you care — even if they don’t always like hearing where they need to improve — they’ll take it as a gift. Everybody wants to get better. Yes, they know it leads to more money, more compensation, and more responsibility in the company. But, at a base level, they want to know they’re making a difference.
“It’s your job to help employees grow as people, not just performers.”
5. Caring
This is the secret weapon. Great work happens when people care. And people care about their work when they experience being cared for. That shows up when you take time to understand and listen to people’s experiences, inside and outside of work.
Support their personal lives by discussing options for flextime and personal leave policies. Help them cope with family and personal crises as they arise, and organize support through sick leave or monetary donations. Encourage work-life balance and remind them to take time off to recharge.
Do you know what makes an employee check an algorithm two or three times, or proofread an email six or seven times? It’s because they care about the purpose of the organization, they care for others, and they feel cared for.
Caring is what unlocks people, and it is key to maximizing a human’s potential.
“Great work happens when people care. And people care about their work when they experience being cared for.”
6. Sharing
Distributing profits, compensation, bonuses, and incentive plans fairly creates an equitable workplace. If you’re building trust for all, every employee needs to share in the company’s success and understanding how their performance relates to compensation.
Equitable and inclusive sharing also shows up in philanthropic activities. If you’re organizing community activities like a cleanup at a local school, or picking up plastic off a beach or park, make sure that everybody has the opportunity to participate.
If you’re doing those things between eight to five, what about the night shift worker? Make sure you’re truly inclusive in terms of sharing opportunities for people, as well as the resources of the organization.
Equity does not equal sameness. A picnic for the day shift doesn’t also have to be a picnic for the night shift. What is the purpose of the picnic? To bring people together, to show them their value, and create opportunities for them to interact in informal ways with their leaders.
So how can you create this same experience for this night shift without recreating the same event?
7. Celebrating
The most important things to celebrate are the values of the organization and how people help the organization achieve its purpose.
It’s important to be specific:
“We want to thank John for the work he did in helping a customer through a sticky problem. We wanted John to do that in seven minutes, but John took 20 minutes because the customer needed it at that time. At our company, we’re willing to do whatever is required to make the customer’s problem our problem, and we’re willing to do what’s required to solve it. I also know that John was late for getting to a soccer practice for his kid. I hope John doesn’t have to do that again, but I want to appreciate the fact that he did that for us.”
If you find yourself celebrating, recognizing, and rewarding the same person, communicate to everyone what it takes to be celebrated and recognized so they don’t feel there’s bias or favoritism. They’ll know if they work hard in some measurable way, they too will get celebrated, recognized, and rewarded one day.
“The most important things to celebrate are the values of the organization and how people help the organization achieve its purpose.”
8. Inspiring
You don’t have to be a great public speaker to inspire people. You can inspire people with the questions you ask and the way you listen.
You can inspire them by reaffirming the difference your organization makes in the world and why the work is important. Help your workforce understand how their work relates to the company’s higher purpose and business success.
You can do this by telling customer or client stories, sharing the vision of where the company is headed, pointing out behaviors that exemplify company values, reinforcing company values, stressing your company’s contribution to your industry or society, and showing links between employee efforts and achieving your goals.
“You don’t have to be a great public speaker to inspire people. You can inspire people with the questions you ask and the way you listen.”
9. Hiring and welcoming
When someone joins your organization, you should make sure that they know you were expecting them — and that you couldn’t wait for them to get here.
You need to make sure that they have a workplace, can access the systems they need to connect with their work and their colleagues, and have the equipment to be successful. Their laptop is ready, their uniform is ready, their steel-toed boots are ready, their safety goggles are ready.
This goes beyond hiring; it’s what we call welcoming. You can email or send new hires a note in the mail before they start, announce them to other employees in advance, take them to lunch their first week, and help them get integrated into your culture.
When a person joins an organization that has shown that they’ve been thinking about them for a few weeks before they started, they will go home and say, “It was a great experience today. They expected me, my name badge was ready. Everybody was kind, and they seemed to know who I was and what I was going to do.” These actions build trust on their first day.
If someone gets to work and those things aren’t true, trust dips a bit. Self-confidence drops. They wonder if you really want them there, or if they’re an afterthought.
And the worst case — they feel like they’re just an employee and not a person who’s important, because if they were important, they would’ve had a much different experience when they arrived.
Whether or not you manage people at work, I encourage you to put this wheel of nine high-trust behaviors in a place where you will see it every day.
Trust takes work and conscious effort. And it’s required to create a great place to work for all.
Become great
Ready to learn more about your employee experience? Benchmark your organization using Certification™ and see how you stack against the very best.
Michael Bush is CEO of Great Place to Work®. Driven by a love of business and an unwavering commitment to fair and equitable treatment, Michael joined Great Place to Work as CEO in 2015, bringing 30 years of experience leading and growing organizations. Previously, he was CEO of Tetra Tech Communications, a billion-dollar global telecommunications infrastructure firm and was a member of President Obama’s White House Business Council. He earned his M.S. in Management from Stanford’s Graduate School of Business.
Why employee stories should be part of your employer branding strategy plus real company examples for sharing them with maximum impact.
What was your company’s latest social media post? Was it about your product? Or was it about your people?
How often do you feature employee stories on your social media? (If you do it at all.)
As any marketer knows, social media is one of the most important tools in their kit, providing instant reach to an audience in real time. And yet, while millions of businesses have social media accounts, two critical factors are too often overlooked:
Social media is social, meaning it’s meant to be a two-way conversation, not a broadcast
Marketing your people and values is just as important as marketing your goods and services
Why you should feature employee stories on social media
Sharing employee stories on social media shows potential job candidates what they can expect from your company culture. It’s also cost-effective and possible with a dispersed team.
79% of consumers prefer buying from brands with aligned values
68% have stopped supporting brands that don’t align with their personal values
That alignment also applies to employees, who are increasingly seeking out workplaces that fit their values. Which is why featuring employee stories on your social media is so important. Sharing employee stories on social media is a way to showcase your company culture and values and attract customers and potential hires alike.
But how do you share employee stories in a way that’s authentic and engaging?
Here are five ways to feature employee stories on social media that will work for remote and in-person workplaces, starring examples from Certified™ great workplaces around the globe.
How to share employee stories on social media
1. Employee social media take-overs
Hand your account(s) over to your employees and let them speak for themselves. That could be something like a “day in the life” on TikTok, an interactive Twitter chat, or an Instagram ‘Ask Me Anything.’
Of course, blindly giving the reins of your brand accounts may not fly with your PR and communications team. But if the employee and the marketing team collaborate on the message, you can come up with some creative and authentic employee stories. Best Workplace Version 1, for example, have shared “day in the life” videos of employees like Amardeep, which give a glimpse into what working there is like.
2. Participate in theme days for maximum reach
Global theme days (or even themed weeks or months) are a social media gold mine. Not only do they supply you with a focused content topic, but they enable you to take part in a worldwide conversation and reach more people.
Days like Employee Appreciation Day, Certification Nation Day or World Mental Health Day are perfect times to show off how your workplace is making the world better – especially when you can connect those themes directly to your employees’ stories.
For example, check out how Edrington UK honoured the women on its team for International Women’s Day, through a fun video highlighting why each woman had been nominated for recognition.
3. Think beyond the workplace
Great workplaces recognise that their employees have lives beyond the office. While it’s great (and encouraged!) to praise employees for their hard work, why not extend that and shout out some of the amazing things they’re doing outside of work?
Maybe you have an employee who volunteers with a charity, or who has a fascinating hobby, or a talent beyond their 9-to-5. Show off the personality of your people and in doing so, you’ll convey how your business puts its people first. Aer Studios, for example, welcomed a new employee to the team with a fun ‘two truths and a lie’ post.
4. Share your stats for transparency
If done right, numbers can be very eye-catching on social media. If done wrong, they’re just another boring statistic.
When it comes to social media, think visual: graphs or infographics that are easy to read at a quick glance. And be selective with which numbers you want to present.
Tap into the stats that truly set your company apart, whether that’s:
how many women you have in leadership positions
how your salaries compare to the competition
how your employees answered your latest pulse survey.
If you’re stuck for ideas, why not try taking a look at what’s trending? From TikTok audios to Instagram buzzwords, there’s plenty of ways to adapt current trends for your organisations’ socials – like Signable, part of Domo Group, who shared their ‘office icks’ in a fun video for Instagram
Brilliant ideas for promoting your company culture award inspired by how Certified™ great workplaces celebrate their workplace recognition.
Did you recently become Great Place To Work® Certified™ or named a Best Workplaces™winner? It’s time to tell the world that you’ve created a company culture worth celebrating!
Seeking positive ways to identify and promote company culture is one of the most powerful tools you have. Too few companies take the time to align smart, inclusive company culture ideas to their business growth strategies, but you’ve done it. Now’s the time to share and recognize this amazing achievement. Go ahead, tell the world you’ve earned Great Place To Work Certification™.
Company culture award and its significance
A company culture award honors your organizational drive to build and sustain an exceptional work environment for employees. It demonstrates your company’s ability to create the values, beliefs, and practices necessary to support staff well-being, growth, and satisfaction. You’ve shown a true commitment to advancing a workplace where employees can flourish both personally and professionally.
Importance of promoting company culture and its impact
Your company culture award isn’t just for show – it has the ability to positively impact your organization. Actively promoting this hard-earned distinction will notably enhance employee engagement, whether it’s by sharing highlight reels on social media or hosting celebratory virtual events for remote workers. When employees see external validation of their workplace, they feel a sense of pride and belonging.
They become more motivated and loyal. A strong company culture also plays a crucial role in boosting productivity. By highlighting your award in newsletters and press releases, you showcase exactly how your organization values and invests in employee well-being. This fosters trust and encourages collaboration, empowering your workforce to bring their best selves every day. The result? Increased efficiency, cohesive teamwork, and improved performance.
Fostering belonging and teamwork among employees
A strong sense of belonging and teamwork not only improves employee satisfaction and morale but also heightens productivity and collaboration. When employees feel they are truly part of a supportive team, they are more likely to thrive. They’ll go the extra mile, share knowledge, and support each other’s success.
Choosing a platform to celebrate
When it comes to celebrating your company culture award, there are many options to communicate your win. A formal press release to mainstream news outlets and specialized trade publications shines attention on your workplace. A website blog is an excellent way to highlight many of the essential employees who make your organization an ideal place to work. Online celebrations are a jovial way to mark this award. (Pro tip: We recommend doing them all!)
Press releases
Companies use press releases as a strategic communication tool to disseminate important announcements. They effectively spread your expertly crafted message to a wide audience that includes the media, stakeholders, customers, and the general public. Here are key reasons why press releases play a critical role in sharing your award news:
● Media visibility: Press releases are designed to catch the attention of journalists and media outlets.
● Controlled messaging: These releases also allow your company to shape and control the narrative surrounding your news.
● Timely communication: Press releases enable your organization to deliver time-sensitive information efficiently.
● Stakeholder engagement: Beyond the media, press releases are a great way to communicate with stakeholders, including your investors, employees, partners, and customers.
● SEO and online visibility: Press releases distributed through online platforms can improve your company’s search engine optimization (SEO) visibility.
● Brand building: When you consistently share positive news and updates through press releases, you also build and reinforce your organization’s brand image.
Promote it in a newsletter
A newsletter is another valuable communication tool for sharing company news such as culture awards. Its ability to deliver targeted and frequent updates directly engages with a receptive audience. Here’s why you should share your major win in a newsletter:
● Targeted distribution: Newsletters allow your company to reach a specific audience that already has opted in to receive such emails.
● Engagement and attention: Subscribers to your newsletter are more likely to be interested and perhaps involved in your company’s activities.
● Consistent communication: Newsletters provide a platform for regular and dependable communication. This is especially critical when you have an ongoing updates about company culture, awards, achievements, and other developments.
● Brand building: A well-tailored newsletter reinforces your company’s brand identity and values.
● Detailed information: Newsletters offer a chance for in-depth coverage of company news compared to shorter announcements and promotions.
● Visual appeal: You can incorporate dynamic graphics, images, and even videos to dramatically present your culture award in a newsletter.
● Two-way communication: Newsletters should include calls-to-action, such as feedback surveys or links to social media. This is an easy and efficient way to get the recipients involved. Have them share their thoughts and connect with your company’s content to build a sense of community.
● Data insights: Many newsletter platforms provide analytics that track email open rates, click-through rates, and other engagement metrics. This data helps your company understand which content resonates most with your audience, so you can adjust future newsletters accordingly.
● Internal alignment: For larger organizations, a newsletter spotlighting company achievements can bring together various teams and departments. It effectively imparts information that aligns with the company’s culture and accomplishments.
Promote your company culture award on a blog
A website blog plays a crucial role in shaping your company culture and highlighting this award with a wider audience. You completely control its content and tone while sharing important news about your organization. Here’s why a company-sponsored blog is vital to molding your employer brand:
● Detailed coverage: A blog post allows for in-depth coverage of your company culture award.
● SEO benefits: Publishing a thoughtful blog post on your organization’s website can improve search engine optimization.
● Permanent record: A blog post serves as a permanent record of your company’s achievements.
● Shareability: Blog posts are easily shareable across social media platforms, email newsletters, and other communication channels.
● Engagement and interaction: Blog readers love to post comments. Having them share their thoughts, congratulations, and questions can cultivate community.
● Storytelling: A blog post provides an opportunity to tell the captivating story behind your culture award.
● Media and press reference: A thorough and informative blog post can serve as a source of inspiration for journalists and bloggers interested in covering the award.
● Educational content: Beyond just announcing the award, a blog post can educate its audience about how your company’s culture, values, and initiatives contributed to the win.
● Internal communication: Sharing the blog post internally keeps all employees informed about the award and your company’s recognition.
Virtual celebration ideas
Reinforce a positive work environment by hosting virtual events for remote workers to celebrate their company culture award. Assembling your team for a happy occasion can boost morale and camaraderie, which leads to stronger social support and connection among remote employees. Put these five ideas in action to make your online celebrations memorable:
● Virtual awards ceremony: Host a virtual event dedicated to the company culture award. Gather all team members on a video conference and have senior leaders or managers present the award. Share the significance of your award, the criteria for winning, and highlight the values it represents.
● Personalized video messages: Ask your team to record short video messages commemorating the award or expressing what company culture means to them. Compile these videos into a heartwarming montage that can be played during a virtual meeting or shared on the company’s communication platform.
● Interactive virtual workshop: Coordinate a virtual workshop or training session related to the core values of your company culture. It can focus on teamwork, communication, or any other relevant topic. This not only celebrates the award, but also reinforces the culture you’re celebrating.
● Virtual culture wall: Create a virtual culture wall where team members can post messages, images, and videos that celebrate your award and company culture. This can be set up on your company’s intranet or collaboration platform, providing a digital space for sharing appreciation and memories.
● Virtual team-building activity: Plan a team-building activity that aligns with the company culture and award. Think virtual escape room, collaborative art project, or online scavenger hunt. This allows team members to be active participants while strengthening their workplace bonds.
Record these moments and reveal them on social media!
Social media channels
Social media is essential to sharing important news about your company culture award. It rapidly and widely disseminates information, engages with various audiences, and amplifies the positive impact of your award. Here’s why you should use social media:
● Instant reach: Share your good news immediately and globally. With just a few clicks, information about your culture award can reach a vast audience that includes employees, stakeholders, customers, partners, and the general public.
● Engagement: Directly interact with your audience through social media platforms. People can like, comment, share, and engage with your post, which builds community and allows your company to quickly respond to congratulatory messages and inquiries.
● Viral potential: If your culture award news resonates with an audience, it has the potential to go viral. When you share news on social media, it can reach an even broader audience than intended. This creates buzz and raises visibility.
● Visual impact: Social media strongly supports visual content, such as images and videos. Share images of your award ceremony, employees celebrating, or interview snippets for greater impact.
● Storytelling: Social media invites creative storytelling. Use short captions, hashtags, and multimedia elements to reveal the story behind the award. Highlight the individuals who contributed to it.
● Brand reputation: Reinforce a positive employer brand reputation through upbeat news about your culture award. Maximize social media to show the ways your company values its employees, recognizes their efforts, and is committed to creating a positive work environment.
● Employee morale: Celebrate your culture award on social media to boost goodwill among employees. Your team will feel appreciated and proud to be part of an organization that receives worldwide company recognition for its culture and values.
● Transparency: Showcase your company’s achievements in a public space to build trust and community with customers and stakeholders. Sharing your culture award on social media demonstrates authenticity.
● Real-time updates: Social media gives you the ability to update in real time and go live with award festivities. Keep your audience engaged and involved in your company’s activities as they unfold.
● Cross-promotion: Social media also makes it easy to cross-promote related content, such as blog posts, press releases, and videos about the culture award. This creates a comprehensive and interconnected communication strategy.
21 social media celebration examples
Over the years, we’ve seen Certified workplaces share the news with their teams (and the world) in creative, memorable ways. Here are some of our favorites to inspire your own celebration and recruiting efforts.
1. Start from the top
Show employees (and prospective hires) that workplace culture is one of your company’s highest priorities. Film a congratulatory message from your CEO or collect quotes from various levels of management.
Remember to share these both internally and externally, You want your team to get a morale boost and potential job candidates to see that you’ve put in the work to create a great workplace.
2. Surprise and delight
If your employees work on-site, celebrate them as they enter on the day of the announcement. Decorate the office, hang signs celebrating the win, and ask your top leaders to greet and thank employees at the door. You could even roll out a red carpet and create a step-and-repeat with a photographer for the occasion.
3. Get social with #GPTW and #GPTWCertified
Tell the world about your big win and what makes your company amazing. We can even send you a celebration kit with balloons, stickers, and more to celebrate your company culture.
4. Let your employees do the talking Don’t limit your celebration-sharing to executives – get the whole team involved! Here’s a great example from AvidXchange, who celebrated by creating a fun group GIF of employees posing. Help job seekers see that employees are proud to be a part of your organization and excited to celebrate your achievements together.
5. Go old-school social
When you’re thinking social, don’t stop at social media. Host a happy hour, throw a party, or provide free lunch for employees.
A few years ago, CHG Healthcare marked 10 years of recognition by bringing their people together for a thank-you from their CEO, along with games and prizes, including “spin the wheel of good fortune,” rolling giant dice and Plinko.
6. Tap into technology
If you have employees working hybrid or fully remote, don’t forget to include them in the celebrations. Use the technology you’re already using to host a happy hour, cocktail-making class, or live concert over Zoom, like ALKU did during the height of COVID-19 lockdowns.
7. Provide giveaways
Everyone loves swag! Develop custom swag items so employees can boast about their workplace. Mugs, pins, stickers and notebooks are popular. You can also get creative – Cadence handed out foam fingers!
8. Create culture cookies
Commemorate earning your recognition as a great place to work with branded cookies. One company we work with sent out 14,000 cookies to ensure partners and customers knew they had earned such an accolade.
9. Give the gift of time
A great way to say thank you is to offer employees some extra time to pause, relax, and take in what they’ve accomplished. So, give your employees an extra day of PTO — they’ve earned it. Some companies close early on the day of the announcement and encourage employees to celebrate with family and colleagues.
10. Offer a financial reward
If your budget allows it, honor your employees’ hard work with a pay raise or financial bonus. In our own research of workplaces across the country, Gen Z ranked better minimum wage and increased hourly pay as their number one factor in ranking an employer as a great place to work.
11. Reward the whole self (and their household)
A great workplace encourages employees to bring their whole selves to work. And with so many employees continuing to work from home, the crossover between home life and work life has never been so intertwined. Invite employees’ families to be part of the celebrations or send them a card or small gift in the mail.
12. Celebrate in your job ads
Add GPTW branding and messaging to your job postings on social media and on your careers page to up your recruiting game.
13. Launch an outdoor ad campaign
Earning Certification or a Best Workplace designation is a brag-worthy achievement. Ensure your office neighbors know they’re in the presence of greatness with a billboard announcement or other signage near your major locations.
14. Email your customers
If you have a customer database that you send marketing emails to, send them the ultimate piece of employer branding: your company culture award.
Your workplace award is a big win for your employer branding. And these days, customers weigh a company’s values and its treatment of its people in their buying decisions. Show your customers that you treat your employees as well as you treat them.
15. Update your company profiles
It may seem like a little thing, but it will make a big impact when job seekers come looking for you. Ensure that your company boilerplate and all your company profiles (Glassdoor, LinkedIn, Facebook, Instagram) mention that you are Certified or a Best Workplace. And while you’re at it, update business cards and email signatures, too.
16. Start spreading the news
A press release, like this one from DuPont, is a reliable way to get the word out about your achievement. Highlighting your Certification in a release helps media outlets find out about it and demonstrates that you value your culture just as highly as you value other aspects of the business.
17. Show your stats
Everybody enjoys showing off a great score. Your employee surveys generate a ton of quantitative data, and if you’ve earned Certification, you know those numbers are impressive. So show them off!
18. Share stories throughout the year
Invite a different employee to open all hands-meetings with a short speech about why the company is a great place to work for them personally. Hearing directly from employees will reiterate the message that your goal is to create and maintain a great workplace for all.
19. Send your culture leaders to Summit
Managers can make or break a company culture. Got amazing culture leaders in your organization? Thank them and keep them engaged by sending them to our For All™ Summit.
They’ll learn from other passionate business leaders and bring back fresh ideas to take your workplace to the next level.
20. Know your why
Great workplaces don’t happen by accident. Behind the Certification and any other accolades you’ve earned, there’s a story. What is it about your workplace that makes employees excited to come to work, proud to stay? Sharing employee stories on social media can be a compelling, credible way to attract talented job candidates who are considering where to make their next career move.
Teleperformance, a Certified workplace in the United Kingdom, showcased one employee’s story as an example of why people choose to join and stay.
21. Rally for next year
While everyone is celebrating this year’s win, let employees know that there is always room for improvement. Continue the success by following up with an action plan soon. Greatness never rests.
There are so many ways to celebrate the unique and amazing culture you’ve created, and these ideas are just the tip of the iceberg. We can’t wait to see the creative ways you celebrate your company culture award!
As the Content Program Manager at Great Place To Work, Claire helps decode the psychology behind high-trust workplaces using Great Place To Work’s extensive data repository on employee experience. Claire has co-authored noted reports such as “Women in the Workplace” and “The Power of Purpose at Work,” and contributed to Fortune with her profiles of the Best Workplaces™. Her latest white paper draws on three decades of employee survey data to give HR leaders strategic guidance on nurturing trust, inclusivity, and growth within their organizations.
Employees at winning companies were more likely to report fair pay, well-being, and opportunities for professional development.
As Europe continues to feel the pain of high energy prices and weak growth, the numbers tell a strange story.
Economic output of the 20 countries that use the euro currency dropped in two consecutive quarters, meeting the technical definition of a recession. Yet, labor markets are not falling apart. Unemployment is at its lowest level since 1999.
That means businesses are forced to balance a challenging economy with a hot labor market, and fight to retain their best employees. That’s exactly what the best companies in Europe have done, and investments in employee well-being have led to better retention rates and higher rates of productivity.
At the Best Workplaces in Europe™, 88% of employees report they intend to stay with their company long-term. In a global benchmark survey, only 58% for employees at a typical company planned to stay.
Great Place To Work® analyzed over 1 million survey responses representing the work experiences of over 2.6 million employees to identify the 150 companies on this year’s list. Companies were split into four categories: small (10–49 employees), medium (50–499 employees), large (500+ employees), and multinational (at least 1,000 employees and at least three wins on national lists in Europe).
Winning workplaces received higher survey scores around flexibility, fair pay, and well-being. And when workers reported more consistently positive experiences at work, companies were rewarded with better job performance. At the Best Workplaces in Europe™, 91% of employees believe people give extra effort at their company.
Flexibility and Trust
One of the ways companies on the 2023 Best Workplaces in Europe List stand out is by offering flexible work arrangements.
At winning companies, 83% of employees reported special and unique benefits, 18 percentage points higher than at other workplaces participating in this year’s survey.
Both large and small companies on the list invested in their workers by giving them extra time away from the job. Untile, No. 13 in the small category, closes the office for one afternoon each month to give employees free time to pursue personal interests. Cadence, the No. 9 in the multinational company category, introduced Global Recharge holidays to provide employees with 12 days of companywide time off to spend with friends and family.
Some companies embraced hybrid and remote work arrangements to offer more flexibility to employees. Synoptik Sweden AB, No. 41 in the large company category, increased flexibility for its opticians by offering digital eye exams that opticians could administer over Microsoft Teams.
To successfully offer flexible work, winning companies had to develop trusting relationships with employees.
“Whether it’s working from home, coming into the office, or a combination of both, we trust our employees to manage their time and deliver exceptional results,” shares Amdocs Development Ltd., No. 11 in the large category.
When employees feel trusted, they have more faith in their managers. At winning companies, 86% of employees said management does a good job assigning and coordinating people, compared to only 71% of employees at other workplaces surveyed.
At the Best Workplaces in Europe, 91% of employees believe people give extra effort at their company.
Building Connection
While European workers value flexibility, they also value in-person time with coworkers.
Distilled, No. 24 in the medium category, goes to great lengths to help team members connect with each other. Group hikes and “stay connected” breakfasts are held monthly. In-person huddles and “Wellness Wednesdays” are held quarterly, with the entire company coming together four times a year for what it calls “Company Days.”
“One of our core values is collaboration and in order to collaborate effectively it’s important to get to know your colleagues, and we believe the best way to do this is in person,” Distilled shares. “Our Company Days usually include team building activities, games, and challenges that encourage collaboration, communication, and bonding among colleagues.”
At the Best Workplaces in Europe, 90% of employees say they look forward to going to work and 93% agree that people at their company are caring.
At Deloitte, No. 19 in the multinational category, 700 practitioners from its businesses meet and compete during a multi-day sporting event called the “Derby.” Employees participate in sports activities including mountain biking, trail running, canoeing and more, with employees preparing for months to be ready for the big event.
The result for Deloitte is a culture of camaraderie and team spirit. “This culture of belonging and pride permeates through our interactions, fuels our motivation, and drives our pursuit of excellence,” Deloitte says.
The data shows camaraderie between colleagues pays off. At the Best Workplaces in Europe, 90% of employees say they look forward to going to work and 93% agree that people at their company are caring. In a 2021 benchmark survey of global employees, only 57% of workers said people at their company are caring.
Promoting Well-being
By balancing flexibility and connection, the Best Workplaces in Europe are able to offer higher levels of well-being for their employees.
DHL Express, the No. 1 in the multinational category, uses company events like the DHL EuroCup to foster relationships between employees and promote well-being. The EuroCup brings together 3,000 DHL employees to participate in four days of sports competition and well-being activities, including yoga, sound meditation and kayaking. Employees can hear from inspiring speakers and connect with sponsors like the Premier League football club Manchester United.
The event demonstrates to DHL employees the company’s commitment to well-being and reinforces important company values by bringing employees together to learn and celebrate shared goals.
Some of the Best Workplaces in Europe invest in their people through professional development.
At Easi, No. 3 in the medium category, employees are encouraged to participate in coaching and training from their first day on the job. The company has a strong commitment to develop and promote from within.
Other companies are focused on financial well-being for their people, a need that has been highlighted amid rising inflation and economic anxiety in the region. AbbVie, the No. 2 in the multinational category, expanded financial health resources for its people in 2022 and 2023. Programs offer education about personal finance, tips on using AbbVie’s financial tools, and other resources to provide clarity and support.
The result of these efforts can be measured in multiple ways. At the Best Workplaces, 88% of employees report a psychologically and emotionally healthy workplace, 14 percentage points more than for employees at other workplaces surveyed.
When compared to the global average, the gap is even larger. Only 55% of employees at a typical company reported a psychologically and emotionally healthy workplace, revealing the huge benefit to workers of having their employer on the Best Workplaces in Europe list.
Workers at the best workplaces are more likely to have flexibility, meaningful connections with coworkers, and a healthy work environment. In return, those experiences inspire workers to do great work for their companies.
How to make the list
Think your company deserves special recognition? Get started here to become eligible for next year’s Best Workplaces™ honors.
Ted Kitterman is a content manager for Great Place to Work®. Ted has experience covering the workplace, business communications, public relations, internal communications, work culture, employee well-being, brand purpose and more. His work shines a light on the unparalleled data and insights offered by Great Place to Work’s decades of research, helping the company share its vision of a great place to work For All™.
Why Is Diversity & Inclusion in the Workplace Important?
Diversity and inclusion (D&I) is more than policies, programs, or headcounts. Equitable employers outpace their competitors by respecting the unique needs, perspectives and potential of all their team members. As a result, diverse and inclusive workplaces earn deeper trust and more commitment from their employees.
What is the difference between diversity & inclusion?
Diversity and inclusion are two interconnected concepts—but they are far from interchangeable. Diversity is about representation or the make-up of an entity. Inclusion is about how well the contributions, presence and perspectives of different groups of people are valued and integrated into an environment.
An environment where many different genders, races, nationalities, and sexual orientations and identities are present but only the perspectives of certain groups are valued or carry any authority or influence, may be diverse, but it is not inclusive.
What is diversity & inclusion in the workplace?
A diverse and inclusive workplace is one that makes everyone, regardless of who they are or what they do for the business, feel equally involved in and supported in all areas of the workplace. The “all areas” part is important.
Do you have diversity in your recruiting, in each of your departments, and in your leadership? Or do you have a workplace where 50% of your employees are women but 0% of your women are managers? Do you have good representation of employees of color overall, but all of them are in the same department?
These telling questions reveal true diversity and inclusion in the workplace.
Why is diversity & inclusion in the workplace Important?
Research has shown many benefits of a diverse and inclusive workplace:
Increased ability to recruit a diverse talent pool
5.4 times higher employee retention
Inclusion in the workplace is one of the most important keys to retention.
When employees don’t feel that their ideas, presence or contributions are truly valued or taken seriously by their organization, they will eventually leave.
Our research on company culture shows that when employees trust that they, and their colleagues, will be treated fairly regardless of race, gender, sexual orientation or age, they are.
9.8 times more likely to look forward to going to work
6.3 times more likely to have pride in their work
5.4 times more likely to want to stay a long time at their company
Having an inclusive workplace culture will not only help you attract a diverse set of talent but also help you retain the diverse talent you attracted in the first place.
What is an inclusive workplace?
The diversity that lacks genuine inclusion is often called “tokenism.” An inclusive workplace doesn’t just have a diversity of people present, it has a diversity of people involved, developed, empowered and trusted by the business.
What is the difference between diversity, inclusion and belonging?
The difference between diversity, inclusion and belonging is that diversity is the representation of different people in an organization, inclusion is ensuring that everyone has an equal opportunity to contribute to and influence every part and level of a workplace, and belonging is ensuring that everyone feels safe and can bring their full, unique selves to work.
What is For All?
For All™ is Great Place To Work’s definition of a workplace culture that has evolved beyond “Diversity & Inclusion.”
The goal of the For All approach is to create a consistently high-trust workplace experience for everyone, no matter who they are or what they do for the organization.
For All is the accumulation of day-to-day experiences that help people feel they belong, that their unique talents matter and that their individual needs are cared for by their colleagues and leaders. When companies experience the very human acts of acknowledgment, inclusion, dignity and compassion, that is when they can achieve For All.
For All is critical for success. Workplaces today are more diverse and globally connected than ever before. With the complexities of today’s work environment, leaders must tap into the collective intelligence to maximize the potential of every person.
Technological and social changes continue to alter the landscape in every industry. Organizations will need the human judgment, empathy, passion and creativity of all their people to realize the full promise of the era’s new technologies, increase agility and inventiveness and address the challenges of an increasingly demanding, vocal marketplace.
Organizations that remain “For Some” workplaces will risk losing money, earning less and falling behind their competitors in this disruptive climate. However, the companies that succeed with For All will cultivate tremendous value from their people’s differences and will thrive.
ByMatt Bush Matt Bush is the Culture Coaching Lead at Great Place to Work® US. With a background in both quantitative and qualitative research and analysis methods, Matt helps leaders gain insight into how to build great workplaces for all, while simultaneously achieving their business goals and fueling new and innovative practices.
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