For All Summit 2022: Great Place To Work Focus Session

©2021 Great Place to Work® All Rights Reserved
From good to great: the
science behind ranking the
best companies
Kim Peters
EVP, Global Recognition, Research &
Strategic Partnerships
Sarah Lewis-Kulin
VP, Global Recognition

Agenda  Methodology
 Certification
 Best Workplaces lists
 Tips
 How to analyze your survey results
 Culture Audit essays (1,000+ ees)
 What it looks like in action: Cisco

You’ll know  What a great place to work is
 How to measure them
 How you can improve

©2021 Great Place to Work® All Rights Reserved Tuesday, November 1, 2022
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What’s the best place you’ve
ever worked – and why?

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Company A Company B
Average: 83% Average: 80%
60% 65% 70% 75% 80% 85% 90% 95%
Executive/C-Suite
Mid-level Manager
Frontline Manager
Individual Contributor
Taking everything into account, I would say that this is a great
place to work.
60% 65% 70% 75% 80% 85% 90% 95%
Executive/C-Suite
Mid-level Manager
Frontline Manager
Individual Contributor
Taking everything into account, I would say that this is a great
place to work.
Which company has a better workplace?

Which company has better PTO?
Tuesday, November 1, 2022
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 Unlimited time off
 Available immediately upon hire
Company A
 Two weeks after full year of employment
 +1 week, up to 4 weeks total for every year
Company B
“People who take PTO aren’t promoted.”
“I’m too busy to use PTO.”
“It depends upon your manager/team
/corporate.”
60% say they can take time off when needed.
“My boss shares pictures of her vacations to
encourage us all to take time to recharge.”
“We schedule in advance so we can cover each
other and ensure everyone gets time off.”
“My company is flexible with me, so I am flexible with
them.”
91% say people are encouraged to balance their
lives.

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We survey
the world.
 10.2 Million Employees Represented
 3.3 Million People Responded
 10,000+ Companies
 97 Countries
 92 Languages

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Pride in personal work, make a difference,
meaningful work. Proud of team
accomplishments and of company.
Pride
Leaders are accessible. Communicate
honestly, clearly. Vision, manage people &
resources. Integrity, actions match words.
Credibility
Enjoy the people you work with. Be yourself.
Have fun. Feel cared for. Cooperative team.
Camaraderie
Leaders support as people and
professionals. Provide resources, training,
benefits, appreciation. Wellness. Input.
Respect
Through pay, profits, promotions,
recognition. Favoritism, politics, bias.
Everyone has opportunity for wellness,
financial, opportunity.
Fairness
Trust the people they work for, have pride in
what they do, and enjoy the people they
work with.

Trust Index™
measures hard
data on soft skills.
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 60 metrics
 Basis for certification

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Certification
• Trust Index survey reflects all people
• Cannot influence respondents
• Culture Brief with company context
• Average of all 60 metrics is > 65%

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Certified companies beat typical US employers.
40%
45%
50%
55%
60%
65%
70%
75%
80%
85%
90%
Paid Fairly Promotions Psych & Emo
Health
Work-Life Balance Sincere Interest Special Meaning Give Extra Work Long Time Endorses to
Family
Make a Difference Taking Everything People Care Be Myself Proud to Tell
Others
Average Workplace Average Certified
65%

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93% more likely to look
forward to coming to work
Certified
companies
4.5 times more likely to
have a great boss
55% more discretionary
effort
66% more agile with
necessary business
change
42% less retention risk

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 Compete against yourself
 Trust Index, Culture Brief
 Trust Model
 65%+ average survey response
 10/10, to improve: survey results
Certified Companies
 Compete with other Certified companies
 Data already submitted for Certification*
* One list requires additional Culture Audit essays.
 For All™ Model
 Highest survey responses in all areas, most consistency between
people and job roles as possible; outperform relative to peer group
and that year’s Certified company trends
 9/10 to improve: Survey results and consistency
Best Workplaces
Certification & List Methodology

Best workplaces
have systems to
scale trust – for all.
List methodology measures key areas
distinguishing workplace leaders
Innovation
By All
Financial
Growth
Values
Leadership
Effectiveness
Maximizing Human
Potential
Trust

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TRUST
Trust
What are we looking for?
Employees believe leaders are credible, people treat each other
fairly and with respect. Employees are proud of the company and
have camaraderie with colleagues.
How do we measure it?
 60 survey statements
 Average of all statements, all employees

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Great workplace for all. Talented people of any background or role
thrive in your workplace.
 All survey results
 Consistency of results between all people and positions
 Workforce, leadership diversity
MAXIMIZING HUMAN POTENTIAL
Maximizing Human
Potential
Trust

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How leaders make decisions and behave. What employees actual
experience day-to-day.
 3 survey statements:
 Executives exhibit the best characteristics of the
business.
 Management’s actions match its words.
 Management delivers on its promises.
VALUES
Values
Maximizing Human
Potential
Trust

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Authentic leadership connection with company culture and people.
Coherent & effective strategy at every level of the business.
 Clear view
 Competent
 Approachable, easy to talk with
 Sincere interest as a person, not just an employee
 Confidence in executive judgement
LEADERSHIP EFFECTIVENESS
Values
Leadership
Effectiveness
Maximizing Human
Potential
Trust

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Everyone’s intelligence, skills and passion generate more high-
quality ideas, greater implementation speed, and stronger
organizational agility.
 Involvement in decisions
 Seek ideas and suggestions.
 Celebrate new and better ways of doing things
 Meaningful opportunities to develop new and better
ways
INNOVATION
Innovation
By All
Values
Leadership
Effectiveness
Maximizing Human
Potential
Trust

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• Outcome – not input – to list
• Alex Edmans, London School of Business
• 3.3x cumulative stock market outperformance
• 5.5x stronger annual revenue growth innovation metrics
• Half average turnover
• Recession outperformance
FINANCIAL GROWTH
Innovation
By All
Financial
Growth
Values
Leadership
Effectiveness
Maximizing Human
Potential
Trust

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Trust fuels market-
beating recession
performance
Recession (2007 – 2009)
• S&P 500 – 35.5% loss
• GPTW Comparison – 1.4.4% gain
Recovery (2006-2014)
• S&P 500: 9% gain
• GPTW Comparison: 35% gain
4x the gains of the S&P 500 during great
recession and recovery

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How list methodologies vary
US Best Workplace Lists Trust Index Culture Brief
Best Small Workplaces, Best Medium
Workplaces, Best Workplaces in [Industry],
Best Workplaces Headquartered in [Region]
All employees’ results Survey result benchmarking
Best Workplaces for Millennials Millennials’ results Survey result benchmarking
Best Workplaces for Women Women’s results Survey result benchmarking and women’s
representation
Best Workplaces for Parents Parents’ results Survey result benchmarking and programs
PEOPLE Companies that Care All employees, focused on caring survey
statements
Survey result benchmarking; programs,
essay question
FORTUNE’s 100 Best Companies to Work
For
All employees’ results Survey result benchmarking; CB data and
CA essays

Your people drive
your recognition.
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Benchmarks and demographic filters help
you understand your performance and
prioritize meaningful changes to improve
your employees’ experiences.

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How list methodologies vary
US Best Workplace Lists Trust Index Culture Brief
Best Small Workplaces, Best Medium
Workplaces, Best Workplaces in [Industry],
Best Workplaces in [Region]
All employees’ results Survey result benchmarking
Best Workplaces for Millennials Millennials’ results Survey result benchmarking
Best Workplaces for Women Women’s results Survey result benchmarking and women’s
representation
Best Workplaces for Parents Parents’ results Survey result benchmarking and programs
PEOPLE Companies that Care All employees, focused on caring survey
statements
Survey result benchmarking; programs,
essay question
FORTUNE’s 100 Best Companies to Work
For
All employees’ results Survey result benchmarking; CB data and
CA essays

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Companies with > 1,000 US employees share strategy behind employee results.
 What key qualities make you organization a great place to work? How do you
create this unique environment – and why do you do it?
 How do you ensure everyone - regardless of who they are or what job they do - is
a full member of your organization and can reach their highest potential?
 What are your organization’s values or guiding principles? Please share three (3)
specific examples of how you have put them into practice.
 What is your strategy and philosophy for ensuring a successful business? How
are strategy, business direction, and goals developed and communicated across
the organization?
 How does your organization involve employees in developing new ideas and
better ways of doing things that result in real improvements to your business
performance?
 BONUS: What bold act of leadership has your organization taken to improve the
root conditions necessary to create great workplaces for all in your organization
or the community at large? How has this impacted your people and business?
And how has this impacted your community?
Culture Audit Essays
Innovation
By All
Financial
Growth
Values
Leadership
Effectiveness
Maximizing Human
Potential
Trust

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If you already have these materials:
 Career page
 Year-end diversity report
 Corporate social responsibility report
 Sample executive communication
Doesn’t replace your essays – but may supplement with more detail.
Optional – Supplemental Materials
Innovation
By All
Financial
Growth
Values
Leadership
Effectiveness
Maximizing Human
Potential
Trust

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Strongly Recommend:
Read linked tips for each essay question

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Who are you? Strategy. Integrated..
Competitive differentiator. Meaningful to
culture -- not a benefits list.
Think of essays as an
interview.
5 ways to
stand out in
your essays
Your people trust you. All of them. More than
peer organizations.
Employee survey results
Add context on the why. Inclusive of all.
Personal, not transactional. Connected to
your values. Having an impact.
Differentiate your
programs.
No company is perfect. (We just saw your
employee results.) Know yourself: Strengths.
Improving. Focus next.
Keep it real.
Change the world of work. Unique programs.
Societal impact. Bust industry norms.
Surprise us!
Lead the way.
Every company tells us committed to their
people, values, DEIB or [fill in blank]. Show,
don’t tell.
Back it up with data.

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 Is that consistent what your people tell us in their surveys?
 Is there real substance here? Or is it PR?
 Why did you choose to implement this particular program? How does this
choice reflect your understanding of your people?
 Does everyone get the benefits/programs you describe?
 How does do your programs meaningfully impact your people and business?
What evaluators
are asking
themselves

Sharing context tells a fuller story of your company
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 Mining company
 We’re very generous and caring.
 All employees working 20+ hours a week
have access to medical and dental benefits,
with a choice of HMO and POS plans.
 Company pays 100% of premium.
Benefit-Driven
In addition:
 Majority of miners are married men whose
wives decide which benefits they adopt.
 Invite family members to company programs
describing benefit options. Fun event & send
materials home.
 Seen a +5% improvement in benefits
perceptions since implementing.
 Benefits eligibility is new: changed from 30 to
20 hours/week when had to reduce hours
available to team members over last year.
 Decisions tied to values of caring, family and
fun.
Context-Driven
From both:
 100% premium and 20-hour minimum is
generous.
With more context:
 Understand unique needs of their employee
population.
 Their values aren’t words on paper but
concretely affect their decisions – even when
it’s hard.
 In combo with other examples – generous,
caring, family-oriented company that puts its
money where its mouth is on values.
 Stand out from other companies with similar
factual benefit.
What does this tell us?

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What do Certified and Best
Workplaces look like?

Cisco
2022 Fortune 100 Best Companies to Work For®
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96% of employees say it’s a great
place to work
96
0
10
20
30
40
50
60
70
80
90
100
Cisco

Cisco
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Even by gender?

Cisco
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Even by gender AND race/ethnicity?

This is really
hard to do.
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96
57
0
10
20
30
40
50
60
70
80
90
100
Cisco US Workforce
Gender and race produce
wildly variable experiences in
similarly-sized tech competitor
with similar benefits.
Only 57% of US
Workforce feel their
workplace is great.
Competitor data.

“What seems to stand out
about Cisco is that I, as an
employee, matter. Not only
in my small segment with
my direct team, but also at
every level at the company.
We are constantly informed
that our voices matter, and
it's clear that the leadership
team is listening.”
36

“Cisco cares about us
holistically, not just as
employees. They care
about how world events
are affecting us and
support our mental
wellness. We spend as
much if not more time
talking about how we are
doing as a Cisco family
as we talk about work-
related topics on regular
ELT led check-ins. I love
that I am cared for as
more than just a revenue
generating entity!”
37

“I was hesitant about my
language skills and understanding
of the culture. I have received all
the support I needed to overcome
my fears; programs like the
multiplier effect gave me 2
amazing sponsors that have
pushed me out of my comfort
zone sparking my ideas on how to
help my organization grow and
improve. Through the women of
Meraki, I got an extraordinary
mentor who gave me the tools I
needed to feel confident about
being a woman in a leadership
role. I love being part of this
company, I am grateful for the
opportunity every day.” Tuesday, November 1, 2022
38

“You own your career.
The opportunities are
endless. Cisco gives you
the recipe to build your
career as you see fit.
Positive working
environment. More like
family than co-workers.”
39

“Cisco never shies away
from responding to a
social issue. Whether it
be racial injustices,
international relations,
homelessness, global
pandemic response, or
natural disaster. Cisco,
much like a firefighter, will
run into the burning
building to whatever they
can to save lives or make
lives better.”
40

“Cisco goes out of their way
to make sure employees
are safe, informed and feel
connected. Arguably
overboard, but I'd rather
error on the side of trying
hard vs not trying hard
enough. I appreciate Cisco
leadership's heartfelt
interest in my well-being.
"Day for Me" mental health
days, flexible workstyle,
awesome communications
capabilities that allow me to
literally work from anywhere
- all part of working for
Cisco.” Tuesday, November 1, 2022
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Every place can
become a great place
to work for all.
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Ev

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Questions?

Tweetable Takeaways
@GPTW_US #GPTW4All
It’s not perks that
make workplaces
great – it’s being
able to trust
leadership, no
matter your
background or job
role.
Companies with
higher levels of
workplace trust beat
the S&P 500 by a
factor of 4 during the
Great Recession.
The only way to
earn @GPTW_US
Certification or Best
Workplace list
placement is to earn
your people’s trust.

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Great Place to Work® is the global authority on workplace culture. Since 1992, we
have surveyed more than 100 million employees around the world and used
those deep insights to define what makes a great workplace experience. It boils
down to trust. We help organizations quantify their culture and produce better
business results by creating a high-trust work experience for all employees.
Emprising®, our culture management platform, empowers leaders with the
surveys, real-time reporting and insights they need to make data-driven™ people
decisions. We use our unparalleled benchmark data to recognize Great Place to
Work-Certified™ companies and the Best Workplaces™ in the U.S. and more
than 60 countries, including those on the 100 Best Companies to Work For® list
published annually by Fortune. Everything we do is driven by our mission: to
build a better world by helping every organization become a Great Place to Work
For All™.
About Us
U.S. Location
199 Harrison Street
Suite 2070
Oakland CA, 94612
Contact
+1 (415) 844-2500
www.greatplacetowork.com

For All Summit 2022: Great Place To Work Focus Session