For years, Great Place to Work® has documented the way high-trust workplaces outpace business rivals. But our latest research shows organizations must clear a higher bar to reach their full potential and stay competitive in today’s business world.
What is that new bar you should be assessing your company against? We call it “the Great Place to Work For ALL.”
The Fortune 100 Best Companies to Work For® that we have ranked for the past 20 years have stood out for their high levels of trust, and they have outperformed peers on a range of key business metrics. But as great as those companies are, they typically have had significant gaps in the employee experience between groups of people. These gaps mean not everyone is having a positive experience, which means they are not likely to bring their best to the organization.
This is where Great Places to Work For All come in. “For All” workplaces go one step further to create a consistently great workplace experience for all their people, regardless of who they are or what they do in the organization. In short, Great Places to Work For All avoid wasting human potential. They minimize pockets of employees who don’t feel respected, valued or heard. They bring out the best in everyone. They are better for business.
In this report, we lay out the undeniable evidence from new research of why organizations must create Great Places to Work For All to thrive in today’s competitive marketplace.
- Great Places to Work For All have higher revenue growth rates
- Great Places to Work For all outperform peers in the stock market
Download our report to see why organizations with a consistently great work experience— Great Places to Work For All— grow faster and outperform peers in the stock market.
Ed Frauenheim is Director of Research and Content at Great Place to Work Ed provides insights into how Great Places to Work For All are better for business, better for people, and better for the world. He has spoken at more than 20 events, co-written two books and published articles in Fortune, Wired and the Seattle Times.