December 10, 2022

employee experience in the top 10 best companies to work for in the us

The events of the past two years have caused a major upheaval in American life, creating dire unemployment.

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Employees have taken stock of their lives and stopped to find rewarding jobs, take days off or start their own businesses. They no longer accept bad leaders, inequality, boredom, and lack of purpose and purpose in work.

They want their employer to support them and see them – themselves and their whole lives. They no longer need your services. You want them to want to work for you. Many companies responded by offering high salaries, high signing bonuses, and attractive benefits.

Others double down on what decades of research tells us are really important: trust, respect, purpose, and community.

These groups arrived this year in the 10 best companies to work for in the US, where the user experience is surprisingly strong as it was before the pandemic.

The best goes beyond value to create a desirable workplace. They promote the culture of:

Entry

Purpose
Listen carefully
Kindness and compassion.

The best companies have made a concerted effort to understand what their current workforce is doing, from those who work precarious hours to white-collar workers. Family life has merged with work life in an unprecedented way.

Parents became schoolchildren overnight, many choosing between their children and their jobs. The closures have led to significant domestic violence. Burns are painful and mental health suffers. The Best has learned to motivate and adapt to the challenges of today’s workforce. They have taken a holistic view of employees to support their whole life, which includes their family, community and personal life outside of work.

Above all, they did something. They focus less on general policies and more on individual needs, in real and tangible ways. This has changed mental health support, elder care support, child care and separation support resources.

They have taken a holistic view of employees to support their whole life, which includes their family, community and personal life outside of work. Through good listening sessions with employee support staff, the best people show up for their employees and go out of their way to make sure everyone feels included.

They have created a workplace for everyone. This doesn’t happen with lip gloss or shiny benefits. Idle words undermine trust. Profit without action is not enough. As in life, we want to be seen, heard and known to be important. Work is no different. Show them, don’t tell them.

What happens when employees are heard and supported in a meaningful way?

Top 10 company experience:

Half the revolution of their peers
Employees are six times more likely to recommend their employer to others

80 percent of their employees look forward to coming to work and feeling good about their health. 90 percent of employees say their company is a fun place to work and that they feel supported.
In contrast, in the average workplace, only 52% of employees believe that management really cares about them as people, and only 57% say that their workplace is very good. We are often asked: tell us what we can do to make it a better place to work.

How to attract, retain and motivate employees?

Idle words undermine trust. Profit without action is not enough

Our answer:

Your employees will tell you. You need to understand your users and their needs. Ask them. And meet them there. This is what separates the top 100 from the rest. There are no shortcuts, no single checklist. Bosses who ask to leave when employees only want a higher salary avoid the questions they should be asking:

Do employees trust us?

Do you have a sense of purpose?

Which one?

Failure to do this will result in other changes being onboarded, after which the bells and whistles of benefits will soon ring.

best practices for the top 10 best companies to work for in the USA

We can learn a lot from this year’s best. What they often share is how to create a workplace that attracts and enriches employees, not scares them away.

1. Promotion of inclusiveness

In the average workplace, 25% of employees feel lonely and 30% feel out of place. In the best companies, 88% think they can be themselves. Why? Employees in the best workplaces are encouraged to bring a positive identity to their work through employee resources and diversity, equity, participation and ownership programs, for example. Best of all make sure every employee has an impact included.

2. Listen carefully

This is not done by giving users a survey and responding to a value or two. That’s good, but what’s good is listening to users in different ways.

The best companies support employees through various listening sessions to understand them better.

They ask:

What is your story?

How do you feel about being you?

What else can we do?

It goes a long way. Companies with great listening programs hear from employees who are often isolated. And companies that pay attention to undivided employees do better during the financial crisis.

Our research shows that their stock performance rose 14.4% during the Great Recession years, while overall sales fell 35.5%.

3. Show genuine care and compassion

The best companies pay more attention to the well-being of employees as a whole – their personal lives, their family lives and the lives of their communities – even after the employee leaves. Top workplaces have extended health insurance, provided training and development, and provided food and COVID care to those who have been laid off or are angry.

Caring and understanding doesn’t mean offering one-size-fits-all meditation tools like working from home. It is possible, to a certain extent, but it depends on your people.

Executives dismissing the exodus by saying workers just want higher wages are asking the questions they should be asking:

Do workers trust us?
Do you have a sense of purpose?

Which one?

The best companies organize the user experience to create meaningful changes wherever their employees work – sitting or standing – and make the workplace more accurate, comfortable and – productivity. This contributes to employee satisfaction.

Only half of American workers think their employer supports work-life balance, compared to 86% in the best companies. Only 17% of American workers are successful compared to 58% of the top 10.

Listening and empathizing without acting breaks trust.

Don’t bother asking for feedback if you don’t plan to do anything with it. Follow up is important to build trust. Don’t do anything after an employee survey or hearing, for example, don’t expect employees to believe you when you make other promises.

Pay lip service to their needs without solid support, and watch morale falter and confidence erode.

4. Create a sense of purpose

The best companies deliberately connect their information to the work of the employees. Half of the employees in the average workplace are profitable in their work, compared to 90% in the best workplaces. Research shows that companies whose employees have a sense of work and believe that leaders set clear guidelines and expectations exceed sales by 6.9%.

They are also proud of their company’s reputation, values and standing in the community.

History teaches us that the companies that will be the financial leaders of tomorrow and their employers take care of all their employees today. Let their example guide you on your way to creating a great workplace for everyone.