One of the most meaningful parts of what we do at Great Place To Work® is celebrating organizations that are building exceptional workplaces—cultures where employees thrive and business results follow. It’s even more powerful when those cultures don’t just endure moment-to-moment challenges, but stand the test of time.
That’s why celebrating this work in person at the For All Summit™, held April 21-April 23 in Las Vegas, felt especially meaningful.
This year, we honored not only the incredible work our customers are doing today—but a remarkable milestone that reflects sustained commitment: organizations that have spent more than a decade intentionally investing in trust, listening, and culture at our Decade of Great Gathering.
At a moment when leaders are being asked to do more with less—navigate economic uncertainty, AI acceleration, workforce change, and increasing scrutiny on people investments—these organizations offer a powerful signal: building trust consistently isn’t a “nice to have.” It’s a practical, repeatable way to support performance, retain talent, and help leaders make confident decisions during disruption.
These are organizations that didn’t chase quick wins or one-time recognition. Instead, they committed to a long-term journey—one where feedback compounds, actions build credibility, and culture becomes a strategic advantage year after year.
“When we started 11 years ago, we started with a Culture Audit, and we knew therefore where we needed to go. We’ve engaged Great Place To Work as consultants, helping us along the way, identifying opportunities where we can make the biggest impact with our team members.”
– Kim Seyka, director, team member engagement and internal communication, Credit Acceptance
A decade of trust doesn’t happen by accident
This year, we honored 43 organizations that have achieved 10+ years of Great Place To Work Certification™—a milestone that reflects far more than consistency. It reflects evolution.
Over the course of a decade, these organizations navigated economic shifts, leadership changes, a global pandemic, evolving workforce expectations, and entirely new ways of working. What sets them apart isn’t that they avoided disruption—it’s that they used trust as their stabilizer, helping them reduce turnover risk, maintain engagement, and keep leaders accountable through change.
That’s the Great Place To Work Effect in action: when organizations consistently listen to their people, act on what they hear, and measure progress over time, culture becomes a powerful force for resilience, engagement, and performance.
These leaders understand that employee experience goes far beyond policies or programs. It’s shaped by credibility, respect, and fairness—and reinforced through a continuous feedback loop that keeps pace with change.
“Over the last 10 years, there’s been a lot of ups and downs, and people have had to deal with a lot that impacts how they show up at work. One of the things we’ve had to do more of is how we take care of the whole person and not just the person who shows up for work.”
– Dina Barmasse-Gray, human resources leader, The Cheesecake Factory
The power of year-over-year listening
Decade of Great organizations didn’t build strong cultures by chance—they built them by design.
By leveraging the Trust Index™ survey year after year, these companies gained more than a snapshot of employee sentiment. They gained a longitudinal, benchmarked view of trust—allowing leaders to identify trends, track progress over time, and make decisions they can stand behind with confidence.
This consistency is what turns trust into a management system—not just a measure. It’s how feedback becomes actionable, actions become accountable, and culture becomes a driver of real business outcomes like retention, productivity, and leader effectiveness.
With representatives from 44 Decade of Great workplaces in attendance, the Gathering was filled with energy as honorees accepted their awards, connected with peers, and celebrated alongside Great Place To Work President Paul Wolcott.
It was a powerful reminder that while building a great workplace takes intention, sustaining one requires commitment, humility, and continuous learning.
“Everyone here is trying to do the same thing — they just want their workplace to be the best place for all of their employees.”
– Patricia Prince, total rewards supervisor, Ascent Resources
Learning from leaders who’ve been in it for the long haul
Beyond the celebration, the Decade of Great Gathering—and the For All Summit overall—created space for organizations to share what they’ve learned along the way.
From strengthening leadership trust to improving retention and employee well-being, attendees exchanged real-world strategies shaped by years of experience. These weren’t theoretical conversations—they were insights forged through practice and applied through ongoing measurement.
Summit sessions explored topics such as inclusive leadership, AI in the workplace, and the measurable impact of culture on performance—while reinforcing a shared truth: great cultures don’t stand still.
“Summit really focuses on the forefront of what’s happening right now in the world — to pause and understand from some amazing leaders, what is the strategy behind what we’re doing, to really make sure we’re listening and keeping up with the trends.”
– Cristina Boshart, employee insights manager, Burns & McDonnell
Throughout the three days, there was a palpable sense of connection. Leaders shared not only their successes, but their challenges—and their commitment to building better workplaces for everyone.
Culture isn’t optional—it’s a business strategy
In today’s fast-paced, budget-conscious environment, people investments are under more scrutiny than ever. The organizations recognized in the Decade of Great demonstrate that when culture is measured and managed over time, it becomes a source of clarity—not ambiguity—for leaders making hard decisions.
They understand that trust fuels resilience. That listening strengthens engagement. And that organizations who stay close to their people are better equipped to navigate uncertainty and outperform their peers, especially during times of change.
“This conference has been just the fuel that I’ve needed to be re-energized and re-jolted to be able to do the work that we’ve all been called to do.”
– Dewayne Queen, president, EQUAL, Delta Air Lines
These organizations don’t leave culture to chance. They commit to listening, learning, and evolving—year after year. That’s the Great Place To Work Effect: a cycle where trust drives performance, and performance reinforces trust.
“The partnership we have with Great Place To Work has helped us exponentially in our culture journey — the breadth of knowledge they provide helps us with various initiatives, whether that's transformational change, any kind of consulting we might need, or even just surveys to get a pulse check on what our employees are thinking and feeling.”
– Max Darby, talent attraction manager, Hilti
So, how close is your organization to its next culture milestone—and how can we help you get there?
Whether you’re early in your culture journey or building momentum year over year, the organizations recognized here show what’s possible when trust is treated as a performance lever. This email address is being protected from spambots. You need JavaScript enabled to view it. to explore what sustained progress could look like for your organization.
Not yet Great Place To Work Certified™? There’s no better time to begin measuring what matters—and turning employee trust into business impact.
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