As you prepare your 2026 Culture Audit submission due August 1st, remember: this is your chance to tell the real story of your workplace culture — not just the highlights, but the journey. Here are seven top tips to help your submission stand out and resonate with evaluators:
1. Be honest about challenges
Every company faces adversity. Don’t shy away from sharing stories of uncertainty or change. Evaluators want to understand how you’ve navigated tough times and how that’s shaped your culture.
2. Connect the dots between feedback and action
Your employees are already telling their story through the Trust Index™ survey. Use the audit to show how you’ve responded to their feedback with real strategies and programs.
3. Explain the “why” behind culture shifts
If your survey scores have fluctuated, help evaluators understand what drove those changes. What did you learn? What did you do differently? This context is key.
4. Highlight your approach to AI
Artificial intelligence is a hot topic. Share how your organization is approaching AI — whether it’s generating excitement or concern — and what actions you’re taking to support your people through it.
5. Showcase global adaptability
If you’re submitting a single audit for multiple countries, include anecdotes and program adaptations from your largest or most culturally distinct regions. Local relevance matters.
6. Focus on purpose and people
There’s no magic checklist. Instead, show how you create a great place to work for all — how you listen, care, respect, and give people purpose through growth opportunities and community impact.
7. Remember: Success lies in ongoing efforts and improvements
Everyone’s scores go up and down. What matters is how you’re dealing with your challenges. The companies that adapt best — and explain how and why — rise to the top.
Hackensack Meridian Health had been Great Place To Work Certified™ for nearly a decade before finally earning a spot on the Fortune 100 Best Companies to Work For® list in 2025. That milestone wasn’t the result of a single initiative — it was the outcome of years of consistent, hands-on work.
As Tria Deibert, senior vice president, culture and team member wellbeing, put it, “You can’t just flip a switch on engagement. It doesn’t happen overnight. It’s a slow burn. But when it finally clicks, you feel it — it’s real, and it’s powerful.”
She also emphasized that culture isn’t built from the top down or through one-off programs: “Most of the work we do is about digging into the data, identifying where the opportunities are, and being elbow to elbow with team leaders who need support. That takes time — it’s a journey.”
These reflections are a powerful reminder that what evaluators value most isn’t perfection — it’s progress. Show how you’re learning, adapting, and building a better workplace over time.
A quick note on confidentiality:
We know trust matters. That’s why we handle your data with care. When we spotlight companies on our Best Workplaces™ Lists or share insights from our research, we may reference select Culture Audit™ or survey responses — but always within strict confidentiality and positive recognition guidelines. We never publish negative feedback.
You can read the full details here: greatplacetowork.com/certification-best-workplaces-lists-terms
Your culture is your edge — let it be seen
If your story reflects a better employee experience than all but 100 other large U.S. companies, you just might earn a spot on the 2026 Fortune 100 Best Companies to Work For list.
Start your Culture Audit today.
