Build a More Engaged, High-Performing Workplace
The Business Advantage of an Engaged Workforce
85%
Higher Discretionary Effort
At Great Place To Work Certified™ companies, 85% of employees say they give extra effort to get the job done — compared to just 60% at a typical U.S. workplace.
Source: Great Place To Work® analysis of 2024 Certified companies (1.3 million employees surveyed) vs. the 2025 U.S. Normative Survey (5,000+ non-Certified U.S. employees).
50%
Lower Turnover
Certified companies have less than half the voluntary turnover of the typical U.S. workplace (12% vs. 32%, across all industries) — a direct dividend of higher engagement and trust.
Source: Great Place To Work® and U.S. Bureau of Labor Statistics (2023).
8.5x
Higher Revenue Per Employee
The Fortune 100 Best Companies to Work For® generate 8.5 times more revenue per employee than the U.S. market average ($883,928 vs. $104,030)
Source: Great Place To Work® analysis of the 2025 Fortune 100 Best Companies to Work For® (670,000+ survey responses); U.S. market RPE from Prof. Aswath Damodaran, NYU Stern (6,000+ U.S. companies).
See Your Workplace More Clearly
Employee engagement is shaped by everyday experiences across your organization. Great Place To Work® helps you understand those experiences, uncover differences across teams and employee groups, and benchmark your workplace against leading organizations.
“There are lot of employee engagement surveys out there. One of the things that we really like about this one is the ability to customize it, the simplicity, and it goes to the core values that we’re looking to instill in our organization.”
“When we started looking at the data, we were able to identify some of the gaps of inconsistent employee experience. By focusing on closing those gaps, we’ve been able to reduce our turnover by upwards of 30% .”
Ready to Strengthen Employee Engagement?
See how Great Place To Work can help you understand what drives engagement and identify opportunities to improve workplace performance.
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See How Organizations Are Improving Employee Engagement
Explore how organizations use workplace intelligence and leadership action to strengthen engagement, retention, and team performance.
Company Growth Drives Bestop to Take Stock of Employee Experience
Certification makes BentoBox's Culture of Hospitality a Competitive Advantage
Wonolo Turbocharges Recruitment with Great Place To Work Certification
Help Managers Build More Engaged Teams
Great Leader Lens gives managers personalized, research-backed guidance based on their team's feedback. Help leaders understand where to focus, strengthen trust, and take practical steps to improve engagement and team performance.
FAQs
Employee engagement reflects how connected, motivated, and committed employees feel at work. Great Place To Work® views engagement as an outcome of the employee experience. When employees trust their leaders, feel pride in their work, and experience a sense of belonging, stronger engagement is more likely to follow.
Great Place To Work goes beyond measuring engagement alone. The Trust Index™ Survey measures the workplace experiences that build trust and help create the conditions for engagement, including credibility, respect, fairness, pride, and belonging. This helps organizations understand not just how employees feel, but what may be shaping their experience.
There is no single driver of engagement. Leadership, trust, fairness, meaningful work, recognition, belonging, and relationships with colleagues can all influence the employee experience. The key is understanding which experiences matter most within your own organization and where opportunities exist to improve.
Trust is foundational to a great employee experience. When employees trust their leaders and experience respect, fairness, pride, and belonging, organizations create stronger conditions for engagement. That's why Great Place To Work focuses on measuring the experiences that create trust rather than relying on an engagement score alone.
Start by listening to employees and understanding what is driving their experience. Then focus on the areas where change can have the greatest impact, equip leaders to act on feedback, communicate what you're doing, and continue measuring progress. Employee listening is most valuable when employees can see that their feedback leads to meaningful action.
Managers shape many of the day-to-day experiences that influence trust and engagement. Giving leaders relevant employee feedback and clear guidance can help them understand their team's needs, focus on the right priorities, and take meaningful action. Great Leader Lens helps turn Trust Index results into personalized, research-backed guidance for leaders.
Great Place To Work helps organizations move from listening to action. The Trust Index Survey measures the experiences that build trust, Emprising™ helps organizations analyze and understand employee feedback, and Great Leader Lens helps leaders turn those insights into action. Together, they help organizations strengthen employee experience, leadership, and workplace performance.
There is no single cadence that's right for every organization. Many organizations use a comprehensive employee survey to establish a baseline and track changes over time, supplemented by pulse surveys when they need more frequent feedback on specific issues or changes. The goal isn't to survey more often; it's to collect feedback when you're prepared to learn from it and act on what you hear.
Ready to Strengthen Employee Engagement?
Discover how Great Place To Work can help you understand your employees, prioritize improvements, and build stronger teams.
