Whether remote, on-site or hybrid, here’s what really matters at the Best Places to Work in New York, Chicago, Texas and the Bay Area

Where you work is not as important as who you work for.

The debate over remote and hybrid work continues as companies like Nike blames the lack of direct cooperation for lackluster business performance. Telework advocates argue for more flexible options bring better benefits to employeesthereby promoting productivity.

When you view Fortune Best Workplaces™ in New York, Chicago, Texasand bay area, these companies performed significantly better than the typical U.S. workplace, regardless of their remote work policies.

Research shows that although employees in a typical U.S. workplace benefit remotely work, that doesn’t make those companies great places to work. Doing what? Employees’ level of trust in their leaders and coworkers.

At the companies on this year’s list, employees reported better relationships with their managers, a psychologically and emotionally healthier work environment, and a better work-life balance. than in typical American workplaces. As a result, these employees are more likely to stay with the company and adapt quickly to changes—important outcomes for any business Facing the artificial intelligence revolution.

“When debating remote and hybrid work and its impact on workplace culture, we often ask the wrong question,” said Michael C. Bush, CEO of Great Place To Work®. “The best workplaces continually reassess efforts to meet the specific needs of their employees. That is what creates trust and drives business performance.”

Co-create workplace culture

The best workplaces ensure employees feel included in the decision-making process. Eight in 10 employees (81%) at companies on this year’s list agree that management involves people in decisions that affect them. In the typical American workplace, only half of employees (51%) say the same, a difference of 59%.

Employees at winning companies are also more likely to say their managers show genuine interest in them as a person, not just a worker on the team.

Courtesy of Great Place to Work

Great workplaces research shows that companies benefit when they give employees a voice in where they work, with typical American employees three times more likely to stay and less likely to “quit and stay” 14 times more when they can choose where they work.

That doesn’t mean remote work is a necessary requirement for creating a great workplace culture. Regardless of whether remote work is right for your industry, employers build trust by addressing the specific needs of employees, and companies in every industry can and do create create effective workplaces.

Cultural co-creation, in fact Start by listening. In Wegmans Food Market, the 3rd largest company on Fortune’s Best Places to Work in New York™ List, work-life flexibility has always been part of the equation and is a key reason the retailer says candidates Choose Wegmans. For part-time employees, who make up about 65% of Wegmans’ workforce, the company offers a variety of positions and shifts, in which part-time employees can essentially determine the time and how often they want to work.

For full-time employees, multiple surveys and employee listening channels have revealed that a consistent, predictable day off each week is helpful. Although Wegmans retail employees are still required to work at a Wegmans store, this scheduling policy allows them more flexibility to plan for personal needs, arrange child care, and schedule dates.

A healthy workplace

Trust is more important in creating a healthy work environment than a remote work policy.

Great Places to Work has found that Remote employees at typical U.S. companies are 19% more likely to report a psychologically and emotionally healthy workplace than on-site or hybrid employees.

But this year’s winning companies significantly outperformed the typical American employee experience, regardless of where their employees worked. At Best Workplaces, 88% of employees say they have a psychologically and emotionally healthy work environment, a 59% increase compared to employees who say the same at typical American companies.

Result? Employees who have these experiences are more likely to want to stay with their company long-term.

Courtesy of Great Place to Work

Balance work and life for each employee

The best workplaces excel at ensuring that every employee can maintain a healthy work-life balance, regardless of remote policies.

At the companies on the list, 94% of employees said they were able to take time off when needed, and 88% said managers promoted a healthy work-life balance. At typical American companies, only 75% said they were able to take needed time off, and 63% said they had a healthy work-life balance.

The best places to work are distinguished by their commitment to creating great experiences for every employee, regardless of role or tenure.

“Is one For all leaders means being curious about how different groups of employees experience your workplace,” Bush said. “Whether they are new employees to the company, working part-time or working night shifts, they all have human needs that employers cannot ignore.”

In Crowe#1 large company on Fortune’s Best Places to Work in Chicago™ List, employees may be entitled to paid time off from the time they are hired, which can be used for a variety of reasons from doctor’s appointments and vacations to mental health days and volunteering.

In Texas Health Resources3rd largest company on Fortune’s Best Places to Work in Texas™ List, non-exempt employees receive an extra day of paid time off each calendar year, called “My Flex Day,” with Can be used for any reason other than traditional PTO days allocation.

When you ask your employees about specific challenges in their work, you may find many creative solutions to improve health.

In Camden Asset Fund1 largest employer on the Texas list, members of its maintenance team specializing in property repairs, have struggled to maintain a healthy work-life balance because their jobs involve to responding to after-hours emergency maintenance calls. To meet team needs, Camden has implemented quiet hours for on-site maintenance teams, significantly reducing after-hours calls, ensuring these workers can take time off and enjoy their time. with my family.

Ted Kitterman is the content manager at Great Place To Work.


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