Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
March 2017
But is securing and maintaining a place on Fortunes list worth it? Entering requires an employee survey and a
lengthy Culture Audit written submission. Depending on how a company intends to garner workplace recognition
to enhance its business goals, the answer may be no. Read on for tips to identify and secure the workplace
rankings that will attract the type of recognition and talent your organization needs to succeed.
2017 Edelman
Which rankings are most influential? Take a look at your For example, Glassdoor uses employee reviews
key competitors and where they are showing up on completed within a year-long period to recognize
workplace rankings and lists as you consider which to companies on their Best Places to Work and Highest
pursue, and understand the prominence and Rated CEOs lists. Pursuing recognition on these lists
relevance of the ranking in your specific industry doesnt require an application but should be part of an
and/or market. ongoing strategy to manage your Glassdoor presence
by engaging with reviewers. Considering the above
If your organization has a presence in multiple cities, elements can help to determine whether a particular
consider streamlining your approach across markets by opportunity is the best use of your resources.
applying for award programs that partner with multiple
local outlets through city-specific surveys (e.g., Top Step Three: Develop a Differentiating
Workplaces). While you will likely need to apply for
Submission Strategy
each award individually, the process is similar each
Once youve identified a set of recognition targets that
time and can help build your reputation as an ideal
align with your business goals and recruiting strategy
employer within key markets.
and that are offered through reputable outlets that
match your priority geographies, communities and
business strengths the real work begins. We partner
Once youve identified a set of recognition with clients at this stage to create an action plan, with
targets that align with your business goals submission requirements for each opportunity,
and recruiting strategy and that are offered deliverables, deadlines and accountable parties.
through reputable outlets that match your Next, develop an overall submission strategy that
priority geographies, communities and clearly articulates your Employee Value Proposition
(EVP) and employer brand in short, a compelling story
business strengths the real work begins.
about your organization.
Encourage and equip your leaders, managers and employees to share the news via their personal social networks by
providing them with images/logos, infographics, talking points, customized email signatures and more. And be sure to
reference the recognition in your recruiting and new hire onboarding materials.
Externally, maximize your recognition through media outreach to local, regional and national outlets (as
appropriate), industry and HR trades and influencers. Promote the win on your owned social channels and consider a
paid social media campaign to reach specific types of candidates with the news. Employer of choice awards can
also be the keystone of an executive visibility program for C-suite leaders, unlocking additional speaking opportunities
or external partnerships. Finally, be sure to share your recognition with customers, partners and vendors.
The most compelling reason to pursue on-target workplace accolades are the business outcomes that result from an
engaged workforce. Companies with a strong reputation as a best place to work have higher levels of customer
satisfaction and loyalty; more qualified job applicants for open positions; lower turnover levels; greater innovation
and creativity with health care cost reductions; and an improved corporate reputation. By following this approach,
you wont just be basking in the warm glow of recognition its likely your efforts will make a direct, positive impact to
your organizations bottom line.
About Us
Edelman Employee Engagement helps organizations accelerate business performance, delivered by highly
engaged and trusted employees. We do this by making meaningful, trust-building connections connecting
employees with the company, with each other and with the outside world.
Our global network of employee engagement specialists develop engagement strategy; deploy the tools and
processes to deliver it; create the multimedia channels and content that support it; and design the insight
mechanisms to measure it.