Build the Trust That Drives Engagement
Engagement tells you how employees feel. Trust helps you understand why.
Great Place To Work® helps you understand the workplace experiences behind engagement — so you can strengthen trust, improve performance, and build a great workplace For All™.
The business impact of a great employee experience:
½ to 2X
of an Employee’s Annual Salary
The Cost of Turnover
The average cost to replace an employee can cost ½ to two times an employee’s annual salary. (Gallup)
50% Less
Lower Turnover
Certified companies have less than half the turnover of the typical U.S. workplace.
2.7X
Greater Intent to Stay
Employees are 2.7x more likely to stay when they feel a sense of purpose, or 2.2x more likely to stay when they feel a sense of pride.
Don’t just measure engagement. Measure what creates it.
Engagement tells you how employees feel. Trust helps explain why.
Great Place To Work goes deeper, measuring the workplace experiences that build trust and create the conditions for stronger engagement, retention, and performance.
With the Trust Index™ Survey and Emprising™, you can understand what employees are experiencing, uncover where trust is strong or breaking down, and identify where to focus.
“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% .”
Build a more engaged, high-performing workplace
Great Place To Work helps you:
- Understand what’s driving your employee experience
- See where trust is strong and where opportunities exist
- Benchmark your workplace against relevant organizations and the world’s best
- Identify where to focus to strengthen workplace performance
- Build a consistently great employee experience For All™
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Understand what’s really driving engagement
Measure the experiences behind engagement
Use the Trust Index™ Survey and Emprising™ to:
- Track which teams are thriving and which flight risks need an intervention, fast.
- Hear from employees in their own words what benefits and programs they value.
- Take the guesswork out of people program investments with data and actionable insights.
Turn employee feedback into action
Great Leader Lens turns Trust Index™ results into personalized, research-backed guidance for leaders—helping them understand where to focus and what to do next to strengthen their teams.
- Give leaders personalized guidance based on their team’s feedback
- Move faster from insight to meaningful action
- Build greater leadership ownership and accountability
- Reduce the burden on HR to drive follow-through across every team
Trusted by business performance leaders
Real success stories from companies who prioritize employee engagement.
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
Turn employee engagement into workplace performance
Measure what employees are experiencing. Help leaders act on what they learn. Build the trust that helps people—and businesses—perform at their best.
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.
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.
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.
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.