Certification Nation Day 2024 celebrated companies recognized as ���[�ʘ��� Certified. On October 16, 2024, hundreds of Certified companies from across the globe joined the celebrations using the hashtag #GPTWcertified. Take inspiration from how these companies uniquely showcased their commitment to creating a great workplace for all.

What is Certification Nation Day?

Launched in 2019, Certification Nation Day (CND) acknowledges and celebrates ���[�ʘ��� Certified companies and their employees globally. The annual event recognizes and celebrates what it means to be a ���[�ʘ��� Certified company. Over the last five years, CND has grown in participation and creativity.

October 16, 2024, is an opportunity for ���[�ʘ��� Certified companies to demonstrate their strong culture — where employees feel seen and heard and teams are proud to work together.

Long after the Certification Nation Day celebration ends, your company’s Certification badge signifies a globally trusted symbol of excellence. Certification Nation Day is also a crucial tool in attracting top talent. It helps your organization stand out as a company culture of respect, belonging, and trust.

Where does Certification Nation Day take place?

Certification Nation Day celebrations take place in person and online. For years, Certified companies have embraced the spirit of Certification Nation Day by hosting team-building activities and events that reflect their unique company culture.

Celebrations are shared online through videos, animations, and social media posts as hundreds of companies honor #CertificationNationDay and signify their pride in being #GPTWcertified.

5 examples of Certification Nation Day 2024 celebrations

Certification Nation Day 2024 was a resounding success, as hundreds of companies showcased and celebrated the people who make them great.

We've curated a collection of inspiring social media posts to spark your creativity for next year’s Certification Nation Day festivities. Here are five examples of the most memorable ways #GPTWcertified companies celebrated in 2024. 

1. Having a party and making a Certification badge cake

Noetic Strategies, Inc. prides itself on being a company of connectivity and understands its employees are central to that approach. When it came to commemorating Certification Nation Day 2024, what could be better than bringing their people to the party? Every party needs a cake, and t showcasing its ���[�ʘ��� Certified badge for a delicious dessert.

The caption declared:

Noetic is proud to celebrate Certification Nation Day with ���[�ʘ��� US and other ���[�ʘ���® Certified™ Companies today! Being #GPTWCertified is a reflection of our amazing people and the culture we're building at Noetic! Thank you to all of our talented employees who make this a great place to work.

#GreatPlaceToWork #CertificationNationDay2024 #LifeWorkNoetic

2. Spotlighting your employee experience

Storytelling is a powerful way to convey what makes your organization great. This year, Salesforce took that approach to commemorate Certification Nation Day. Salesforce account executive Carlisha, shares her story in this post:

Salesforce is proud to be celebrating Certification Nation Day — a global celebration of ���[�ʘ��� US certified companies! Tune in as Carlisha (Account Executive) shares what makes us a Great Place to Work. 💙

#GPTWCertified

Carlisha explains that one of the things that makes Salesforce one of the best places to work is their team environment and collaboration - — including support from senior leaders. “They’re going to jump in. They’re going to help where they would see that they have value,” she says. “So, you’re definitely not alone.”

3. Using the Certification Toolkit assets

Informativ made creative use of the Certification Nation Day 2024 toolkit. Their post declared:

Inspiring. Supportive. Work/Life Balance. Just a few reasons we were named a ���[�ʘ��� US Certified company. Today we're celebrating #CertificationNationDay and thanking our amazing team for making Informativ such a great place to work! 💜

of employees proudly showcasing the assets provided in their Certification Toolkit. The toolkit is available to all Certified companies and makes participating in Certification Nation Day easy and fun.

4. Let the data do the talking

Unicon Pharma commemorated Certification Nation Day 2024 by highlighting the stats that back up their exceptional company culture. The company made a post announcing it had been certified as a ���[�ʘ��� for four years in a row, and share it’s impressive survey score of 95% in the Trust Index™ Survey.

🎉 Exciting News! 🎉

Unicon Pharma Inc has been certified as a Great Place To Work US for 4 years in a row! This incredible achievement is a testament to our dedicated team's hard work and commitment to creating a positive and supportive workplace culture. We're incredibly grateful for each and every team member who contributes to making Unicon Pharma Inc a fantastic place to work.

#UniconPharmaInc #GPTWCertified #CertificationNationDay2024 #GreatPlaceToWork

The company’s impressive benchmark data highlights that the vast majority of employees at Unicon Pharma say it is a great place to work, compared to just 57% of employees at a typical U.S.-based company.

5. Showcasing their consistently Great win with a fun video montage

Beyond-FX celebrated Certification Nation Day 2024 with that reflects its creative brand:

We are so proud to share that we've been certified as a Great Place to Work for our third year in a row! 🏅🤩

We can't thank our team enough for making Beyond-FX the studio it is today – — where VFX artists can come hone their craft in a collaborative, innovative, and most importantly ✨ fun ✨ environment.

#GreatPlaceToWork #GPTWCertified #GPTWCertification | ���[�ʘ��� US

In the video, employees across the country and around the world fly a paper airplane from one person to another to announce Beyond-FX has been consistently great three years in a row. The company also achieved the exceptional result that 100% of its employees agreed it was a great place to work — a testament to its to a strong company culture.

How Certification badges are being showcased in public

Pride in being a great place to work goes beyond a social media post. Long after the CND celebrations ended, these companies found unique ways to showcase their Certification badge in the “wild.”

On the road

MBK Senior Living turned their Certification badge into a decal for their transportation vehicles. This moveable reminder signals to residents, their families, and new hires that it is a great place to work. Similarly, Janani Tours showcases its Certification badge on its vehicles, conveying a strong company culture to its corporate clients.

Hiring and onboarding

In a competitive marketplace, ���[�ʘ��� Certification helps differentiate you from your competitors. As a digital-first company, Tecsys showcased its Certification badge in the wild on employee’s laptop cases. People are at the core of what makes a company great, and one company optimized its Certification badge by combining it with a poster announcing seasonal hiring.

For All to see

When you’ve earned ���[�ʘ��� Certification, why not show it off? That’s exactly what Green Armor did by creating a giant banner that hung off the side of their building. ���[�ʘ��� in France turned earning a Certification badge into a bingo game by taking over the Paris Metro to showcase an array of Certified companies.

The Benefits of being a ���[�ʘ��� Certified company

Being a ���[�ʘ��� Certified company is not just about bragging rights — it comes with a host of benefits, including:

● Increased employee engagement and productivity

● Improved employee belonging and pride

● Reduced employee turnover

● Enhanced employer brand and reputation

● Attracting and retaining top talent

How can companies join Certification Nation Day 2025?

Certification Nation Day is an opportunity for Great Place to Work Certified companies to celebrate their exceptional company culture. Take inspiration from how companies celebrated this year, as you plan for Certification Nation Day 2025.

Become ���[�ʘ��� Certified through a comprehensive, two-step process that measures employee trust within your organization. We’ll see you online as part of a global celebration in 2025!

What is the role of the business community in solving problems like world hunger, the refugee crisis, or inequality and racism?

One company on its own cannot solve these immense structural challenges, but they aren’t immune to the consequences of poor stewardship.

“Investing in innovation means that companies are focused on the future,” says Michael C. Bush, CEO of ���[�ʘ���®. “They want clean air, clean water, safe communities, recyclable materials, better schools, and improved mental, physical, and financial health for all of their employees.”

When you want a better world with more customers, healthier employees, and higher profits, you have to care about the big picture. The best companies care about everyone, with the belief that “everyone does better when everyone does better,” he says.

“Everyone has to really include everyone,” Bush adds. “All the employees in your organization — your partners, your suppliers, your investors, your shareholders, and the communities where you operate.”

The companies on the 2024 PEOPLE® Companies that Care List offer examples of what it looks like to care for everyone, and to use your assets as a business to reinvest in the future.

Here are four themes that stood out from this year’s winners:

1. Fighting food insecurity

Many of the companies on this year’s list are focused on fighting hunger, particularly in local communities.

The Wonderful Company, No. 3, an agricultural business in California’s central valley, knows that employees can struggle to access fresh and healthy foods in some of the communities where it operates. To compensate, the company offers low-cost, healthy, ready-to-go dinners through some of its employee cafes.

BayCare Health System, No. 8, saw the need to help patients access food, as well as medical care, and offers a two-to-three-day supply of non-perishable food items to patients in need. Called the “Healing Bag” program, the initiative has given more than 9,200 bags to patients across its 16 hospitals.

BayCare Health has helped more than 25,000 patients who are food insecure in its regions across West Central Florida.

Wegmans Food Markets, No. 7, increased donations to local food pantries and food banks, expanding its program to give away fresh, perishable items to those in need, including diary, meat, fruits, and veggies. In the last year, the grocery chain donated 32.8 million pounds of perishable and non-perishable food.

2. Helping refugees rebuild

As global conflict has broken out in Ukraine and the Middle East, companies have responded to the refugee crisis by offering employment and resources.

Marriott International, No. 4, made a commitment to hire at least 1,500 refugees in the U.S. by 2025, and has created an onboarding guide to ensure refugees receive a welcoming and supportive experience when joining the Marriott team.

Each Marriott hotel has the authority to bring the refugee hiring program to life in its own way, adopting strategies that work for its employees. Some of the initiatives hotels have used to welcome refugees include adding onsite translators, designating prayer rooms, and creating resources to help refugee employees navigate public transportation.

Moshfiq M. is just o at Marriott International.  

Companies like Jamf, No. 45, have also taken action to help employees volunteer to help, with the company reimbursing employees for expenses incurred while helping refugees from the war in Ukraine. Many of Jamf’s 165 employees in Poland have opened their doors to Ukrainian families and volunteered at the border to help those fleeing the conflict find safety.

3. Addressing inequality at work and beyond

Caring about every employee requires companies to listen carefully to employee feedback.

When Crowe, No. 52, learned through pulse surveys that some Black women at the firm were feeling disconnected from the organization, and were at the highest risk for voluntary turnover, the company launched “Lift as We Climb” forums to help Black women at Crowe build stronger relationships and networks.

Employees say, "I can be me at Crowe" as a sign of the strong inclusive culture at the company.

Employee resource groups at NVIDIA, No. 6, such as its NVPride group of LGBTQ+ employees, advocate for policies that support their members. The NVPride group worked with HR leaders to expand resources for gender-affirming care and to support employees who wanted to relocate over concerns about their safety or the safety of a family member.

NVIDIA is also committed to pay equity, partnering with a third-party firm to analyze its pay practices across rating, education, years of experience, job function, family, and level.

The most caring companies also look to provide opportunities within the organization. Convenience store chain Sheetz, No. 9, created the “store team helper” role to offer meaningful employment to individuals with intellectual and developmental disabilities.

At a Sheetz in Hollidaysburg, Pennsylvania, Abel Keith is a store team helper who is deeply valued by his colleagues.

“As soon as Abel walks through the door in the morning, it sounds like a sitcom in here because we’re all like, ‘Hey Abel!’’ said Sarah Rogal, store manager. “He has brought patience and laughter to our store.”

4. Empowering employees with flexibility and growth

Caring leaders also think about the personal needs and professional development of the people who work for them.

At Delta Air Lines, No. 30, this means creating more opportunities for workers by removing college-degree requirements for 90% of positions at the airline. The company built formal programs to grow skilled workers internally, including its “skills-first” apprenticeship program to help frontline employees transition into corporate roles.

The company is committed to promoting from within, with 61% of leader and corporate openings being filled internally and 35% of corporate roles coming from the frontline in the first half of 2023.

On MLK Day, Delta Air Lines employees joined together to priovide food bags for Atlanta public schools.

Where some companies are cutting jobs, others have recommitted to workers. ServiceNow, No. 57, pledged to avoid layoffs in 2023 as many others in the tech industry were cutting staff, and kept its word. 

Caring companies also focused on flexibility for workers. NVIDIA shuts down globally for two consecutive days per quarter to ensure everyone can take time away from work and recharge without returning to a full inbox. The extra days are fully paid, and not charged to vacation or PTO policies.

At SAP America, No. 24, crisis leave was expanded to allow employees 10 paid days off per year for an eligible crisis, including emergencies that require employees to miss work to care for children or family. This flexibility is offered on top of the company’s “Pledge to Flex” program, which allows employees to decide when and where they work, whether from an office or from home, as long as it aligns with business needs.

Make the list

Think your company deserves recognition for all the ways it cares for employees, local communities, and the planet? Get started on applying for next year’s list.

Gen Z workers are the latest generation of employees to mystify well-meaning managers. The demographic, defined as those born between 1997 and 2012, is steadily increasing its influence in the workplace as more and more young people join the labor force.  

These outspoken newcomers are at the forefront of rising activism in the workplace. They —and they’re willing to take action if they feel their needs aren’t met.

During the Great Resignation and still today, business leaders have struggled to retain Gen Z employees. Many of these young workers left for new jobs, seeking better pay, more opportunities to develop their skills, and less toxicity in the workplace.

Serving the unique needs of Gen Z is something great workplaces are taking very seriously.

“Like most employers today, we have to consider that we have multiple generations in our workplace,” says James Colino, director of talent acquisition at Sheetz. The convenience store chain knows a thing or two about engaging with younger employees—it’s the No. 52 large company on the Fortune Best Workplaces for Millennials™ list for 2022.

“That requires sensitivity in how we market, how we recruit and how we manage our work family,” he says.

For Colino, it all starts with thinking about Gen Z as its own demographic—not lumping them in with millennials—and addressing their unique needs.

What’s missing for Gen Z

Gen Z workers are leaving their jobs for a reason. According to ���[�ʘ���® research, Gen Z, like their millennial colleagues, are having a demonstrably worse experience in the workplace compared with older generations. And out of all the generations, Gen Z is the least inclined to want to stay in their jobs.

Driving the Gen Z exodus is a lack of purpose or meaning in their work. Gen Z workers who agree that their work has “special meaning” are three times as likely to stay with their organization, per ���[�ʘ��� data. That’s crucial, because Gen Z workers who say they want to stay with their organization a long time are also three times more likely to recommend their organization to others.

This creates a virtuous cycle, where young employees not only want to stay, but are helping recruit for the organization, recommending the company to friends and family as a great employer. This is crucial for organizations, since data shows that for trusted recommendations.

Gen Z workers also join millennials in being less likely than older generations to say they receive a fair share of profits and pay.

What’s working for Gen Z

There are many ways employers can help younger employees find a home with their organization. shows that the top reasons Gen Z workers chose their current job include:

• Work-life balance (32%)
• Learning and development opportunities (29%)
• Higher salaries (24%)
• Positive workplace culture (23%)

���[�ʘ��� research highlights the aspects of the workplace experience where Gen Z is having a better experience than other generations. In fact, they’re having the strongest experience when it comes to certain aspects of fairness, pride and respect, providing a roadmap for employers to follow. At great workplaces, Gen Z workers feel:

• Colleagues avoid politicking and backstabbing
• Promotions are awarded fairly
• Managers don’t play favorites
• Colleagues quickly adapt to changes
• Management involves workers in decision-making that affects their work

Gen Z also has hefty expectations around diversity, equity, inclusion and belonging (DEIB).

Gen Z in the U.S. is more diverse than any generation before it, per . , and younger workers are more likely to in the workplace.

For Colino, it’s perfectly natural for Gen Z to have different needs than Baby Boomers, Gen X, or even millennial colleagues.

“Every generation is a product of the environment they grew up in,” he says. “This generation has been subjected to political, privacy, technological and gender issues that have shaped how they think. In working with this generation, you c����’t help but notice that they think and act differently than those who came before them.”

That doesn’t mean giving them a free pass on performance, Colino explains. Instead, it requires that leaders take the extra time to acknowledge differences, be inclusive and find solutions that work for customers and employees.

How to engage & retain Gen Z employees

Here are some of Colino’s top recommendations for employers on engaging Gen Z in the workplace:

1. Create a nurturing environment.

“They need someone to acknowledge that, purely based on the number of years they’ve been alive, they might not be fully equipped to handle all the situations they’ll encounter in a busy store,” says Colino. “It’s more than training; it’s a mentorship approach that ensures they have a positive experience.”

2. Develop your listening skills.

Every generation wants to be heard, but for Gen Z it has even greater significance.

“I think Gen Z is one of the more vocal generations,” says Colino. “They’re not afraid to speak up so I think they really appreciate that we’re asking for input.”

3. Build in opportunities for fun.

Younger workers need that flexibility to embrace their childlike side, says Colino, especially when workers might still be involved in school. These early work experiences will influence whether workers will return to jobs in your sector.

“It’s hard on a manager who has to schedule around flexibility, but our industry has to figure out how to keep this critical segment of talent excited,” he says.

If workers see your industry as a buzzkill, they won’t stick around to become the leaders of tomorrow.

4. Think about targeted benefits for education.

Sheetz has increased its tuition reimbursement program to the maximum amount allowed by the IRS.

“We also expanded our partnerships with online universities to ensure that all of our employees, no matter where they’re located, can continue their education,” says Colino.

5. Take time to learn more about Gen Z as a whole.

Colino’s last bit of advice: Invest in learning more about Gen Z as a macro concept.

“I don’t think companies fully understand the Gen Z workforce yet; they’re just barely entering the workplace,” he says.

Companies that are willing to listen have an invaluable opportunity to bring in diverse viewpoints and build a talent pipeline to sustain their growth for years to come.

Show Gen Z your workplace is one they can trust

Gen Z employees want to work for ethical, flexible, and forward-thinking workplaces. Get ���[�ʘ��� Certified™ to prove to Gen Z that your company is willing to meet them where they are.

The 2024 For All™ Summit is coming up fast!

Leaders from some of the world’s greatest workplaces will be sharing their playbooks for how to engage employees and create a better workplace for everyone. This year’s theme: “From promise to progress: Change happens here” will focus on transformation.

Get your tickets here.

This year’s event promises to be full of unmatched insights and inspiring sessions with headliners like Mindy Kaling, Angela Duckworth, Ariana Huffington, and John O’Leary.

CEOs from some of the biggest companies in the world will also be sharing their culture stories from our mainstage, including Hilton’s Chris Nassetta, Marriott’s Anthony Capuano, and Encore’s Ben Erwin.

Complementing those inspirational keynotes are the breakout sessions, where practitioners will share tips and strategies that you can take back to your organization and implement.

Here are five sessions you won’t want to miss:

Inspire your leaders to lead differently

Image: Synchrony employees enjoy one of its new “hubs” — purposeful space for employees to connect when and how they choose.

Synchrony will share lessons and insights from its effort to redefine leadership across the organization. Amid a changing work landscape and the rise of hybrid work, the finance leader enrolled 300 of its top executives in a program to develop and transform.

How can you inspire leaders from all backgrounds and levels to pursue personal growth? What is working to shift mindsets and strategies across the organization?

Attendees will learn how Synchrony is investing in leadership and how they measure the ROI of culture.

Learn from Synchrony May 8.

How to build a better workplace for women

Image: Employees outside one of Cadence’s offices.

Cadence, like many tech companies, struggled to increase recruitment and retention for women across its global footprint. One of the Fortune World’s Best Workplaces™, the engineering firm will share lessons from its efforts to recruit and retain more women.

What strategies work to build a better workplace for women all around the world? How can you ensure women thrive and grow into leadership roles?

Attendees will learn how Cadence’s breakthroughs benefitted not just its women, but all of its employees.

Learn from Cadence on May 8.

How connecting employees to purpose drives higher profits

Image: Cisco employees celebrate the power of connection.

Cisco has been a consistent top performer on the Fortune 100 Best Companies to Work For® List. In this powerful session, the IT company will share how focusing on purpose hasn’t just been beneficial for employees — it’s driving higher sales and profits.

How can you talk about diversity, equity & inclusion (DEI) goals with all of your stakeholders? How does DEI impact the sales process?

Attendees will learn how Cisco trains employees to connect to purpose as well as tips for showing the ROI of the employee experience.

Hear from Cisco on May 8.

Help the frontline engage and accelerate their careers

Image: Frontline associates staff the desk at a Marriott hotel in Maryland.

How can your organization help frontline workers find new opportunities and build a career without leaving the company? Marriott International has a compelling new program to share, with takeaways on how to train and develop future leaders.

What experiences are helping frontline employees develop essential business skills? How is Marriott improving retention and engagement rates across its global portfolio?

Learn how the hotel chain has built a compelling career path for associates and how it plans to increase the number of managers it promotes from frontline roles.

Hear more from Marriott on May 8.

How to add untapped talent to your talent pool

Image: World Wide Technology staff service servers at a data center.

In the pursuit of top talent, you c����’t afford to overlook capable and competent professionals. That’s how companies like Dow and World Wide Technology have become invested in recruiting military veterans and creating experiences to ensure former service members thrive.

What are the barriers keeping your organization from finding new sources of talent? How can you change the employee journey to expand your talent pool and ensure more employees succeed and contribute at your organization?

Learn from these award-winning workplaces how they are finding new talent pools and what experiences are unlocking the hidden talent within their organizations.

Hear from Dow and World Wide Technology on May 8.

These are just some of the great leaders who will be sharing their story at the For All™ Summit. Get your ticket now before they’re gone!

Are you struggling to retain your top talent? Do you want to uncover leadership behaviors proven to drive employee retention? If so, this is the webinar for you.

In this session, we will reveal the findings from our analysis of over 1.32 million employee voices, showing you exactly what the top drivers of retention are when it comes to leadership behaviors. You'll learn how to model these behaviors in your organization to keep your team engaged and committed.

Here’s a glimpse of what you can expect:

• The Power of Welcoming: Discover the impact that a warm and inclusive onboarding process can have on your employees' decision to stay. 

• The Role of Inspiration in Retention: Learn how leading with integrity and purpose can inspire your team and drive retention. 

• The ���[�ʘ���© Model & Retention: Uncover the components of this model and how it can improve your organization's retention rates. 

• Implementing Purpose and Pride at Work: Find out how to foster a sense of purpose and pride within your team. 

But we c����’t give away all our secrets here - watch the webinar  to learn more!

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When Did Certification Nation Day Start?

Certification Nation Day (CND) was launched in 2019 as an annual event to recognize and celebrate ���[�ʘ��� Certified companies around the world. These companies are distinguished by their exceptional workplace cultures where employees feel valued, respected, and empowered to thrive.  

Why is Certification Nation Day Important for Certified Companies? 

Certification Nation Day is more than a celebration, it’s a crucial reminder to us all of the importance of nurturing a company culture that champions trust, purpose, and innovation. The weeklong celebration is also an opportunity for Certified companies to showcase their employer brand, attract the finest talent, and strengthen the unity among their current team members. 

Where Does Certification Nation Day Take Place?

Certification Nation Day is an annual online celebration for Certified companies around the world. While the event date varies yearly, the festive tradition remains consistent. For years, Certified companies have embraced the spirit of Certification Nation Day by hosting a diverse range of events to highlight their unique company cultures.  
  
These events include employee appreciation luncheons, team-building activities, social media campaigns, and even creative videos and animations highlighting the importance of company culture. The celebrations are shared online, in a chorus of social posts, with the hashtags #CertificationNationDay and #GPTWcertified.  

How do you Celebrate Certification Nation Day?

If you’re a ���[�ʘ��� Certified company, there are many ways to celebrate. Here are a few ideas:

Share your Great!   
 
Post on social media about your company’s ���[�ʘ��� Certification™ and what makes your workplace so special. Use the hashtags #CertificationNationDay and #GPTWcertified to connect with other Certified companies and employees.

Celebrate with your employees   
 
Host a potluck lunch, happy hour, or other employee appreciation event to celebrate your company’s Certification. Share stories about what makes your workplace great and recognize staff for their contributions with employee stories and videos.

Get involved in your community  
 
Partner with a local charity or nonprofit organization to volunteer your time or donate to a cause that is important to your employees. This is a great way to show your appreciation for the community that supports your business. 

 
Certification Nation Day 2023 Celebration Examples 

  
Certification Nation Day 2023 had a record-breaking turnout, with hundreds of companies proudly showcasing their exceptional company cultures, each driven by the incredible people who make them great. This resounding success serves as a testament to the growing recognition of the importance of creating workplaces with an employee focus. 

A look back at the inaugural Certification Nation Day in 2019 underscores the event’s remarkable growth and the ever-increasing creativity and participation from companies each year. From heartfelt employee testimonials to creative video montages, the #GPTWcertified community has consistently raised the bar for demonstrating the unique cultures that make ���[�ʘ��� Certified companies so special and inspiring.

To spark your creativity for next year’s Certification Nation Day festivities, we’ve curated a collection of the most captivating social media posts. Here are some of the most memorable ways #GPTWcertified companies celebrated in 2023. 

A FACE-off to Remember 

�󴡰䷡’s vibrant and creative montage video captured the essence of their exceptional workplace culture during Certification Nation Day. The video’s dynamic blend of video graphics, quick cuts, and upbeat music brought a fresh and memorable spotlight to the company’s employees, showcasing their diverse and remarkable backgrounds, talents, and passions.   
  
The caption declared:

“FACE is proud to be ���[�ʘ��� US Certified! We’re powered by our people daily who create STAR experiences for our guests!  
  
Interested in opportunities with us? Check out   
  
”

Through the lens of this , FACE effectively conveyed its commitment to fostering a thriving workplace where employees are in the driver’s seat of innovation.  

The Power of Community in the Workplace

Actualize Consulting marked Certification Nation Day 2023 by highlighting the accomplishments of its employees, showcasing a dedication to innovation and a company culture that puts people first.  
 
The company shared a that combined employee photos and stories with its impressive survey scores. 
 
“A�� , we celebrate LIFE, and that enthusiasm shows in our work and our culture. 100% of our people stated that is a great place to work, and we are 100% grateful for our team. It is an honor to participate in – Certification Nation Day!  
 
   
 
The exceptional survey response rate of 100% is an achievement that reflects the company’s commitment to open communication and employee well-being. It also demonstrates the deep connections that Actualize has fostered among its team members. 

Igniting Passion: A CEO’s Message

Boldly Remote Staffing commemorated Certification Nation Day 2023 by acknowledging its employees’ accomplishments and collaborative spirit. 
 
In a company-wide announcement, CEO Sandra Lewis shared a expressing pride in the staff’s commitment to professional growth and development.  
 
“We are SO grateful to our incredible team, whose care, kindness, and professionalism have made us what Boldly is today. Thank you for being the award-winning heart of Boldly!" 
 
Lewis highlighted the importance of Certification in building a strong team culture and a shared commitment to excellence. 

Showcasing the Heart of Your Brand

Trellix marked Certification Nation Day 2023 with a unique and engaging approach, through a captivating video full of animated quotes. This innovative video seamlessly blended the power of voices with the visual medium of animation, creating a compelling narrative that highlighted the importance of Certification and its impact on Trellix employees.

The company shared, “Happy (’ global celebration of workplaces)! 🎉   
  
Today, we highlight the strengths of —explore employee insights below.”  
  
Through the use of animated quotes, Trellix allowed employees’ voices to take center stage, which personalized the video. By conveying the genuine experiences and perspectives of its workforce, the video served as a testament to the power of storytelling and the impact of blending different mediums to create a lasting impression. 

One Question Sparks a Tapestry of Voices

Cadence Design Systems celebrated Certification Nation Day 2023 by engaging employees in a meaningful and interactive way. Its social caption was straightforward and compelling, and the complementary video was captivating and insightful.

“We’re thrilled to celebrate our team today! We have an incredibly talented, dedicated & enthusiastic group of individuals contributing to our vibrant culture.   
  
Wishing everyone a fantastic #CertificationNationDay   
  
🎉 ���[�ʘ��� US   
  
#GPTWcertified #WeAreCadence #BestWorkplaces”

Cadence asked employees to answer the question, “What makes Cadence Design Systems a great place to work?” sparked a wave of responses, showcasing the diverse perspectives and shared experiences that make Cadence a great place to work for all.

A Purrfect Paw-ty for a Pawesome Certification Nation Day 2023

Farnsworth Group, Inc. took a unique and heartwarming approach, hosting a fun-filled contest that encouraged employees to dress up their beloved pets in a display of company pride. With wagging tails, feathered headwear, and scaly costumes, the companys furry, feathered, and scaled companions became the stars of the day, embodying the company’s vibrant and inclusive culture! 
 
“To mark our 8th consecutive year voted ‘A ���[�ʘ���,’ we hosted a pet photo contest. With nearly 150 heartwarming submissions, it was undeniably one of the most adorable events we’ve had. It’s only fitting we share some of these delightful highlights with you. 🐾�� 
 
 
 
Farnsworth Group’s was just a glimpse into their spirited, weeklong celebration of Certification Nation Day, which included a company party and scavenger hunt.

Ready to Join Certification Nation Day 2024?

As you prepare for Certification Nation Day 2024, let these inspiring stories and creative expressions ignite your imagination. Certification Nation Day is a celebration of the people who make ���[�ʘ��� Certified companies exceptional, so showcase that inclusive company culture and ongoing commitment to becoming a truly a great place to work for all! 

The Benefits of Being a ���[�ʘ��� Certified Company

Being a ���[�ʘ��� Certified company is not just about bragging rights – it comes with a host of benefits, including:

• Increased employee engagement and productivity

• Improved employee belonging and pride
• Reduced employee turnover
• Enhanced employer brand and reputation
• Attracting and retaining top talent

The journey to Certification starts here. Become ���[�ʘ��� Certified through a comprehensive, two-step process that measures employee trust within your organization, and join us in 2024 for a truly memorable, inspiring, and global celebration!

Anyone can be the culture leader that every workplace needs to start building high-trust culture.

One skill set that can help: strong communication skills.

We spoke with Caryn Best, senior vice president, marketing & communications, for IAT Insurance Group about her career and work building a better workplace culture.

Attend our annual company culture conference May 7-9, 2024

Best has good advice for anyone trying to promote their employer brand: “The brand must start from the inside.”

Read on for career advice, a book for your reading list, and more – part of our new community spotlight series “How I Got Here”:

What was the hook that first got you interested in workplace culture?

Best: I started my career at public relations firms. Clients hired us to help them promote their brand and products, but often there was a disconnect with how they wanted to show up externally and how their brand felt for employees.

I became increasingly interested in the connection between employee experience/culture with the brand image and market presence. Now, I firmly believe that brand must start from the inside.

What has been the biggest challenge you faced in your career when trying to build a great workplace culture?

Best: I had a challenging experience earlier in my career that ended up being a great learning opportunity.

I was heading corporate communications for a financial services company and the CEO decided that he wanted to build a culture based on a business book he read. I led the charge, crafting a program with a beautifully designed and executed communications campaign, only to have the effort fall flat.

The lesson: Employees must be engaged from the beginning to help inform the culture. No one person can decide what the culture should be and expect it to resonate with employees.

At IAT, we started with employee focus groups to help understand their experience of the place and that informed how we moved forward building a great culture. Employees have been at the center of it from day one.

What is the No. 1 lesson you have learned about what it means to be a great workplace in a post-pandemic environment?

Best: Keep listening to employees. Cultures are organic and always evolving. By keeping communication loops open with employees, the culture will continue thrive. The ���[�ʘ��� survey has been a key component for unbiased feedback from employees. 

How do you think artificial intelligence will change your work? Are you excited for those changes?

Best: Yes, AI is already having a major impact in marketing and communications. Primarily we are finding it can help save time with some tasks so more time can be spent on strategy, planning, and creativity.

What’s your favorite career advice you’ve ever received? Why?

Best: My first boss would say “leave them wanting more,” which continues to be helpful advice in a number of ways: messages should be succinct and memorable, presentations clear, you don't have to share every idea or thought that comes to mind in a meeting... 

What’s a recent book or podcast you loved that you recommend to our community?

Best: We recently had Ryan Leak deliver a keynote at our internal leadership workshop and he was fantastic. His book “Leveling Up” is a great read, full of practical advice centered around 12 questions to ask yourself that are simple, but powerful. Highly recommend it for self-awareness and continual growth.

What about your job makes you excited to come to work every day?

Best: My team! Playing a role in helping grow their careers is a privilege and they keep me inspired and motivated.

If you could wave a magic wand and change one thing about how workplaces operate in the world today, what would it be?

Best: I’m biased as a communications professional, but I would love to see more companies and leaders recognize the very significant role that communications plays in culture. I’m grateful to be at a company that’s leadership prioritizes communications and feedback loops, but that is still unfortunately the exception and not the rule.

Want to join the conversation? Email Ted Kitterman to learn more about participating in our profiles series.

Find your community

Connect with other leaders looking to build a great place to work for all by attending our 2024 For All™ Summit, May 7-9 in New Orleans.

How you communicate with employees has a profound impact on workplace culture.

For Messer Americas, an industrial and medical gases manufacturer, building a better workplace required rethinking how it connected with frontline employees and the unique challenges it faced reaching this segment of the population.

“We have a very diverse employee population with job roles that provide a spectrum of connectedness,” says , vice president of communications at Messer Americas. “Some employees don’t have email or intranet access. Many employees do not spend their day sitting in front of a computer, so we have real challenges with reach.”

Other organizations might try to launch a podcast, or other media that workers can consume while completing their other work. Creating that level of distraction won’t work for an industrial gas company.

“We do not want our employees to lose focus when they are driving a truck or handling hazardous materials, like hydrogen,” Long says.

And Messer has other challenges when helping employees stay connected.

“With our frontline workers, it’s very unique,” Long says. “It’s not a traditional manufacturing plant where there’s 500 people in a big space and they’re using their hands all day.”

Most drivers work alone for hours each day, and some facilities only have a small group of people operating different shifts.

“The importance of connectedness is elevated in these groups that operate in the field and have less exposure to the corporate culture,” Long says.  

Attend our annual company culture conference May 7-9, 2024

Changing strategies

To solve these challenges, Messer has been experimenting with different ways of putting information in front of its frontline workers. For drivers, each day starts with logging into a company system to check their route for the day.

“When we want somebody to take an action, we’ll put a little pop-up message onto the system because we know our drivers will log into it every day,” says , people and culture communications manager, at Messer Americas.

Pop-ups have also been added to HR systems so employees find them when updating their time sheets. Text messaging was added after the team heard from a leader in the engineering services group that their team was more likely to text one another than send an email.

“We started using text messages to reach them, even if it’s just sending the leader the written content and asking them to send it out to the group,” Long says.

Similarly, company news was added to the company’s e-learning platform, since frontline workers frequently access this tool.

Measuring success

The changes have made a significant impact on Messer’s Trust Index™ scores, especially when the team looked at frontline employees.

Metrics on employee pride jumped nine points, and the number of employees who said they were kept informed about important business changes jumped six-points.

“That ties to communications,” Long says. “You’re seeing a similar percentage increase from our employees across the board — both in the office and the field. It shows that our efforts are working to reach our frontline folks.”

Now Messer’s comms team always works with HR to check their ���[�ʘ���® survey results before rolling out a new initiative.

“Anytime we go to do any sort of large endeavor now, we pull up our ���[�ʘ��� [results] and get a sense of how that demographic is feeling,” Janik says. “We use ��������������Բ�™ as a gut check all of the time … we’re regularly using it to know our audience.”

Connecting to purpose

More employees are reporting pride in their work for Messer in part because the team is doing more to connect employees to the purpose of the company.

“Industrial gases pretty much touch every industry out there,” Janik says. “It doesn’t matter whether you’re picking up a piece of electronics or you are grabbing a can of pop, the gases business is a part of the creation of all of those products.

Employees love hearing more about how our gases provide solutions essential to our world and lives.”

Tips for better frontline connections

Here are some tips from Messer’s leaders about how your organization can improve frontline communication:

1. Don't be afraid to try something new

“With communications, things are always changing,” says Long. “There’s a new tool, a new platform, it feels like every second.”

To evaluate whether something is a good fit for your employees, consider your audience. “If part of your population is still using a flip phone, it’s likely they are not on Instagram,” Long says. “You have to know how they want to communicate.”

2. Meet employees where they already go

Consider the technology your employees use, Long says.

Find the places where they already go to accomplish their work. “For those employees that use a time sheet, bring information to them there,” Long says.

3. Newer isn’t always better

A printed communication mailed home might feel old-fashioned, but Long says that traditional tactics still have something to offer depending on your goal.

“You are bringing the news to them in their home,” she says. “It touches their family. You get to build a sense of pride not only with the employee, but their family base. Some of those things are valuable touch points that still work.”

4. Find ambassadors to increase listening efforts

At Messer, a program it calls the Employee Circle allows leaders to curate feedback from a range of employees. Three or four times a year, a team of 11 volunteers commit to speaking with at least five other employees, in addition to providing their own feedback to leadership.

They are provided with an agenda or two or three questions, and their work consistently surfaces feedback that would never be captured in a survey.

“People will say to them, ‘Well, I'd never put this in a survey — but since I’m talking to my friend, I know you’re not going to sell me out,’” Janik explains.

5. Make it easy for leaders to connect

If you want frontline employees to feel more connected with top leaders, make sure they have resources to share important information with their teams.

“They know their team best, their workers are talking to them and engaging with them,” Long says.  “Make it easy for them to tell your story.”

Get more insights

Learn more strategies from our workplace culture experts at our For All™ Summit, April 8-10, 2025 in Las Vegas, NV. 

The holiday hiring season is upon us, presenting unique challenges for those in seasonal industries.

Hospitality and retail have some of the highest quit rates of any industry in the U.S., and this year businesses are calculating their holiday hiring budgets against ongoing inflation and reduced spending by consumers.

These two factors combined make it even more important for employers to consider how they approach seasonal employment. You don’t want to go through the effort of onboarding someone who may leave before the season ends — especially when you have limited resources to hire anew.  

Here are five tips for managing seasonal workers this year.

1. Connect seasonal employees to a purpose

Seasonal workers still want to feel connected to the business. Unfortunately, most managers immediately train contractors on their tasks and don’t take time to explain the company’s mission or vision. As a result, they focus solely on the task. 

With no connection to the company, the job is transactional. Contract workers, therefore, don’t give more than what’s explicitly stated in their contract. 

Leaders who take the time to explain the big picture and why the work is essential will get better results and see more highly motivated contractors. It can also be a powerful recruiting strategy, as you’re more likely to attract the right employees when they know they’ll be joining something that’s more than “just a job.”

In fact, our 2023 workforce study found that connecting purpose with work is a crucial factor in employee retention, especially during holiday hiring periods. When employees feel their work has meaning, they are 2.7 times more likely to stay with an organization.

2. Welcome seasonal workers as full team members

Of all the high-trust leadership behaviors, being welcoming to new team members is the most influential on employee retention. According to our research, when a leader is welcoming, employees are four times more likely to stay.

However, in the process of hiring seasonal employees, it's common for employers to overlook the importance of integrating them into the company culture, often rushing through onboarding.

 “When someone joins your organization, you should make sure that they know you were expecting them — and that you couldn’t wait for them to get here,” explains Michael C. Bush, CEO, ���[�ʘ���.

Consider assigning a buddy to make seasonal workers feel welcome and connected to colleagues or take them out to lunch to answer questions. If the role is remote, a video call can go a long way towards forming a connection. 

3. Let seasonal employees know there is opportunity for growth

While they may be short-term, even seasonal employees should be considered within your overall talent management strategy.

Is there a possibility for them to return year after year, or could they become full-time employees down the road? While it’s unlikely that you can offer a position to every contractor who impresses you, you can make it known that opportunities are available.

Not only can this motivate seasonal employees to do the best possible job, but it also gets managers thinking about contractors as more than just a moment in time.

4. Recognize great work among seasonal staff

Recognizing the efforts of your staff is key in retaining seasonal workers; everyone wants to feel appreciated and know that their contributions are valuable.

Let seasonal workers know when they’re doing a good job and that you consider them a valuable part of your team. Creating a culture of recognition should include your temp staff, too!

When possible, invite them to company events and gatherings, especially if they’re working on-site. Send them greeting cards or personal notes. As seasonal workers receive your gratitude and the opportunity to experience the company culture, they will feel more engaged and more motivated to do their best.

5. Be flexible

If you place too many restrictions on a contract worker’s schedule, they may lose motivation or become frustrated. While it’s difficult in retail or manufacturing to be flexible, it’s easier to provide office staff with the flexibility they need to pick kids up from school or attend their holiday events. 

Ask your contractors and seasonal workers up-front about their ideal schedule and try to make it work. But more importantly, respect their right to personal time and don’t assume they’re free to jump on your projects when you need them.

Add ���[�ʘ��� Certification to your holiday staffing solutions.

Incorporating ���[�ʘ���® Certification™ into your holiday staffing strategy can be beneficial. By showcasing your company's dedication to fostering an excellent workplace for everyone, including seasonal staff, you may enhance your ability to retain these workers not just for the current season but possibly for future ones as well.