"Best Place to Work For" analysis

As this project developed, I wasn't sure which way it was going to go. Instead of attempting to analyze individual companies and compare to the MET (which would be hard to do because not all the information is readily available). I wanted to focus on what is required to be considered a "Best Place to Work For". While that may not be the ultimate goal of the MET, I think it is important to know what is considered when looking at those companies that are considered "Best Place to Wor"k For

There are a few different "Best Place to Work For"(BPWF) lists floating around. The two that I will be focusing on will the Fortune's Top 100 and Great Place to Work's Best Small & Medium Workplace.

There are five steps to the whole process:
1) Registration Deadlines & Eligibility: companies must apply, they are not picked...if you don't apply, you don't get picked!
Fortune 100

• be five years or older
• have at least 1,000 regular FT and PT US employees
• must be registed by July 1

Great Place to Work

• be two years or older
• have between 25 and 999 regular FT and PT US employees
• must be registered by April 1

2) Assessment: Trust Index Employee Survery and Culture Audit. 2/3 of results are based on Trust Index and 1/3 on the Culture Audit
Fortune 100

• March - July (employee survery)
• July (culture Audit)

Great Place to Work

• February - May (employee survey)
• May (culture audit)

3) Evaluation
Fortune 100

• Aug - Dec

Great Place to Work

• June - Sept

4) Feedback: companies may use benchmarks, analysis and survey results to measure the healht and success of their organiztion, and to see steps that are needed to improve culture and business results.

5) Results and Awards: Not everyone makes the list, but those that do will be notified
 of their status and which media partner will be puslishing the list.

The Great Place to Work company has over 25 years of workplace culture insight. The companies are assessed by their:

• employee trust and engagement measures and benchmarks
• workplace culture and assessment
• best practices in hiring, two-way communciaiton, employee development, work-life balance, recognitition

I think analyzing the requirements for these competitions are a good start to determining what makes a great employment brand.