3 ways to improve your company culture today

LEARN FROM COMPANIES DOING IT RIGHT: Research and data platform Great Place To Work US analyzed 1.3 million confidential survey responses from employees across the country, specifically measuring just how much workers trust their managers, connect with their colleagues and feel safe and loyal to their company. Those efforts landed them on Fortune 's list of 100 best companies to work for in 2024.

"The key to great workplaces is the quality of the relationships within them — and that starts with the culture leaders create," says Sarah Lewis-Kulin , vice president of global recognition at Great Place To Work. "There's no benefit you can put in place that will persuade employees to feel they work for a great workplace if their day-to-day experience lacks fairness, respect or the fundamental ability to trust their leaders."

Find out which companies made the list: 15 best companies to work for in 2024

SUPPORT EMPLOYEES THROUGH MAJOR LIFE TRANSITIONS: At Parento , CEO Dirk Doebler and his team work with organizations to implement paid leave programs that have a high ROI for both employees and a business's bottom line. An ideal policy should be a minimum of 10 weeks, though Parento pushes for 12 weeks. Leave should also be gender-neutral, and allow for parents to use their time intermittently. Making leave accessible before birth also has positive impacts on health outcomes.?

"We want to reduce stress: Our policies are gender neutral by default, and we also tell companies to offer leave intermittently, because you never know what the situation is for the partner at home," he says. "Helping people with flexibility based on their household needs is critical."?

Read more about the power of a good parental leave policy: This CEO is on a mission to fix paid parental leave policies

DON'T REJECT DEI: With terms like "anti-DEI" and "anti-woke" being coined by policy makers and business leaders, it may seem like the workforce is regressing when it comes to their commitment to diversity, equity and inclusion. But thankfully, that's not necessarily the case.?

"What's actually happening is that we're redefining what DEI means for organizations," says Amy Mosher , chief people officer of software company isolved . "It's not just an initiative anymore; it's ingrained into businesses' cultures and it's never really going away as a result."?

Here's how to embrace, rather than reject, DEI at work: Is the anti-DEI trend actually hurting diversity efforts?