People aren't going to do their best work because of foosball tables and kegs of kombucha on tap in some fancy office built for adult children. Meaningful work is what makes us thrive, with a supportive team, with work-life balance, and with clearly-defined boundaries. Our five-point survey-based scoring methodology consists of one maximum point assigned to each of the following factors, with a minimum score of 3 out of 5, indicating a baseline of human-centered work culture to be approved.
Flexibility: Flexible work hours and sensible schedules are essential for all types of people. Whether they have newborns,are caregivers to elders, or just like a post-work run, flexibility enables people to work on their own terms, to do their best, most meaningful work. Organizations with a full 40-hour weekly schedule score a half-point, and organizations with a 35-hour or less weekly schedule for FTEs score a full point. Organizations with a 41-45-hour or greater schedule earn zero points, and those 46-hour or greater earn a negative full point.
Professional Development: Opportunities for growth and career development are critical. Organizations with a minimum of $500 available professional development stipend per year score a half-point, and a full point with a $1,500 available stipend per year for professional development, or conversely a full-point for regularly available Workplace Volunteering opportunities (at least yearly). If none of these are available, there will be zero points.
Remote-first or Remote-Friendly: Remote-friendly organizations allow employees to work remotely some of the time, in a hybrid work setting, but still require most of the work to be done in their physical workplace. They consider it a perk or privilege and is the standard in legacy organizations so it scores a half-point in this area. Remote-first organizations, on the other hand, may not even have a physical office presence and expects all work to be done remotely. Most modern startups are remote-first and score a full point in this area. If none of these are available, there will be zero points.
Well-Being: Employee satisfaction and performance are directly tied to their mental health and physical well-being. Organizations who have available resources for well-being, such as physical workout perks score a half-point, and if they also have mental health resources available, or even offer to pay for therapy session(s), they score another half-point here. This can include apps like Calm or Fabulous, for example, or an HR- curated list of resources. If none of these are available, there will be zero points.
Work-life Balance: Good organizations understand that mental energy and human motivation are finite resources. And that their people need rest to recharge their batteries. This means that come five o’clock on Friday, employees won’t get frantic text messages from their managers demanding off-hours, unpaid work for something that can wait until Monday. Organizations that offer a parental leave policy and flexible schedules score a full point. Those that only offer flexible schedules get a half-point. Please stay tuned as we more clearly articulate criteria for what it actually means to be a human-centered Employer, as we are actively in the feedback collection process, and are referencing Best Places to Work, Great Place to Work, and the Gallup Well-Being Index. If you have any questions or feedback to provide, don’t hesitate. Let’s talk.