We’ve always focused on doing things a bit differently—paying our team fairly, giving them space to grow, and offering real, measurable opportunities.
For us, culture comes first because we know that a strong culture = retention = growth (not the other way around).
We set clear goals, but our team is free to figure out how they achieve them, with support whenever needed.
Everyone has their own development plan, transparent commission structure, and we always encourage feedback on how we can improve. This approach has led to a 92% retention rate and a team that genuinely loves being here!
Source: Great Place To Work® 2024 Australia National Employee Engagement Study
Start by earning Great Place To Work-Certified™ status through the Trust Index™ employee survey and the Culture Brief. Once Certified, eligible organizations are considered for Best Workplaces™ lists during the qualification period.
Best Workplaces™ recognition is based on employee feedback collected through the Trust Index™ survey, supported by your Culture Brief submission. This keeps the focus on the real employee experience rather than marketing claims.
Eligibility starts with becoming Great Place to Work-Certified™. Your organization also needs to meet the list’s timing and participation requirements, so your results fall within the qualification window for that Best Workplaces™ list.
The Culture Brief is a short questionnaire about your organization to support your survey results. The Culture Audit goes deeper, typically asking for more detailed descriptions and evidence of your workplace practices.
