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Parisleaf CEO Chad Paris wanted “the healthiest company in the world.” Here’s how going back to a traditional workday schedule is making that happen.
By launching a large-scale culture initiative, Plum Organics brought employer and employees together to create a workplace that benefits both, now and into the future.
This Philadelphia software company cultivated an engaged workforce and happy clientele — while making the 40-hour workweek the rule, not the exception.
Founder Michael Dubakov noticed that his employees were bored, so he came up with an unusual plan of action.
Bora Architects crunched the numbers to create a family leave benefit that provides much-needed time off with pay for employees while making business sense for the firm.
National Equity Fund
By revamping their workplace and implementing a work-from-home policy, National Equity Fund has saved money, boosted productivity and improved morale.
This professional services organization tackles the burdensome problem of performance reviews with a program that provides more frequent opportunities to check in — with more effective results.
Boston Consulting Group
Boston Consulting Group implemented a program — unique in the high-pressure world of consulting — that has led to improved work-life balance and decreased turnover.
Tower Paddle Boards
At this San Diego, California paddle boards company, employees leave work early — every day.
At this digital advertising firm employees are encouraged to constantly re-evaluate their interests — and their jobs.
At W.S. Badger, an organic skin-care company in Gilsum, New Hampshire, employees are allowed to have their babies at work, benefiting both babies and parents.
Online portfolio site Format hired their latest employee when she was in the midst of a yearlong, round-the-world trip. Here’s why management thought that was an outstanding idea.
Digital firm Klick Inc. avoids the pitfalls of traditional employee training and onboarding by using big data to create its innovative “relentless learning” platform.
Minnesota manufacturing firm PlastiCert thinks outside the box to prove flexible workplaces aren’t only for professional firms.
While Netflix’s trailblazing unlimited family leave policy was celebrated in the press, its path to implementation has required flexibility and the willingness to listen to criticism.
In Ann Arbor, Michigan, complete transparency and employee empowerment have turned a small corner deli into a $60-million collection of community-driven businesses.
Music streaming service Spotify bridges the gap between parental leave and the return to work with a rare benefit — a structured Welcome Back program for parents.
Maker platform Etsy takes a handcrafted approach to cultivating employee engagement and a creative workplace culture.
California food and drink company Clif Bar drives employee loyalty by cultivating “happy, healthy people” with programs like its paid sabbatical leave.
While many companies struggle with managing a remote team, Buffer has created a company culture and recruitment process that keeps their fully-distributed workforce engaged and connected.
A Philadelphia healthcare industry management consulting company demonstrates how small changes in corporate culture can add up to large-scale success.
At TrueWealth, six core values have led to cultural success, for women and men.
In 2011, software company Adobe realized that in order to transform its business, certain things needed to change. Annual performance reviews were at the top of the list.
For State Street, a global company at the heart of the financial services industry, flexible work policies have been a way of life for years.
Most people who found companies initiate their business, grow their staff and then address how they will deal with their employees’ family obligations. PR agency Double Forte did the reverse.
When 100-year old luxury German carmaker BMW realized that roughly half of the 18,000 workers in one of its most productive plants will be over age 50 by 2020, it reacted in an unusual way.
At Solix, Inc., a program management and eligibility solutions company, employees who want a flexible work arrangement or non-traditional schedule don’t have to ask for it.
When former Stanford University School of Medicine dean Phillip Pizzo grew concerned that many talented doctors were foregoing promising academic careers in medicine in order to juggle family demands, he set up a task force.