26 Ways to Create a Most Loved Workplace
(Be sure to see my gift to you at the end of this article)
February is the Month of Love
As we move further into 2025, creating a workplace people love has never been more important. In a world where hybrid work environments, changing expectations, and shifting dynamics are the norm, employees are looking for more than just a paycheck. They’re seeking connection, purpose, and a culture that values their contributions.
Research has shown that employees who feel appreciated, supported, and respected are not only more engaged, but they also drive greater productivity and loyalty. In today’s world, where talent is more fluid than ever, building a workplace that people love is a strategic advantage. But it’s not just about grand gestures—it’s the everyday actions that matter most.
This article presents 26 practical ways to foster a workplace where employees feel valued, connected, and excited to contribute. By focusing on recognition, career growth, trust, and well-being, you can cultivate an environment where people not only want to stay but are motivated to thrive.
Ask – What keeps employees engaged?
Employee engagement starts with asking. Too often, companies assume they know what drives their employees, but the key is asking them directly. Engaged employees are those who feel heard, valued, and connected to their work. Regularly check in with your employees through surveys, town halls, or informal conversations to understand what drives them and where the company can improve. In today’s rapidly changing world, their needs might shift over time, so keep the conversation open and ongoing. Stay interviews are a powerful tool to help managers better understand why employees stay, and what might make them leave. Listen with intent and act on what you hear to create a culture of transparency and trust.
Buck - It Stops Here—Who’s in charge of keeping them?
It’s easy to get caught up in the day-to-day of running a team or a department, but here’s the hard truth: the responsibility for employee retention and engagement ultimately falls on you. It’s not just about setting goals and giving assignments; it’s about building a culture that people love to be a part of. In the month of love, let’s shift our focus to the small, simple actions that can make a world of difference in the lives of your employees. Ask yourself: What will make a difference in their day today? It doesn’t take a grand gesture to create a meaningful connection. Take the time to reach out to your team and simply ask, “What can I do today to make your day a little easier or better?” It’s an opportunity to show that you care—without a huge investment of time or energy. It could be as simple as shifting a meeting time, providing a resource, or acknowledging a job well done.
Career – Support growth and development.
Career growth is essential for retaining top talent. Employees today want more than just a job; they want to know their work is a part of their personal and professional growth. Offer opportunities for development, whether through upskilling, mentorship, or cross-functional projects. Ensure managers are equipped to have career conversations that are meaningful and forward-looking. It’s not just about climbing a corporate ladder—it’s about helping employees envision a future with the company and equipping them to succeed. By providing the tools and support for growth, you demonstrate a commitment to their career journey, not just their current role.
Dignity – Show respect and appreciation.
Respect is a cornerstone of any great workplace. Employees need to feel that they are valued not just for what they do, but for who they are. Show appreciation for their unique contributions, and foster an environment where dignity and respect are non-negotiable. Recognize achievements, whether big or small, and always acknowledge their efforts. Creating a culture of respect where employees feel seen and valued will lead to greater loyalty and retention.
Enrich – Make work exciting and challenging.
Work should never be monotonous. To build a workplace that people love, offer employees challenges that are aligned with their strengths and passions. Enrich their daily tasks with opportunities for innovation, creative problem-solving, and autonomy. When employees feel that their work is meaningful and challenging, they are more likely to be fully engaged and invested in the company’s success.
Family – Support work-life balance.
Today’s workforce is more focused on work-life balance than ever before. With the rise of remote and hybrid work, employees are looking for flexibility that allows them to manage both their professional responsibilities and personal lives. Be proactive in supporting work-life balance by offering flexible schedules, wellness programs, and family-friendly policies. When employees feel they can prioritize their family, health, and personal well-being, they are more likely to show up with renewed energy and commitment to their work.
Goals – Expand opportunities beyond promotions.
While promotions are a key part of career progression, employees also need to see other ways to grow within an organization. Offering new projects, lateral moves, or skill-building opportunities can be just as valuable as a traditional promotion. Help employees set meaningful personal and professional goals, and align those goals with the company’s vision. When employees feel like they are constantly learning and advancing, they are more likely to stay committed to the organization.
Hire – Make sure new hires fit the culture.
Hiring is one of the most important decisions a company can make. To build a workplace that people love, focus on hiring employees who align with the company’s culture and values. Cultural fit matters just as much as technical skills. The right hire can elevate your team and contribute to a positive, engaged work environment, while a poor fit can lead to disengagement and turnover. Be intentional about the hiring process and ensure that new hires understand and embody the values that make your company great.
Information – Transparency builds trust.
Trust is the foundation of any strong workplace culture. One way to build trust is through transparency. Share information about the company’s performance, challenges, and future plans. Keep employees in the loop about changes that may affect them, and always be open to their feedback. When employees trust the leadership and feel they are part of the decision-making process, they are more likely to feel engaged and committed.
Jerk – Don’t Be One—Are You One?
Leadership isn’t about being perfect; it’s about being real. Everyone makes mistakes—what matters is how you handle them. Admitting when you're wrong is a sign of strength, not weakness. In the month of love, show your team that you’re human. When you make a mistake, own it. Say, “I made a mistake, and here’s what I’m doing to fix it.” This simple act builds trust and respect, and it sets a positive example for your team.
Kicks – Have fun and celebrate wins.
A little fun goes a long way in creating a positive work environment. Celebrate milestones, both big and small, and find ways to infuse joy into the daily routine. Whether it’s a team-building event, a monthly celebration, or simply acknowledging a job well done, creating moments of celebration fosters camaraderie and boosts morale. Remember, a workplace that people love is also one where employees feel like they are part of a family.
Link – Help employees build connections.
In today’s workplace, especially with remote and hybrid teams, it’s important for employees to feel connected to one another. Encourage cross-team collaboration, facilitate social events, and create spaces where employees can connect on a personal level. A workplace that values relationships will see stronger teamwork, higher engagement, and greater retention.
Mentor – Invest in coaching and mentorship.
Coaching and mentorship are powerful tools for both personal and professional development. By investing in mentorship programs, you demonstrate your commitment to your employees’ growth. Whether it’s formal or informal, mentorship helps employees gain new perspectives, build skills, and navigate challenges in their careers. It’s a great way to build strong relationships and support long-term career development.
Numbers – Know the cost of disengagement.
Disengagement is costly—both in terms of productivity and employee turnover. Understanding the financial impact of disengagement can help drive home the importance of creating a positive workplace culture. The longer disengagement is allowed to fester, the harder it becomes to reverse. By proactively fostering engagement through meaningful actions, you can avoid the high costs associated with turnover and disengagement.
Opportunity – Offer learning and growth.
Today’s employees want to continue learning, regardless of their tenure or position. Offer opportunities for skill development, training, and education. Whether through online courses, in-house training, or external seminars, employees who feel they are constantly evolving are more likely to stay engaged and contribute to the organization’s success.
Passion – Help employees find joy in their work.
Employees who are passionate about their work are more engaged, productive, and loyal. Help your employees find joy and purpose in their roles by aligning their tasks with their interests and strengths. When employees are passionate about their work, they are more likely to bring their best selves to the job every day.
Question – Rethink rules that don’t serve employees.
Sometimes, workplace policies or practices become outdated or unnecessarily rigid. Regularly review your policies and ask if they truly serve the employees. Are there any rules that may be hindering productivity, engagement, or work-life balance? By being open to rethinking outdated practices, you create a more flexible, employee-centric workplace.
Reward – Recognize contributions.
Recognition is one of the simplest yet most powerful ways to show employees they are valued. Whether through formal awards or informal shout-outs, recognition reinforces positive behavior and boosts morale. Make sure to recognize employees regularly for their contributions, both big and small, and always do so in a way that feels authentic and meaningful.
Space – Trust them to do great work.
Give your employees the space they need to do their best work. Micromanaging stifles creativity and engagement, while autonomy fosters trust and confidence. Empower your employees to take initiative and make decisions on their own. When employees feel trusted, they are more likely to take ownership of their roles and contribute positively to the company.
Truth – Foster honest communication.
Honest, open communication is key to building trust and maintaining a healthy work environment. Encourage transparency at all levels of the organization and ensure that employees feel comfortable speaking up. Create a culture where feedback is welcomed, and leaders are approachable. Honest communication fosters a sense of trust, collaboration, and mutual respect.
Understand – Listen deeply.
Listening is one of the most powerful ways to show employees that you value them. Listen not just to respond, but to understand. Pay attention to both what employees are saying and what they may not be saying. Active listening helps identify concerns, challenges, and opportunities for improvement. When employees feel heard, they are more likely to feel valued and engaged.
Values – Align with what matters.
A loved workplace is one where the values of the company align with the values of its employees. Take the time to define and communicate the company’s core values, and make sure they resonate with your team. When employees feel their personal values are in alignment with the company’s mission, they are more likely to be engaged and motivated.
Wellness – Prioritize employee well-being.
Employee well-being goes beyond health benefits—it’s about fostering a culture that supports physical, mental, and emotional well-being. Offer resources like mental health support, wellness programs, and stress management tools. A focus on wellness ensures that employees can show up as their best selves and contribute meaningfully to the workplace.
X-ers and Others – Embrace generational diversity.
In today’s workforce, multiple generations work side-by-side. Embrace this diversity by fostering an environment of inclusion and mutual respect. Recognize the strengths that each generation brings to the table and create opportunities for cross-generational learning and collaboration. When diverse perspectives come together, innovation and engagement thrive.
Yield – Empower employees with autonomy.
Empower employees by giving them the autonomy to make decisions within their roles. Trusting employees to take ownership of their work fosters a sense of responsibility and accountability. When employees feel they have the freedom to innovate and contribute their ideas, they are more likely to feel engaged and committed to the company’s success.
Zenith – Commit to long-term engagement.
Building a most loved workplace is not a one-time effort—it’s a long-term commitment. Regularly assess and improve your workplace culture, and prioritize employee engagement at every level of the organization. Long-term engagement leads to sustained success, higher retention rates, and a more positive work environment.
Love in Action: Small Steps, Big Impact
Creating a most loved workplace isn’t about the occasional grand gesture—it’s about the ongoing, everyday actions that show your employees they matter. From providing opportunities for growth to fostering trust and recognition, these 26 strategies will help you build a culture where people are excited to come to work every day. What’s one small step you’ll take today to build a culture of love, trust, and engagement? The choice is yours, and it starts now.
If you want a quick way to get started, here’s a gift from me.
As a leader who cares about keeping top talent engaged, you’re invited to experience Bev Kaye’s Digital "Say HELLO to Stay Interviews" course - FREE!
This 30-minute, self-paced digital program equips managers with proven strategies to boost retention, engagement, and trust through meaningful stay interviews.
