Organizations that make Fortune's annual "100 Best" list are among the most successful businesses in their sectors with revenues and market positions that can only be won by superior performance. These are organizations where employees are inspired to give their best, to collaborate and perform to the highest standards day-in and day-out. Earning a spot on the list means these organizations have scored well in terms of management's credibility, employees' job satisfaction and camaraderie. They also excel in the areas of hiring practices, diversity and communication. Yes, pay and benefits are part of the equation but earning the designation "best place to work" clearly encompasses much more.
Work-life culture is critical to reputation as a best place to work. Follow these nine essential elements of excellence, developed by the Center for Work and Family at Boston College, for a culture and a reputation that work hand in hand.
1. Leadership: Organizational leaders recognize the complementary importance of work and life priorities for the success of the business and integrate his approach to build a supportive work environment
2. Strategy: The work-life strategic plan supports the vision, goals and priorities of the organization and its employees
3. Infrastructure: The organization actively supports work-life strategies through a systemic (proactive, integrated and ongoing) rather than programmatic approach
4. Accountability: Management of work and personal life effectiveness is a shared responsibility between the employer and the employee, for which both are held accountable
5. Relationship building: The organization promotes a culture built on relationships of respect and mutual prosperity with its employee and community partners
6. Communication: The organization's work-life strategy and resources are consistently and effectively promoted in communications, both internal and external
7. Measurement: The organization strives for continuous improvement of work-life through ongoing measurement of its work-life strategies, including: evaluation, assessment, feedback and response
8. Career/Life planning: Career-life planning helps individuals integrate personal and professional goals with their values and life purpose. This section assesses the level of education and assistance that the organization provides to the individual in taking ownership and a proactive stance toward managing his or her work-life integration
9. Skills of work-life professionals: The individuals in the organization who are responsible for work-life initiatives and strategies have the skills necessary to influence organizational leaders and infuse a work-life perspective throughout the organization's culture and systems
