A strong workplace culture is crucial for success in today’s business world. A good work environment is more than just a place of employment. It helps engage employees, improve workplace morale, and support growth. So, how can you create this? Employee surveys help understand how workers feel and what they experience.

By collecting anonymous feedback about different areas—like leadership, communication, work-life balance, and recognition—companies can leverage employee feedback data platforms and AI to obtain vital information to improve. This feedback helps focus on specific issues and strengthen what is already good. Eventually, this leads to a more engaged and happier workforce.

What is a Workplace?

The term “workplace” refers to more than just the physical area where people do their jobs. It includes the work environment, company culture, and employee relationships. A positive workplace is one where employees feel valued, respected, and supported. They should be able to show their true selves at work without fear of judgment or discrimination.

Creating an inclusive environment is important for long-term success. It helps employees from different backgrounds feel like they belong. Promoting diversity in many ways, such as gender, ethnicity, sexual orientation, and religious beliefs, is essential. When companies appreciate every person’s unique skill, they build a lively and rewarding workplace culture over the long term.

What is the purpose of a workplace?

The role of a workplace is more than just a place for people to do their jobs. It helps boost productivity and supports smooth operations. It encourages new ideas and helps reach business goals. A good work environment emphasizes comfort, teamwork, and employee happiness to improve results and performance.

The workplace offers chances for personal growth. It is a space for employees to learn new skills, gain experience, and advance their careers. A helpful and inspiring work environment supports talent and encourages personal and company development.

What are the main employee benefits in Cyprus?

Cyprus offers a range of employee benefits designed to attract and retain talent while ensuring worker well-being. These benefits vary based on industry, company size, and employment contracts.

In Cyprus, key employee benefits typically include a range of perks that apply to various industries and roles, including:

Benefit	Description
Annual Leave	Paid time off for vacation and personal reasons, typically around 20-22 days.
Sick Leave	Paid leave for illness, ensuring employees can prioritise their health.
Maternity Leave	Extended paid leave for mothers before and after childbirth.
Public Holidays	Paid time off for national and religious holidays.
Social Security	Contributions to a social insurance system, providing benefits like pensions.
Provident Fund (Optional)	Employer contributions to a retirement savings plan.
Health Insurance	Employer-provided or subsidized health insurance plans.
Hybrid and Remote Work	Allows employees to work part-time from home or other locations, promoting work-life balance and flexibility.
Flexible Working Hours	Offers employees the ability to adjust their work schedule, improving autonomy and accommodating personal commitments.
Unlimited Annual Leave	It allows employees to take as much paid time off as they need, promoting mental health and well-being.
Training and Development	Offers professional growth through job-related and personal interest learning, fostering skill development and personal growth.
Travelling	Encourages employees to travel, whether for business or personal purposes, to support work-life balance and cultural enrichment.

In addition, some companies in Cyprus offer further benefits such as bonuses, meal allowances, transportation assistance, or flexible working arrangements to attract and retain employees in a competitive job market.

What is a Workplace Certification?

A Workplace Certification shows that a company has met specific standards for building a good work environment. It means the company cares about its employees and works to create a respectful, engaging, and supportive environment.

This outside approval sends a strong message to future employees, clients, and partners that the company values its people and aims to offer a great work experience.

This video from Great Place To Work Deutschland explains how an employee survey works.

Is Workplace certification possible for companies in Cyprus?

Absolutely! Companies in Cyprus can obtain workplace certification regardless of size or industry. Great Place to Work®, the global authority on workplace culture with a presence in over 90 countries, offers companies the opportunity to participate in such certification programs.

Certification includes an employee survey and, for large organizations, the submission of what we call a cultural audit. This helps companies fully understand the workplace experience. If a company meets the needed standards, it earns the certification, which lasts for a specific time. It shows its commitment to a positive work environment.

When companies in Cyprus actively work for and earn workplace certification, they show they care about global best practices in human resource management. This can improve their reputation and brand image and help them attract and retain the best talent.

What is a Workplace Recognition Program?

A Workplace Recognition Program is a way for companies to show appreciation for their employees’ work. It goes beyond pay and helps build a culture of gratitude and value. These programs can include many types of recognition.

You might see verbal praise, written notes, awards, or chances for career growth. When companies regularly recognize and celebrate their employees’ successes, it can improve morale, keep people engaged, and help keep them on the team.

Will certifying the workplace increase the company’s recognition?

Yes, getting certified can help a company stand out. It shows the public that they work hard to create a good and rewarding work environment. This kind of recognition goes beyond just the company. Certified workplaces often get awards and shout-outs in industry magazines, social media, and job sites. 

This good recognition makes the company look better, helps attract new employees, and builds its reputation with clients and partners. Also, the certification acts like a seal of approval. It tells job seekers that the company cares about its employees and creates a helpful work environment. This reasonable view of the company can help attract and keep great workers in a busy job market.

What steps are needed to certify a company’s workplace in Cyprus?

The following steps are taken whenever a company wishes to certify its workplace:

1. Survey Your Employees

• Conduct the Trust Index Survey, an employee feedback survey that measures employee experience across key workplace dimensions like trust, leadership, and company culture.
• The survey consists of 60 statements and 5 standard demographics.
• Employees respond anonymously, ensuring honest feedback.

2. Complete the Culture Brief

• Submit details about your organisations, including size, industry, and workplace programs.
• This helps provide context for survey results and employer branding.

For Companies with over 200 employees – submit the Culture Audit:

The Culture Audit is a detailed questionnaire that helps Great Place to Work evaluate a company’s workplace culture, leadership, and HR practices. It is primarily used for Best Workplaces rankings rather than just certification.

3. Data Analysis & Certification Decision

• Great Place to Work analyses survey results and compares them against benchmark data through a SAS Platform, the Emprising.
• If your company meets the Certification threshold (typically 65%+ positive responses), you become Great Place to Work-Certified.

4. Employer Branding & Recognition

Once certified, you receive:

• The Certification badge will be showcased on websites, social media, and recruitment materials.
• A feature on the Great Place to Work website and other media opportunities.
• Eligibility to be considered for Best Workplaces lists (e.g., Europe’s Best Workplaces, Fortune 100 Best Companies to Work For).

5. Action Planning & Continuous Improvement

• Receive survey insights and analytics to identify strengths and areas for improvement.
• Use tools like GPTWs to analyze and accelerate the development of strategies for enhancing workplace culture.

This video of Great Place to Work UK, explains how the survey platform works on emprising.

What is the purpose of the Culture Audit?

The purpose of the Culture Audit is to:

• Provides qualitative insights into how a company creates and sustains a great workplace culture.
• Evaluate people practices, leadership philosophy, and organisational values beyond employee survey results.
• Helps differentiate companies competing for a spot on the Best Workplaces lists (e.g., Europe’s Best Workplaces, Fortune 100 Best Companies to Work For).

What Does It Include?

A written submission covering key aspects of workplace culture, such as:

• Leadership & Values — How leadership inspires trust and aligns with company values.
• Hiring & Onboarding — How new employees are recruited and integrated.
• Employee Development — Training, career growth, and mentorship programs.
• Recognition & Rewards — How employees are acknowledged and rewarded.
• Well-being & Work-Life Balance — Policies supporting employee health and flexibility.
• Diversity, Equity & Inclusion — Efforts to create a fair and inclusive workplace.
• Certification Award — Once your company meets the certification standards, you will receive official recognition, usually valid for a specified period. Continuous improvement is essential to maintaining effective workplace practices.
• Feedback and Improvement — After the assessment, companies receive detailed feedback and recommendations for enhancement. Use this feedback to refine your workplace strategies.

What defines Workplace Engagement?

The definition of employee engagement includes how enthusiastic, dedicated, and committed people feel in their roles each day. Workplace engagement is about how much employees care about their company and its goals. It’s not only about being at work; it’s also about being passionate, motivated, and wanting to make a real difference.

Engaged employees do more than the bare minimum. This kind of engagement is essential for both personal and organisational success. Human resources professionals recognize that it’s about creating a strong bond between employees and their jobs. An engaged workforce contributes to business success, with workers who care deeply about their jobs.

These employees strive to do their best to help the company succeed. When workers understand their purpose and share the organization’s values, they become more engaged, which can help lower absenteeism. Engaged employees don’t just show up; they participate actively. They are passionate about what they do and want to achieve meaningful outcomes.

How do we measure workplace engagement in Cyprus?

Measuring workplace engagement is very important for companies in Cyprus. It helps them understand how their employees feel and find ways to improve. A good way to measure employee engagement is by using well-made surveys.

The survey questions should focus on essential aspects of the employee experience. These include job satisfaction, relationships with managers and peers, shared company values, and chances for growth. By making questions specific to the Cypriot workplace, companies can learn more about what drives engagement.

Looking at the survey data helps companies see trends. They can find out where employees feel appreciated and where they need more support. This information allows companies to make better choices and create focused plans to build a more engaged and rewarding work environment.

At Great Place to Work® Cyprus, we measure workplace engagement through our employee feedback survey – the Trust Index:

The Trust Index Survey is the cornerstone of Great Place to Work’s research methodology. It is designed to assess employee experience and workplace culture through a data-driven approach.

Built on over 30 years of research, the survey gives organizations insights into trust, leadership effectiveness, workplace fairness, and employee engagement. It is the primary tool for Great Place to Work Certification and eligibility for Best Workplaces rankings worldwide.

What is the Trust Index Survey?

At its core, the Trust Index Survey measures the quality of the relationships between employees and their leaders, their work, and their colleagues. Research has shown that these relationships are the foundation of a high-performing and engaging workplace.

The structured survey gives organisations a clear picture of how employees perceive their work environment and whether they experience a culture of trust and inclusivity. The survey consists of 60 core statements that employees respond to on a five-point Likert scale, ranging from strongly disagree to agree strongly.

These statements are grouped into five key dimensions of trust that define a great workplace:

Dimension	What It Measures	Example Statement
Credibility	Leadership transparency, communication, and competence.	Management is honest and ethical in its business practices.
Respect	Employee support, inclusion, and recognition.	Management genuinely seeks and responds to suggestions and ideas.
Fairness	Equity in decision-making, rewards, and policies.	Promotions go to those who best deserve them.
Pride	Employees’ connection to their work and company mission.	I feel proud to tell others I work here.
Camaraderie	Teamwork, collaboration, and sense of belonging.	People care about each other here.

In addition to these core statements, organisations may include:

• Demographic questions to analyse variations in employee experience across different groups (e.g., job level, gender, tenure).
• Open-ended questions to gather qualitative insights on company culture.

This video from Great Place To Work Nederland explains what the Trust Index Survey is and how it works.

What is the research behind the Trust Index Survey?

The Trust Index Survey is scientifically designed to measure employee sentiment accurately and reliably. It is based on decades of global research from millions of employees across industries, allowing organisations to compare their results with regional, sector, and Best Workplaces benchmarks.

Key Research Findings

• High-trust workplaces outperform their competitors. Companies with strong Trust Index scores see higher innovation, financial performance, and employee engagement.
• Trust is a key driver of employee retention. Employees in high-trust workplaces are three times more likely to stay with their company long-term.
• Inclusivity matters. The for-all methodology, an extension of the Trust Index, ensures that workplace culture is equally experienced across different demographic groups. Organisations that excel in this area benefit from greater agility, innovation, and long-term success.

Using the Trust Index Survey, organisations gain a measure of workplace culture and a roadmap for building a more engaged, innovative, and high-performing workforce.

What is the Trust Index Survey process?

The Trust Index Survey is designed to be flexible and can be conducted in various formats to suit different workplaces.

1️. Survey Launch — Employees receive a confidential survey link (available in over 40 languages).
2️. Data Collection — Surveys remain open for 1-3 weeks, depending on company size and response rates.
3️. Analysis & Benchmarking — Results are compared against industry and Best Workplaces benchmarks.
4️. Certification & Insights — Companies meeting the 65%+ positive response threshold become Great Place to Work-Certified.

Customization & Benchmarking

While the 60 core statements remain standard across all organizations, companies can customize their survey by adding additional questions that address their specific workplace priorities. The benchmarking capability allows organizations to track progress over time and measure their workplace culture against leading employers in their region and industry.

Why does the Trust Index Survey matter?

The Trust Index Survey is more than just an employee engagement tool—it provides a strategic advantage for companies seeking to build strong, inclusive workplace cultures.

By leveraging the insights from the survey, organizations can:

✔ Identify areas for cultural improvement and implement targeted action plans.
✔ Enhance employee trust and engagement, leading to better performance and retention.
✔ Strengthen employer branding and attract top talent by showcasing a strong workplace culture.
✔ Qualify for Great Place to Work Certification and gain recognition as a Best Workplace.

Ultimately, the Trust Index Survey is a powerful instrument that transforms workplace culture data into actionable insights, helping organizations build a thriving, high-trust workplace that benefits employees and business performance.

What are the different levels of workplace engagement?

Understanding the different engagement levels in a workplace is important. This helps in creating effective engagement strategies. Employees can be categorised as highly engaged or actively disengaged. Each group has different drivers and effects.

Highly engaged employees are enthusiastic and committed. They often go the extra mile. These workers find their jobs meaningful. They feel valued and contribute generously to the team. In contrast, disengaged employees have low morale. They put in minimal effort and may bring down the work environment.

Recognising the drivers of engagement is vital. Important factors include meaningful work, opportunities for growth, good leadership, and a positive work environment. By focusing on these drivers, organisations can create a workplace that meets various employee needs, helping to move employees toward higher engagement levels.

How does workplace engagement affect employee productivity?

Workplace engagement and employee productivity are closely linked. When employees feel valued and connected to their work, they become more productive. They show up fully, often do extra, and aim for excellence in what they do.

The benefits of employee engagement go beyond just more work getting done. It leads to better quality work, fewer mistakes, and more employee ownership. When employees care about their work, they give more of themselves. 

This passion boosts innovation, creativity, and a readiness to face challenges. This positive change spreads to the entire organization, helping to build a culture of excellence and firm performance.

Why should Cypriot companies improve workplace engagement?

In today’s changing business world, Cypriot companies must keep employees engaged to do well and stay ahead. A company’s success is closely tied to its workers’ motivation and enthusiasm. When employees want to give their best, the whole company benefits.

Improving workplace engagement has many good things. It helps keep employees longer, cutting costs and stopping high turnover issues. It also boosts productivity, efficiency, and the quality of work. Engaged employees can become brand ambassadors. 

They help create a positive image for the brand and draw in top talent. By building a “great place to work,” companies can offer recognition, growth opportunities, and well-being. This attracts and keeps top-tier talent, giving Cypriot companies an advantage over others.

What is Employee Engagement?

Employee engagement is how employees feel emotionally connected to their work and company. It’s more than just being satisfied with a job. As a human resources metric, it shows a strong commitment to the company’s goals and a better understanding of readiness to put in discretionary and extra effort, ultimately contributing to organisational and company success.

When employees are highly engaged, they hold favourable opinions of their place of work, often viewing it as a great place in a moderately favourable light, and are excited about their tasks. They have a clear purpose and care about their organisation’s performance, which leads to favourable opinions of their place of work. This leads to high performance, better productivity, and a positive company culture.

What are employee engagement surveys?

Employee engagement surveys are invaluable tools. They collect information about employees’ feelings about their jobs, work environment, and the company itself. These surveys have specific questions that help understand employee feelings, check satisfaction, and find improvement areas.

There are different kinds of employee surveys:

• Annual surveys: These give a complete picture of engagement at one time each year.
• Pulse surveys: These are shorter and happen more often to see how engagement changes and catches problems quickly.

The data from these surveys help companies make wise choices. They can improve workplace culture, raise employee spirits, solve issues, and create a more engaged and productive work environment.

Is regular training essential for maintaining high employee engagement?

Yes, regular training is essential for keeping employees engaged. When companies offer development opportunities, it shows they care about employee growth. This helps employees reach their full potential.

Continuous improvement is essential for engagement. Employees who get regular training learn new skills and stay updated on industry changes. They feel more confident in what they do. This makes them feel valued and helps them stay interested in their work.

Also, when companies provide training that matches career goals, they care about employees’ development. This leads to a more fulfilling work experience. It encourages employees to see a future in the company.

What is the difference between engaged and disengaged employees?

Understanding the distinction between engaged and disengaged employees is crucial for creating a thriving workplace. While both types of employees contribute to the organisation, their attitudes, behaviours, and impact on the workplace differ significantly.

Engaged employees are enthusiastic, dedicated, and passionate about their work. They go the extra mile, demonstrating initiative, creativity, and a commitment to achieving organisational goals. Disengaged employees, on the other hand, display a lack of motivation, enthusiasm, and connection to their work and the company.

Here’s a table summarizing the key differences:

Factor	Engaged Employee	Disengaged Employee
Attitude	Positive, enthusiastic, passionate	Negative, apathetic, indifferent
Motivation	High, self-driven, takes initiative	Low, requires constant supervision, avoids tasks
Productivity	High, consistently exceeds expectations	Low, meets only bare minimum requirements
Communication	Open, honest, proactive	Closed off, minimal communication
Teamwork	Collaborative, supportive, team player	Uncooperative, isolate themselves

What is the definition of Workplace Culture?

Workplace culture, also known as work culture, shows the character of a company. It includes the shared values, beliefs, attitudes, and behaviours that shape the work environment and are crucial for the organisation’s culture and success. It is a guide that helps employees interact, make decisions, and work hard.

A strong and positive workplace culture relies on trust, respect, and open communication, producing positive results. It shows how employees treat one another, how they do their work, and how they connect with the company’s goals. A healthy impact culture in the workplace is key to attracting and keeping top talent. It also helps boost employee engagement. It plays a vital role in the success of the organisation.

What defines a positive workplace culture in Cyprus?

In Cyprus, a strong workplace culture values family-friendly principles. The Cypriot culture emphasises family and personal connections. Organisations that support work-life balance, provide flexible work options, and care about their employees’ health are highly respected.

Additionally, a positive culture in Cyprus mirrors the country’s friendly and welcoming nature. Open communication is key, so employees should feel safe sharing their thoughts and worries. Leaders who show understanding, listen to their team members, and build a cooperative and helpful environment help create a positive work culture.

In the end, a strong workplace culture in Cyprus aligns with both the country’s values and the changing needs of its different workers. By following these ideas, organisations can build a positive work environment where employees feel valued, respected, and motivated to do their best work.

Does a strong workplace culture reduce employee turnover?

One of the most significant benefits of cultivating a strong company culture and workplace culture is its positive impact on employee retention. When individuals feel valued, respected, and supported in their work environment, they are less likely to seek opportunities elsewhere, such as a job offer from competitors. A positive company culture fosters a sense of belonging and loyalty, making employees feel like they are integral to something meaningful.

Conversely, a toxic culture work environment, characterised by negativity, poor communication, or a lack of appreciation, can lead to increased stress, decreased job satisfaction, and ultimately, higher employee turnover, resulting in low productivity and undermining organisational success. Replacing departing employees is costly, disrupts team dynamics, and hinders productivity.

Workplace Culture	Employee Turnover
Positive	Lower
Negative	Higher

Creating a workplace environment that prioritizes employee well-being, encourages open communication, and provides opportunities for growth and development is essential for attracting and retaining top talent. By investing in a positive workplace culture, organizations can reduce employee turnover and reap the benefits of a stable and engaged workforce.

What is considered a family-friendly workplace culture in Cyprus?

A family-friendly workplace culture in Cyprus is more than just good parental leave. It means truly understanding and respecting family values in Cypriot culture. This understanding should be part of the company’s core values. Companies that promote work-life balance are considered positive. 

They allow flexible work schedules and create support for working parents. This can include on-site childcare, flexible hours, or working from home. A family-first work culture also recognises that employees have lives and duties outside their jobs. 

It encourages them to prioritise their well-being and professional development, including learning new skills. This focus on employee relationships helps create a happier and more productive team, as employees feel supported throughout their lives.

Does workplace culture significantly influence customer satisfaction?

There is a clear link between a company’s workplace culture and its ability to satisfy customers in the long term. A healthy workplace culture that values a comprehensive list of values such as respect, integrity, and teamwork is essential as it influences how employees treat customers and the overall business outcomes. Workers who feel valued and respected tend to share those feelings during customer interactions. 

This makes them more engaged, caring, and dedicated to providing excellent service, which helps improve customer satisfaction. Also, a company culture that focuses on improvement and puts customers first drives employees to go above and beyond by encouraging them to share new ideas. This dedication to excellent customer experiences, led by the leadership team and senior leadership, can boost customer loyalty, improve the brand’s reputation, and lead to business growth.

What defines Workplace Diversity?

Workplace diversity means having a mix of people in a company that appeals to potential employees. This includes the benefits of workplace diversity, such as differences in gender, age, ethnicity, sexual orientation, religious beliefs, and political beliefs. A diverse workforce offers a broader range of skills, ideas, and experiences. Creating a truly diverse workplace is more than just checking boxes. 

It is about making a space where everyone feels valued and respected. People should feel empowered to share their unique skills. To achieve this and attract the best diverse talent, companies must commit to a comprehensive approach to inclusivity and actively work to reshape their hiring process to remove any barriers that stop people from all backgrounds from succeeding.

What is an inclusive workplace culture?

An inclusive workplace culture makes everyone feel welcome, respected, and valued, including ethnic minorities. It doesn’t matter what person’s background; everyone should feel they belong. Employees should be comfortable being themselves and sharing their own views. This means going beyond just accepting differences to genuinely celebrating them.

To build an inclusive workplace, creating a culture of empathy, understanding, and respect for all people is essential. This involves implementing policies and practices that support equality of opportunity and remove any barriers to inclusion.

When employees feel included and respected, they tend to be more engaged, productive, and contributing to the company’s success. An inclusive environment is good for employees and strengthens the whole organisation.

What key aspects contribute to workplace diversity?

Workplace diversity comprises different parts, each adding to a richer and more interesting work setting.

Here are some essential parts to consider:

• Cultural Diversity: This means having people from many cultural backgrounds. Everyone brings special views, customs, and experiences to the job.
• Gender Diversity: A balance of genders at work is not just about fairness. It also brings different views and ways to solve problems.
• Ethnic Diversity: Having people from various ethnic groups increases the talent pool and offers many new experiences and viewpoints.

By accepting these and other types of diversity, companies in Cyprus can build a workplace that better shows the world. This can lead to more innovation, creativity, and a deeper understanding among workers from all backgrounds.

What are the differences between diversity and inclusion?

Diversity and inclusion are related but different ideas. Diversity means having people from many different backgrounds in the workplace. It considers each person’s unique traits and experiences. Inclusion is about creating a space where everyone feels welcome and respected.

It ensures that all workers, regardless of background, have the same chances to participate, contribute, and grow. An inclusive workplace is more than counting different workers. It takes effort to build a culture where everyone feels safe to be themselves at work, and it helps them reach their full potential.

Does workplace diversity drive innovation in Cypriot companies?

Absolutely! Workplace diversity is significant for businesses in Cyprus. When people from different backgrounds come together, they share unique experiences, views, and ideas. This blend can help find creative solutions and new ideas.

Diverse teams tend to question existing ways of doing things. This can lead to new approaches and answers that might not appear in teams with similar backgrounds. This variety of thinking creates a culture of innovation.

In such an environment, employees feel free to think creatively and try new things. By supporting a workplace culture that values and welcomes diversity, companies in Cyprus can tap into their team’s full innovative power, which can help them gain an advantage in the global market today.

Do Cypriot businesses implement diversity training programs?

Diversity training programs are becoming more common in Cypriot businesses. Companies realise the importance of promoting inclusivity and cultural understanding among their employees. When workers from diverse backgrounds learn to appreciate each other’s differences, it creates a friendlier, more supportive workplace.

These programs encourage employees to embrace diverse perspectives, which helps foster better communication and collaboration across teams. As a result, businesses build work environments where everyone feels valued, leading to a stronger, more unified company culture.

Does workplace diversity improve problem-solving?

Workplace diversity significantly improves organisations’ problem-solving abilities. When people from different backgrounds work together, they share unique views and experiences. This range of ideas helps teams examine issues differently, leading to creative and effective solutions.

By questioning beliefs and embracing different opinions, diverse teams can spot potential problems and devise more thorough ways to address them. Ultimately, a workplace that respects and uses the unique strengths of a diverse workforce is better at handling challenging problems. They can find new and innovative solutions that help achieve success.

What is a Workplace Environment?

A workplace environment includes the physical space, the people we interact with, and the organisation’s culture, all contributing to the overall work atmosphere. This means it’s about things we can see, like the office layout and facilities, as well as the rules for how we talk and interact, encompassing all aspects of work.

The workplace environment is very important. It affects how employees feel, how well they do their work, and how happy they are overall. A positive and supportive environment helps employees feel like they belong. It also encourages us to communicate openly, creating a positive environment that allows everyone to grow and develop in their roles.

What defines a healthy workplace environment in Cyprus?

A healthy workplace in Cyprus focuses on employees’ well-being and encourages a balance between work and personal life. This type of environment values respect and inclusion. Open communication and mutual respect are key to this culture. Workers’ mental and physical health is a genuine concern. Such an environment understands the importance of giving employees what they need to succeed at work and in their personal lives. 

This means providing good pay and benefits, chances for professional development, and access to health care and wellness programs. In addition, a healthy workplace in Cyprus welcomes diversity. It builds a space where everyone feels valued. All employees are respected and empowered to share their skills and talents.

What types of workplace environments are available in Cyprus?

Cyprus has many work environments that fit different industries and work styles. Companies in Cyprus are now adopting various flexible work arrangements to attract and keep the best talent.

Here are some everyday workplace environments in Cyprus:

• Traditional Offices: These spaces have dedicated work areas, meeting rooms, and common areas. They offer a structured, team-oriented setting.
• Co-working Spaces are becoming more popular. These spaces provide shared environments for freelancers, startups, and remote workers and help build a sense of community and networking.
• Remote Work Options: Remote work is becoming more common thanks to technology. This gives employees flexibility and independence.

What does Workplace Equity mean?

Workplace equity is more than just treating everyone the same. It means creating a fair work environment that includes fair compensation. This involves recognising and fixing hidden barriers that might hurt some people or groups.

Everyone should have equal opportunities, regardless of background, identity, or situation. Workplace equity focuses on fair pay, encourages all to have access to professional development, and supports a workplace culture free from discrimination and harassment.

How does workplace equity differ from workplace equality?

Workplace equity and equality are often confused, but they are different ideas. Workplace equality focuses on giving everyone the same resources and opportunities. This means everyone has the same access to benefits, training, and promotions. On the other hand, workplace equality understands that real estate fairness means recognising and fixing current gaps. It wants to build a welcoming place where everyone can succeed. 

This is done by providing support and resources that fit individual needs. To do this, we must consider gender, race, ethnicity, sexual orientation, disability, and economic background. We must also create rules and practices that address any benefits or difficulties these factors might create.

How is workplace equity measured in Cyprus?

Measuring workplace equity in Cyprus involves assessing organisational culture, policies, and practices to identify and address potential disparities.
 
This includes examining key factors such as:

Measurement Area	Key Considerations
Compensation & Benefits	Analyse pays gaps based on gender, ethnicity, and other protected characteristics.
Recruitment and Promotion	Evaluate hiring and promotion processes for bias and ensure equal opportunities for all.
Access to Development Opportunities	Assess the availability and accessibility of training programs for all employee groups.

By regularly measuring and analysing these factors, organisations in Cyprus can identify areas where inequities exist and implement targeted interventions to promote a fairer and more equitable work environment.

What is a workplace training program in Cyprus?

A training program at work in Cyprus helps employees improve their skills and knowledge, leading to growth for both the individual and the organisation. These programs give employees the tools to do well and prepare for future job opportunities.

Companies in Cyprus must invest in employee training if they want to stay competitive today. By offering chances for professional development, organisations show that they care about their employees’ growth and encourage a culture of ongoing learning.

How does a workplace training program benefit employees?

Workplace training programs provide many benefits for employees. These programs help them learn the skills and knowledge they need to succeed in their jobs.

Here are some key benefits:

• Better Job Performance: Training programs help employees learn the latest industry knowledge and best methods, allowing them to do their jobs more quickly and effectively.
• Career Growth Opportunities: Employees who learn new skills and gain more knowledge improve their chances for promotions and leadership positions.
• Higher Earning Potential: Employees who gain valuable skills and experience from training can earn more money and become more competitive in the job market.

What is workplace well-being?

Workplace well-being includes the physical, mental, and emotional health of workers. It means making a space where people feel supported and valued. This helps them do their best while balancing work and life. HR departments are critical in this process. They help build a positive work culture, handle employee concerns, and provide resources for overall health and happiness.

Organisations can see higher morale and better productivity when they focus on well-being. There are fewer misunderstandings among coworkers, and employee turnover decreases as well. Additionally, promoting empathy and understanding helps create a positive and supportive workplace, benefiting both the employees and the organisation.

What does workplace flexibility mean?

Workplace flexibility means giving flexible employees choices that help with their personal needs, improve their work-life balance, and boost their bottom line while still maintaining productivity. It’s about setting up a flexible work environment to enhance their workday experience. This allows employees to change their work hours, locations, or arrangements to fit their unique situations and preferences.

For example, millennials and employees might work from home, combine their hours differently, or set up their flexible working workweek to match their personal commitments with fewer hours. This kind of flexibility is important now to attract and keep top talent.

Which sectors in Cyprus benefit most from workplace flexibility?

Workplace flexibility is becoming more important in many areas in Cyprus. Businesses see it as a way to lift employee morale, improve productivity, and retain talent. While most sectors can benefit from this, some have more to gain than others.

For example, the technology and creative fields often do well with remote employees and flexible workers, including caregivers, under the supervision of skilled professionals. These jobs usually need skilled people who work well independently, so flexible work arrangements make sense and are very attractive.

Additionally, sectors such as finance, consulting, and education, where knowledge workers are key, can benefit significantly from workplace flexibility and reduced office space requirements. In these areas, results matter more than being present in the office, which can help minimize burnout. This allows for more flexibility in how people work without lowering results, ultimately helping to reduce turnover. In the end, flexible work options can help attract and keep top talent, giving businesses an edge in a fast-changing job market.

How Should You Proceed?

Building a certified workplace starts with prioritizing employee satisfaction and well-being. Conducting employee surveys is a powerful way to gather insights, boost engagement, and strengthen your company culture. 

Now is the time to listen, act, and create a supportive work environment where employees thrive. Start by fostering open communication, recognizing achievements, offering growth opportunities, and promoting work-life balance. Regularly assess employee feedback and implement meaningful changes to enhance workplace harmony and productivity.

Don’t wait—take action today and pave the way for a workplace that truly values its people!

Certification

Are you feeling the heat in today’s competitive job market? You’re not alone. Attracting and retaining top talent is becoming a tougher puzzle to solve. But what if I told you there’s a secret ingredient that could make your company stand out to job seekers? 

Enter Great Place To Work® Certification™. A recent study carried out in the U.S revealed a game-changing insight: Job seekers are overwhelmingly more likely to choose a company that’s been certified as a great workplace by its own employees.

In the 2023 study by Great Place To Work® U.S, the sentiments of over 4,400 employees from typical U.S. workplaces were captured. This was part of a larger three-year market survey. Respondents were asked a straightforward question: “Would knowing a workplace has been certified as a great place to work by its own employees make you more likely to want to work there?”

The results were clear: People were 15 times more likely to choose a company knowing it was certified by employees as a great workplace. 

That’s three out of four U.S. job seekers who said they’re more likely to choose a company that is Great Place To Work Certified™.

This is good news for Certified companies looking to recruit talent away from competitors, as employees are expressing less interest in leaving their jobs than they were in 2022. In fact, there’s been a 25% year-over-year decrease in employees who are undecided about whether to look for a new job, and a 26% increase in workers who say they plan to stay where they are.

In other words, the competition for top talent has heated up significantly, and employers need to stand out in the job market. Great Place To Work Certification tells job seekers that a company has a proven track record of providing a positive work environment, validated by current employees and unbiased, third-party assessments. 

The role of trust in great workplaces

Before we explore the impact of trust on workplace dynamics, let’s talk about the importance of trust in earning Great Place To Work Certification. Our model is built on the belief that trust is the foundation of a great workplace. 

It’s what we look for when we assess companies for Certification. We use our Trust Index™ Survey to measure how much employees trust their leaders, feel respected, and enjoy their workplace culture.

Our research has shown that trust doesn’t just make a nice place to work; it drives real business success. When employees trust their company, they’re more engaged, productive, and likely to stick around. 

That’s why companies that earn our Certification are places where trust is strong, and as a result, they outperform their competitors.

But don’t just take our word for it; the numbers speak for themselves. In our same national employee survey conducted in 2023, we reached out to over 4,400 employees from a variety of industries and backgrounds. They shared their experiences on everything from trust and pride to innovation and fairness at work. 

When we compared their responses to those from Great Place To Work Certified companies, the disparities were obvious. Certified workplaces consistently outshine the national averages, proving that trust isn’t just a feel-good factor—it redefines success for companies.

How companies Certified by Great Place To Work eclipse the typical workplace

Our research shows that Certified (aka high-trust) companies can boast about having better bosses, fairer paths to promotions, and higher employee engagement, with more employees reporting that they look forward to coming to work.

They are also far more successful at retaining, engaging, and fostering adaptability among employees than at the average workplace.

Certified great workplaces pay and promote their people fairly 

Employees at great workplaces say they often or always felt practices at their workplaces were fair.

Employer brands that stand out from the crowd 

Certified great workplaces retain and attract more talent. They live their employer brands from the inside out and inspire better employee engagement.

Certified great workplaces are full of supportive, passionate coworkers.

Great workplaces offer more opportunities

Employees want more than just a paycheck. They want to be given the chance to grow and develop, while not having to neglect their personal life for the sake of work.

Great workplaces provide a sense of purpose and pride

Our research into top employee retention strategies has shown that more than anything else, purpose and pride are the two biggest factors that determine whether an employee will stay with an organization. Employees are: 

• 2.7x more likely to stay when they feel a sense of purpose
• 2.2x times more likely to stay when they feel a sense of pride

When leaders inspire employees to feel proud of what they do and to find meaning behind it, they have a happier and more motivated workforce. At Certified great workplaces, employees are:

• 53% more likely to experience a sense of purpose at work
• 25% more likely to feel a sense of pride at what their team has accomplished

“I often find myself sharing the DHL way with others who are complaining about their workplace. Especially in areas of engagement, corporate social responsibility, and constantly looking forward/innovating. Our CEOs … deliver tough messages when we need to be aware. Not in a doom and gloom way, but in a positive, pull-us-all-together way. As a company, we have a consistent strategy, and we talk about it often and relate it to what’s actually happening in the business. We are really good at constantly improving. Just writing this makes me really proud to be a long-term DHL’er.” –Employee at DHL Express 

Hearing it straight from the source: Culture through employee voices 

For job seekers and HR managers alike, choosing a Great Place To Work Certification is a smart decision that leads to improved job satisfaction, stronger employee engagement, and a lasting positive work environment. By prioritizing workplace certification, job seekers can increase their chances of finding a great boss, while HR managers can leverage this certification to attract and retain the best talent in their industry.

Read case studies of how other companies became Certified.

Learn how to get your company Certified today and join the community of exceptional workplaces.

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Claire Hastwell

As the Content Program Manager at Great Place To Work, Claire helps decode the psychology behind high-trust workplaces using Great Place To Work’s extensive data repository on employee experience. Claire has co-authored noted reports such as “Women in the Workplace” and “The Power of Purpose at Work,” and contributed to Fortune with her profiles of the Best Workplaces™. Her latest report on employee retention strategies draws on the experience of 1.3 million employees to give leaders strategic guidance on retaining their top people. 

Employees at winning companies were more likely to report fair pay, well-being, and opportunities for professional development.

As Europe continues to feel the pain of high energy prices and weak growth, the numbers tell a strange story.

Economic output of the 20 countries that use the euro currency dropped in two consecutive quarters, meeting the technical definition of a recession. Yet, labor markets are not falling apart. Unemployment is at its lowest level since 1999.

That means businesses are forced to balance a challenging economy with a hot labor market, and fight to retain their best employees. That’s exactly what the best companies in Europe have done, and investments in employee well-being have led to better retention rates and higher rates of productivity.

At the Best Workplaces in Europe™, 88% of employees report they intend to stay with their company long-term. In a global benchmark survey, only 58% for employees at a typical company planned to stay.

Great Place To Work® analyzed over 1 million survey responses representing the work experiences of over 2.6 million employees to identify the 150 companies on this year’s list. Companies were split into four categories: small (10–49 employees), medium (50–499 employees), large (500+ employees), and multinational (at least 1,000 employees and at least three wins on national lists in Europe).

Winning workplaces received higher survey scores around flexibility, fair pay, and well-being. And when workers reported more consistently positive experiences at work, companies were rewarded with better job performance. At the Best Workplaces in Europe™, 91% of employees believe people give extra effort at their company.

Flexibility and Trust

One of the ways companies on the 2023 Best Workplaces in Europe List stand out is by offering flexible work arrangements.

At winning companies, 83% of employees reported special and unique benefits, 18 percentage points higher than at other workplaces participating in this year’s survey.

Both large and small companies on the list invested in their workers by giving them extra time away from the job. Untile, No. 13 in the small category, closes the office for one afternoon each month to give employees free time to pursue personal interests. Cadence, the No. 9 in the multinational company category, introduced Global Recharge holidays to provide employees with 12 days of companywide time off to spend with friends and family.

Some companies embraced hybrid and remote work arrangements to offer more flexibility to employees. Synoptik Sweden AB, No. 41 in the large company category, increased flexibility for its opticians by offering digital eye exams that opticians could administer over Microsoft Teams.

To successfully offer flexible work, winning companies had to develop trusting relationships with employees.

“Whether it’s working from home, coming into the office, or a combination of both, we trust our employees to manage their time and deliver exceptional results,” shares Amdocs Development Ltd., No. 11 in the large category.

When employees feel trusted, they have more faith in their managers. At winning companies, 86% of employees said management does a good job assigning and coordinating people, compared to only 71% of employees at other workplaces surveyed.

At the Best Workplaces in Europe, 91% of employees believe people give extra effort at their company.

Building Connection

While European workers value flexibility, they also value in-person time with coworkers.

Distilled, No. 24 in the medium category, goes to great lengths to help team members connect with each other. Group hikes and “stay connected” breakfasts are held monthly. In-person huddles and “Wellness Wednesdays” are held quarterly, with the entire company coming together four times a year for what it calls “Company Days.”

“One of our core values is collaboration and in order to collaborate effectively it’s important to get to know your colleagues, and we believe the best way to do this is in person,” Distilled shares. “Our Company Days usually include team building activities, games, and challenges that encourage collaboration, communication, and bonding among colleagues.”

At the Best Workplaces in Europe, 90% of employees say they look forward to going to work and 93% agree that people at their company are caring.

At Deloitte, No. 19 in the multinational category, 700 practitioners from its businesses meet and compete during a multi-day sporting event called the “Derby.” Employees participate in sports activities including mountain biking, trail running, canoeing and more, with employees preparing for months to be ready for the big event.

The result for Deloitte is a culture of camaraderie and team spirit. “This culture of belonging and pride permeates through our interactions, fuels our motivation, and drives our pursuit of excellence,” Deloitte says.

The data shows camaraderie between colleagues pays off. At the Best Workplaces in Europe, 90% of employees say they look forward to going to work and 93% agree that people at their company are caring. In a 2021 benchmark survey of global employees, only 57% of workers said people at their company are caring.

Promoting Well-being

By balancing flexibility and connection, the Best Workplaces in Europe are able to offer higher levels of well-being for their employees.

DHL Express, the No. 1 in the multinational category, uses company events like the DHL EuroCup to foster relationships between employees and promote well-being. The EuroCup brings together 3,000 DHL employees to participate in four days of sports competition and well-being activities, including yoga, sound meditation and kayaking. Employees can hear from inspiring speakers and connect with sponsors like the Premier League football club Manchester United.

The event demonstrates to DHL employees the company’s commitment to well-being and reinforces important company values by bringing employees together to learn and celebrate shared goals.

Some of the Best Workplaces in Europe invest in their people through professional development.

At Easi, No. 3 in the medium category, employees are encouraged to participate in coaching and training from their first day on the job. The company has a strong commitment to develop and promote from within.

Other companies are focused on financial well-being for their people, a need that has been highlighted amid rising inflation and economic anxiety in the region. AbbVie, the No. 2 in the multinational category, expanded financial health resources for its people in 2022 and 2023. Programs offer education about personal finance, tips on using AbbVie’s financial tools, and other resources to provide clarity and support.

The result of these efforts can be measured in multiple ways. At the Best Workplaces, 88% of employees report a psychologically and emotionally healthy workplace, 14 percentage points more than for employees at other workplaces surveyed.

When compared to the global average, the gap is even larger. Only 55% of employees at a typical company reported a psychologically and emotionally healthy workplace, revealing the huge benefit to workers of having their employer on the Best Workplaces in Europe list.

Workers at the best workplaces are more likely to have flexibility, meaningful connections with coworkers, and a healthy work environment. In return, those experiences inspire workers to do great work for their companies.

How to make the list

Think your company deserves special recognition? Get started here to become eligible for next year’s Best Workplaces™ honors.

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Ted Kitterman

Ted Kitterman is a content manager for Great Place to Work®. Ted has experience covering the workplace, business communications, public relations, internal communications, work culture, employee well-being, brand purpose and more. His work shines a light on the unparalleled data and insights offered by Great Place to Work’s decades of research, helping the company share its vision of a great place to work For All™.

by Claire Hastwell, Great Place to Work® US

When a business says that one of its core values is “Open Company, No Bullshit,” it’s fair to assume you’re not dealing with a traditional workplace. 

That’s the policy that Australian-based software company Atlassian — which makes popular digital tools like Jira and Trello — has proudly put in place, demanding that transparency, honesty and two-way dialogue are prioritized, while also acknowledging that management isn’t infallible.

“We don’t get all the decisions right, but we are always open,” says Erika Fisher, chief administrative officer and general counsel at Atlassian. “We believe that owning up to not knowing something as a leader or admitting a mistake helps foster trust across the company.”

And Atlassian is not afraid to ruffle a few feathers. The company has taken public stands on issues such as climate change, racial justice and voters’ rights. Most recently, Atlassian signed a public statement against the anti-abortion heartbeat bill in Texas.

“Our employees trust us to do the right thing and ultimately contribute to healthy communities for them to live in,” says Fisher. “We know that access to healthcare is a huge concern… It’s our responsibility to use the platform that we have as a global company to stand up and fight for their rights.”

With that kind of leadership and social justice ethos, it’s no surprise Atlassian was named on the 2021 Fortune World’s Best Workplaces^™ list. This year marked Atlassian’s debut, coming in at #23 

The list, produced by global workplace culture authority Great Place to Work®, is based on anonymous survey data representing nearly 20 million employees and 10,000 companies worldwide. To be considered, companies must be identified as outstanding global employers by appearing on at least five Best Workplaces lists in Asia, Europe, Latin America, Africa, North America or Australia during 2020 or early 2021.

THE WORLD’S BEST WORKPLACES LEAD WITH HEAD AND HEART

This year’s 25 winners stood out for criteria like supplying special and unique benefits, providing fair pay and offering robust training opportunities for employees to develop professionally. On average, 85% of employees at the World’s Best Workplaces say they experience well-being at work, and over 90% say they are proud of their employer and that management is honest and ethical in its business practices.

Other companies on the list include IT brand Cisco, hotelier Hilton and cloud software company Salesforce, all of which were in the top five for the third year in a row. Shipping and logistics behemoth DHL Express replaced Cisco in the number one spot on the 2021 list, standing out for, among other things, including employees in decision-making that impacts them. Like Atlassian, DHL boasts its own bold policy, which it refers to as “leading with head, heart and guts.”

“The head is really the performance-oriented area,” explains Regine Buettner, global head of HR for DHL. “The heart is what do you really feel and what can we do better. And guts is to really stand up and follow your company goals. If times are difficult, you need to manage it.”

DHL encourages all employees, from managers to front-line workers, to follow its head, heart and guts model by allowing them to be entrepreneurial. DHL staff are encouraged to proactively collect and act on customer feedback, rather than stick to an up-the-chain protocol of traditional customer service.

By granting employees the autonomy and initiative to represent the company in a way they can feel proud of, employees deliver better-quality service to customers, making it a win-win all around.

GLOBAL COMPANIES NEED GLOBAL THINKING

With more than 100,000 employees in 220 countries and territories, DHL is the definition of a truly international company — which means plenty of challenges when it comes to rolling out a unified strategy and common core values.

“For multinational company leaders, it’s vital to consider the varying regional and country-level perspectives,” says Buettner. “You need to really get to know and understand local cultural sensitivities.”

DHL relies on an annual employee survey to assess employee trust across the company, examining responses at the local level and then looking for patterns within regions and globally. A sounding board and steering committee featuring members from different countries also act as liaisons between the regions and global management board to review things like employee engagement and diversity, equity and inclusion initiatives.

“The main focus is really on trust, and how our people feel,” says Buettner. “It’s not important what we as a management team want…What’s important is how people feel, how people understand. And this is why we get feedback: To see what we can do better.”

While Atlassian isn’t nearly as large, it’s still global, with nearly 6,400 employees across seven countries.

The company over-indexed Great Place to Work’s U.S. benchmark on employees “feeling proud to work there,” and staff scored the company high for “people being treated fairly regardless of race or sexual orientation.” Fisher says Atlassian has made DEIB (Diversity, Equity, Inclusion & Belonging) a major priority — with particular emphasis on the “I”. 

“For every dollar you spend on diversity, spend two on inclusion,” she says. “Leaders often forget that equity isn’t just about hiring diverse people. It needs to live throughout the employee lifecycle.”

Atlassian’s performance reviews, promotion paths and compensation plans are designed to mitigate bias from the outset. And as part of its no BS policy, the team isn’t afraid to admit when they’ve got it wrong.

“We’re always open about the fact that while we’ve made progress, there is more for us to do,” says Fisher. “We’ve worked with researchers to quantify an inclusion index, helping us measure our successes and failures.”

For DHL, inclusion means adjusting diversity efforts to fit local cultural norms in its 220 countries. “Diversity is not the same everywhere,” warns Buettner.

She points to an experience in Saudi Arabia, in which DHL wanted to hire more women, but women were forbidden to share a workspace with men. As a workaround, DHL created a dedicated workspace where women could join the team; currently, DHL’s sales director and HR director in Saudi Arabia are both women.

DEIB is also very much about understanding the difference between equality and equity, says Buettner. After COVID hit, DHL decided to pay out a €300 bonus to everyone.

While there was initial discussion about adjusting payouts regionally to reflect exchange rates and local costs of living, in the end, DHL opted to pay everyone the same amount — the rationale being employees in developing countries were likely struggling more than their colleagues in more developed places.

WHAT’S GOOD FOR THE WORLD IS GOOD FOR BUSINESS

Our research shows that corporate giving and social responsibility is the top driver of employee experience. When employees can connect their work to what is happening outside in the broader community, they feel an increased sense of purpose.

According to Great Place to Work’s data, employees are 1.9 times more likely to feel proud of their organization, and 1.7 times more likely to say their work is more than “just a job,” when they feel good about how their company contributes to the community.

This is certainly the case for this year’s World’s Best Workplaces, with 91% of employees saying they feel good about the ways their company contributes to the community.

At DHL, employees aren’t just recognized for the work they do on the job, but also for volunteering outside their working hours. Every year, the company selects country and regional winners for their personal volunteer work, with DHL making financial donations to those employees’ charities of choice.

In addition to its social justice and environmental work, Atlassian has its own foundation, which offers donation matching and five days’ volunteer time to every employee.

“Organizations need to do more than focus on delivering profits for shareholders,” says Fisher. “Times have changed. Employees expect more. The world deserves more.”