You know that blank stare Jim Halpert gives the camera when Michael Scott says something completely out of touch? That's the look most HR leaders give when they hear, "We're thinking about putting a suggestion box in the breakroom!"
Too many companies chase "Best Places to Work" awards thinking the application process will fix their culture issues. That badge looks great on your website and helps with recruiting, but if you think applying for the award is what makes you a great place to work, we need to have a bigger conversation.
At Whirks, we help companies strengthen weaker areas in their culture every day. We've seen what works and what doesn't. Building a workplace culture that actually deserves recognition starts long before you chase an award. And you have to learn how to use these award programs as tools for genuine improvement, not just accolades.
Why Best Places to Work Awards Don't Create Great Culture
You don't become a Best Place to Work by filling out a form. You get there by building a culture your people believe in.
The award is the result, not the goal. We work with business owners every day who want to be a "Best Place to Work," and that's a great goal. But what most people miss is that the application itself is really a mirror. It reflects the real experience your employees are having, and sometimes what you see can sting a little.
The feedback might reveal things like:
- Inconsistent communication or follow-up
- Lack of clear growth opportunities
- Recognition that feels forced or forgotten
- A disconnect between leaders and their teams
Ouch, right?
It's never fun to hear where things are falling short. But instead of thinking of these as disqualifiers, think of them as opportunities. The feedback your team gives you is your chance to know better, and what you do with it is what makes the difference.
How to Use Culture Awards as Business Assessment Tools
If you're thinking about applying for a Best Place to Work award, that's awesome. But before you press submit, ask yourself: "What can I learn from this process even if we don't win?"
That's the magic of it. These applications are full of questions that force you to pause and reflect:
- Are we doing what we say we value?
- Do our people believe in where we're going?
- What would they say if we weren't in the room?
Those answers matter more than the accolade.
Don't apply to win. Audit to learn.
This process shouldn't be about checking a box. It should be about uncovering what's working and, most importantly, what needs attention. Nothing kills trust faster than asking for feedback and doing nothing with it (just like those suggestion boxes that turn into dumping grounds for well-meaning feedback that no one ever reads, much less acts on).
Building Authentic Workplace Culture That Lasts
You don't need ping-pong tables, pizza parties, or nap pods to be a Best Place to Work. (Although, let's be honest, we're never going to turn down the pizza.)
What really matters is how you lead, how you show up for your team, and how consistent you are in the day-to-day. The best companies don't chase culture. They create it.
That's how you build a team that's engaged, aligned, and proud to be part of something meaningful. Over time, that kind of culture speaks for itself: people stay longer, recommend your company to others, and perform at a higher level.
And when the recognition does come? It won't be a surprise. It'll simply confirm what your team already knows:
This is a great place to work!
Start Building Culture, Not Chasing Awards
Real culture change doesn't happen overnight, and it doesn't happen because you filled out an award application. It happens when you consistently show up for your team, address the issues that matter, and create an environment where people genuinely want to work.
We've seen business owners transform their workplace culture by focusing on what their people actually need instead of what looks good on paper. That's how you build something worth recognizing…and worth keeping.
Ready to see what your culture really looks like and how to make it stronger? The assessment questions from these awards are a great place to start.
And then...
We can help you uncover the areas holding your team back and create a plan to build a workplace you’re proud of…award or no award. Remember: The goal isn't the trophy. The goal is to build a workplace your team believes in.
Topics:
