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23/10/2026

The 2026 America's Top 100 Most Loved Workplaces® list, as featured in the Wall Street Journal, drops November 4.

Best Practice Institute research, validated across 1,800+ companies, shows organizations with the highest levels of emotional connectedness see 48% lower turnover and consistently stronger performance outcomes.

The companies on this list are not exceptions. They are evidence.

07/10/2026

Satisfied employees still leave. What predicts who stays?

Best Practice Institute research finds that emotional connectedness predicts retention and discretionary effort more reliably than satisfaction. The Love of Workplace Index™ measures it.
Get your free Most Loved Workplace® Employer Brand Report.

Link in the first comment.

30/09/2026

New this week: a free, confidential benchmark of your existing survey data against the Love of Workplace Index™. Built from 1,800+ Most Loved Workplaces and 2.8M employees since 2001. No new survey required.

Most internal survey numbers get compared only to a company's own past. External benchmarking shows where a company actually stands relative to a validated norm.

23/09/2026

New research question we are tracking: does employer content built from documented candidate questions function differently, in credibility and AI citability, than content built from internal preference?

Content decided internally answers the question a company wants to answer. Content anchored on documented, real candidate questions answers the question candidates are actually asking. Those are not always the same content.

We're studying how organizations that anchor content decisions on documented candidate questions compare to those that don't. More on this as the research develops.

Read why candidate questions beat preference. https://hubs.li/Q04y6Q7c0

Audit your employer brand in seconds. https://hubs.li/Q04y6Qbd0

16/09/2026

New research question we are tracking: does pairing caregiver benefits with explicit advancement programs produce measurably different promotion outcomes than caregiver benefits alone?

Caregiver benefits like childcare assistance and paid parental leave mostly address whether an employee can remain employed through a demanding life stage. They don't automatically address whether that employee continues to advance. Organizations that pair both, as Nicklaus Children's Health System does, may be structurally better positioned on both outcomes.

We are studying this using promotion-rate data alongside caregiver benefit design. More on this as the research develops.

09/09/2026

New research question we are tracking: does verifiability, independent of writing quality, measurably change how AI systems evaluate and cite an employer’s claims?
Early patterns suggest specific claims, a real number tied to a named program and a defined population, function differently than generic claims like “great culture,” which carry no checkable content for either a human reader or an AI system to evaluate.
We’re studying this using real examples of verifiable versus unverifiable employer claims. More on this as the research develops.

03/09/2026

New research question we are tracking: does a structured, claimed employer profile actually change what AI systems tell candidates, compared to a default, unclaimed one?

Early patterns suggest the mechanism is specificity. A default profile forces an AI system to infer answers from scattered public data. A structured FAQ removes that inference step entirely for the questions it covers. We're studying whether that translates into measurably more accurate, more trusted answers. Stay tuned as the research develops.

20/08/2026

New research question we are tracking: does a documented, recurring listening cadence reduce regrettable retention specifically, not just turnover broadly. Based on Best Practice Institute research, validated across 1,800+ Most Loved Workplace® certified companies, organizations that build loved cultures see 48% lower turnover and consistently out-innovate their competitors.

Read full Research → https://hubs.li/Q04tLgH90
See How You Compare → https://hubs.li/Q04tLnKN0

13/08/2026

New research question we are tracking: does a verified, loved culture actually reach the external candidate market, or does it stay measured only on the inside?

Based on Best Practice Institute research, validated across 1,800+ Most Loved Workplace® certified companies, organizations that build loved cultures see 48% lower turnover and consistently out-innovate their competitors. Those outcomes depend on the market being able to perceive the culture in the first place, something an increasing share of candidates now assess through AI mediated search rather than direct research.

Are you reaching the external candidate market? See the comments.

See How You Compare → https://hubs.li/Q04sVSJC0

05/08/2026

Across the certified Most Loved Workplace® population, The Best Practice Institute's research shows a consistent pattern: organizations that publish independently verified employer reputation content see measurably stronger candidate conversion at the top of the funnel than comparable organizations relying on uncontrolled third-party signals.

The mechanism is authority weight. AI systems and third-party platforms weigh independently verified content over self-reported and aggregated user-generated content. A reviews average from a two-year-old cluster of departing employees carries low authority weight. An independently certified employer profile anchored in current, verified survey data carries high authority weight.

The organizations that take control don't suppress negative signals. They build a louder, more credible signal that gives candidates, platforms, and AI systems something better to find.
Full research on the BPI blog this week.

And on September 30, Kelly Williams of Mohegan joins us for a free livecast on what employer reputation control looks like at 30-year enterprise scale.

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