Creating a
Most Loved Workplace®
Copyright © Best Practice Institute, Inc.

Overview
• Sample Size: 149 Senior Executives
• 52% female
• Average age 44.
• An equal range of vertical industries were represented
from each major vertical sector
• Sizes ranging from small 100-500 employees to over
5000 employees. Average size of companies was 4000
although there was a range of sizes outside the bell
curve from large Fortune 500 to small corporations
which brought up the averages significantly.
Copyright © Best Practice Institute, Inc.
Source Louis Carter, Best Practice Institute, Inc. ©

Overview
Our current research measures this intense connection
between employee and organization, and tests a
relationship between loving one’s work and outcomes
such as organizational citizenship behaviors, defined as
“a person's voluntary commitment within an organization
or company that is not part of his or her contractual
tasks”
Copyright © Best Practice Institute, Inc.
Source Louis Carter, Best Practice Institute, Inc. ©

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94% Are More Likely to Produce
Between 2-4 Times More
Source Louis Carter, Best Practice Institute, Inc. ©

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Staying With the Company – How Much
More Likely with a Most Loved Company?
Source Louis Carter, Best Practice Institute, Inc. ©

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Friendships, Perks, Comp, and Benefits Just Don’t Matter for Employees to
Love Their Workplace
Source Louis Carter, Best Practice Institute, Inc. ©

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I'm not concerned with your
liking or disliking me... All I ask is
that you respect me as a human
being.
- Jackie Robinson

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Source Louis Carter, Best Practice Institute, Inc. ©

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Half Time Recap
1.People Value Respect
2.People are more likely to perform better
and stay when they love their company
3.Perks, Benefits, Compensation, Friendship
and Fancy FoozBall tables have little to no
impact on performance or attrition.
Source Louis Carter, Best Practice Institute, Inc. ©

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1.People
2.Achievement
3.Positive Future
4.Ethics and Integrity
5.Respect and Appreciation
The FIVE Elements of a Most Loved
Workplace Defined By Our Respondents
Source Louis Carter, Best Practice Institute, Inc. ©

People
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Employees value teamwork and
collaboration along with open
communication channels where
information and feedback is shared freely.
Source Louis Carter, Best Practice Institute, Inc. ©

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Copyright © Best Practice Institute, Inc.

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Achievement
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Employees want to work at a workplace
where effort and hard work are valued, a
workplace where processes are in place,
they can focus on the customer and work
toward shared goals.
Source Louis Carter, Best Practice Institute, Inc. ©

Positive Future
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Employees want to work in a positive
environment that fosters innovation and
openness with a positive attitude toward
the future.
Source Louis Carter, Best Practice Institute, Inc. ©

Feed-Forward Not
Feed-Back
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Giving Advice and Appreciation Opens
People to possibilities rather than just their
weaknesses.
Source: Marshall Goldsmith

Ethics and
Integrity
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Employees want to work at a workplace that
places an emphasis on honesty, integrity, and
ethics. They want employees that are reliable
and held accountable for their actions.
Source Louis Carter, Best Practice Institute, Inc. ©

Copyright © Best Practice Institute, Inc.
J&J Credo Values
Source: Johnson & Johnson
J&J Credo
We believe our first responsibility is to the doctors, nurses and patients, to
mothers and fathers and all others who use our products and services. In
meeting their needs everything we do must be of high quality. We must
constantly strive to reduce our costs in order to maintain reasonable prices.
Customers' orders must be serviced promptly and accurately. Our suppliers
and distributors must have an opportunity to make a fair profit.
We are responsible to our employees, the men and women who work with us
throughout the world. Everyone must be considered as an individual. We must
respect their dignity and recognize their merit. They must have a sense of
security in their jobs.

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J&J Credo Values (Continued)
Source: Johnson & Johnson
Compensation must be fair and adequate, and working conditions clean,
orderly and safe. We must be mindful of ways to help our employees fulfill
their family responsibilities. Employees must feel free to make suggestions
and complaints. There must be equal opportunity for employment,
development and advancement for those qualified. We must provide
competent management, and their actions must be just and ethical.
We are responsible to the communities in which we live and work and to the
world community as well. We must be good citizens – support good works
and charities and bear our fair share of taxes. We must encourage civic
improvements and better health and education. We must maintain in good
order the property we are privileged to use, protecting the environment and
natural resources.

Copyright © Best Practice Institute, Inc.
J&J Credo Values (Continued)
Source: Johnson & Johnson
Our final responsibility is to our stockholders. Business
must make a sound profit. We must experiment with new
ideas. Research must be carried on, innovative programs
developed and mistakes paid for. New equipment must be
purchased, new facilities provided and new products
launched. Reserves must be created to provide for adverse
times. When we operate according to these principles, the
stockholders should realize a fair return.

Copyright © Best Practice Institute, Inc.
Frances Hesselbein –
CEO, Girl Scouts of America

Respect and
Appreciation
Copyright © Best Practice Institute, Inc.
Employees want to be appreciated and
recognized for achievements. They want
to work in an environment where they
feel respected, trusted and listened to – a
workplace that is fair and supportive.
Source Louis Carter, Best Practice Institute, Inc. ©

Copyright © Best Practice Institute, Inc.
Harley Davidson
Richard Teerlink
From CFO to CEO

BPI Human Experiment of Loving
Your Workplace on Outcomes
• Outcome Measurement: How many linkedin
endorsements do a treated group and control
group get from each other.
• Treatment: Group is given equal air time (2-3
minutes each to give their PAPER Statement).
• Agree to ground rules they agree to around
collaboration and helping each other.
• Control Group: Told to give each other
endorsements on linkedin.
• Measurement of outcome
Source Louis Carter, Best Practice Institute, Inc. ©
Copyright © Best Practice Institute, Inc.

BPI Human Experiment of Loving
Your Workplace on Outcomes
Youtube Video Link:
https://www.youtube.com/watch?
v=1lNiGPdJ60A
Source Louis Carter, Best Practice Institute, Inc. ©
Copyright © Best Practice Institute, Inc.

Group Exercise: Becoming a Most
Loving Conference
• Write down the following on a piece of Paper
• Answering the following questions (on the next
slide)
Source Louis Carter, Best Practice Institute, Inc. ©
Copyright © Best Practice Institute, Inc.

PAPER – Worksheet
• Hi, My name is…
• (P)eople: I foster teamwork, collaboration and
open communication by…
• (A)chievement: I value hard work and effort and
ensure processes are in place to work toward
shared goals by…
• (P)ositive Future: I foster innovation and
openness with a positive attitude toward the
future by…
• (E)thics & Integrity: I place an emphasis on
honesty, integrity, and ethics by…
• (R)espect and Appreciation: I trust, respect and
listen to others by… Source Louis Carter, Best Practice Institute, Inc. ©
Copyright © Best Practice Institute, Inc.

Loving One’s ATD Conference
Exercise
• Break up into groups of 4-5 and share this
information with each other.
• This will be your “Most Loved Group”
• I will share openly, respectfully, and with equal
airtime to help each other grow and become
closer advocates for each other.
• Does anyone disagree with this agreement?
• YES/NO?
Source Louis Carter, Best Practice Institute, Inc. ©
Copyright © Best Practice Institute, Inc.

Loving One’s ATD Conference
Exercise
• Who is the first person who wants to share their
learnings about themselves, others, or the
experience itself?
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Wrapping Up
• Love for the workplace is the strongest predictor
of workplace outcomes
• Stronger than any other construct in
organizational psychology
• MLW is a stronger predictor of workplace
outcomes than Meyer and Allan’s Affective
Commitment – a long held belief in Org Psych.
• People, Achievement, Postive Future, Ethics and
Integrity, Respect and Appreciation are proven to
be the critical elements for measuring workplace
outcomes. Source Louis Carter, Best Practice Institute, Inc. ©
Copyright © Best Practice Institute, Inc.

Future of MLW
• Benchmark organizations
• Rank order organizations
• More valid predictor of engagement
• Future publication will go deeper to include
correlation of personality assessments and
PAPER elements.
Source Louis Carter, Best Practice Institute, Inc. ©
Copyright © Best Practice Institute, Inc.

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