8 Things the ‘Best Places to Work’ Have in Common

Work-life balance is one of the most commonly cited benefits of working at a top rated SMB. This includes flexible schedules, remote work options, and generous paid time off.

For example, Grow Therapy’s team members appreciate the flexibility and remote work options, allowing them to set their schedules and balance personal and professional commitments. A therapist’s review shares that you can work as little or as much as you want.

Offering flexible work can be particularly helpful for employers that can’t compete with the pay ranges offered by larger employers. Half of employed workers (52%) would accept a 20% salary reduction to achieve better work-life balance and 42% would take a 10% pay cut to have remote work flexibility.

Your organization can attract and retain top talent by offering flexible work arrangements to your team members. Make sure you promote this perk on your careers site and in job ads — and be specific so candidates know exactly what you offer.

Smaller companies can leverage their size to build the kind of tight-knit teams that candidates actively seek out. Top rated small and medium companies excel at creating these supportive environments where team members genuinely know and help each other.

For example, GlideFast team members appreciate the supportive and collaborative atmosphere, highlighting a strong culture of teamwork and innovation. A team member shares, “People truly care about each other, want others to succeed, and are willing to help.”

A positive work environment can make a world of difference in people’s lives. LinkedIn surveyed members about what matters in a new job and found that 24% prioritized a collaborative company culture, 27% wanted happy and inspired colleagues, and 29% sought helpful and supportive direct managers. These factors can become differentiators for smaller employers that can foster strong team member relationships and cultivate a compelling company culture.

Highlight your company culture in your recruiting materials to demonstrate what it might be like to work on your team. Share specific examples of how your team collaborates and supports each other. Use testimonials from current team members that speak to the quality of their coworkers and the supportive atmosphere. And consider featuring team photos or stories that demonstrate your collaborative culture.

Leadership accessibility represents a major advantage for smaller organizations. Team members at the best small and medium workplaces consistently praise approachable leaders who listen to feedback, demonstrate transparency in decision-making, and make themselves available for direct conversation.

Transparent leadership at smaller companies breeds trust and motivation, helping team members engage directly with company goals. Team members appreciate when they can see how decisions are made and understand the reasoning behind company direction.

Use video content or testimonials from your senior leaders in your employer branding materials. Emphasize that all new hires have direct access to executives and decision-makers — something that’s nearly impossible at larger organizations. Show how your feedback loops work with specific examples of how team member input has shaped company decisions. Consider having your CEO or other leaders participate in parts of the interview process or write personal notes to new hires. Highlight your open-door policies and the mechanisms through which team members can share ideas and concerns.

Employees at small and medium organizations often wear many hats, helping them pick up new skills. The best places to work proactively nurture this professional development and offer opportunities for internal mobility to attract, engage, and retain talent.

For example, Schellman offers a comprehensive employee development program. A senior associate shares that there is “lots of opportunity for career growth with internal and external training and certification paths.” Emloyee development is a powerful to invest in your team members. A Syndax Pharmaceuticals team member writes that “exceptional learning opportunities are available for young employees like myself, and every employee is truly valued and treated as indispensable.”

Career growth matters significantly to job seekers, with a third prioritizing opportunities for advancement, seeking chances to learn highly desired new skills, and wanting challenging and impactful work.

Show candidates how you’ll help them develop their skills and advance in their careers. Be specific about what professional development looks like at your company — whether it’s formal training programs, mentorship pairings, conference attendance, or opportunities to work on projects outside someone’s core role. Sharing stories of team members who have advanced within your organization helps demonstrate that growth opportunities are real and attainable.

Some of the best places to work are the ones that align with an individual’s values and make the world a better place.

For example, Grow Therapy team members appreciate working for a company improving access to mental healthcare. A senior engineering manager shares the they enjoy having “impactful problems to solve” and that Grow Therapy is one of the more innovative and fast moving companies in their sector.

Mission-driven work is one of the least prioritized job search factors — but nearly a quarter of job seekers say it matters when they’re considering a new job.

Emphasize why your company exists, how team members will help accomplish that mission, and what difference they’ll make. Align each role to your larger mission and show the narrative connecting daily work to meaningful outcomes. This is particularly effective for smaller companies where individual contributions are more visible. Share specific stories about how your product or service has impacted customers or communities. Let current team members speak to what makes the work meaningful to them personally. Make your mission prominent on your careers page and reference it in job descriptions to help candidates self-select based on values alignment.

The best small and medium workplaces build recognition into their culture rather than treating it as an occasional bonus, creating environments where people feel genuinely appreciated.

A large majority of employees say recognition inspires them, whether they receive it personally (73%) or hear about the accomplishments of others (65%). Feeling inspired increases the odds that people will promote the organization as a great place to work by 20x. It also increases the odds that people will stay with the organization by 14x and have a strong sense of fulfillment at work by 6x.

Team members want to feel seen and valued for their contributions, but only 23% of workers strongly agree that they get the right amount of recognition for the work they do.

Your organization can stand out by sharing specific examples of how your company recognizes and celebrates team members. This could include peer recognition programs, milestone celebrations, achievement bonuses, or public acknowledgment of great work. Testimonials from current team members about feeling appreciated carry significant weight with candidates who’ve experienced being undervalued at previous employers.

Individual contributions are more visible and consequential at smaller companies. SMB employees can see the direct results of their efforts in a way that’s not always possible at larger organizations.

For example, GlideFast enables their team members to be proactive and take responsibility to accomplish organizational goals. A solutions architect shares, “Employees are encouraged to contribute ideas and take ownership of projects, fostering a sense of empowerment.”

Use your job descriptions to communicate the scope of impact someone in a given role will have. And be specific: “You’ll work directly with clients and see how your solutions improve their operations” or “Your code will ship to thousands of users within your first month.” Share stories of team members whose work had visible, meaningful impact. Emphasize the autonomy and ownership that comes with the role — people want to know they’ll have real influence, not just execute someone else’s decisions. This can represent one of your strongest differentiators against larger employers where individual contributions can feel diluted.