You’ve seen the award rankings.
Best Places to Work. Top Workplaces. Great Place to Work.
And maybe – just maybe – you’ve wondered:

Could our organization make the list?

If that question has ever crossed your mind, I hear you. So many leaders I talk to have workplace awards on their radar, but never quite make it to the starting line. It’s not that they don’t care about culture. (They absolutely do.) It’s that the process feels vague, overwhelming, and (if we’re being fully transparent) not urgent enough to bump to the top of the priority list.

Until one day it does.

Maybe engagement starts slipping.
Maybe turnover picks up.
Maybe your competitors are posting their “best workplace award” badges, and your team is asking why you’re not on the list.
Or maybe you just know you’ve built something special, and you’re finally ready for the recognition.

If any of that feels familiar, this is for you.

First, let’s walk through what’s really holding you back, and how to create a clear, realistic path that gets you from maybe someday to award-ready.

The Real Barrier Isn’t Time. It’s Clarity.

One of the biggest myths I hear about applying for a workplace award is:

“We just don’t have time right now.”

But when we dig deeper, it’s usually not about time. It’s about not knowing where to start.

➡️ What’s the first step?
➡️ What data do we need?
➡️ Is leadership on board?
➡️ What if we apply and don’t make the list? 

All completely valid questions, and that uncertainty keeps a lot of great companies from moving forward.

The good news? You don’t need to know everything. You just need a plan and a little guidance to feel confident that you’re heading in the right direction.

What Happens When You Do Have a Plan?

Clarity replaces confusion.
Confidence replaces hesitation.
And your culture work becomes proactive instead of reactive.

Let’s look at a realistic 5-step approach that breaks the process down into clear, manageable pieces, so it feels doable, not daunting. 

Step 1: Define Your “Why”

This isn’t just about recognition. It’s about impact.

Before you even open an application, get clear on why you want to pursue a workplace award:

• Do you want to attract better talent?
• Boost your reputation as a great employer?
• Align leadership around engagement as a business strategy?

When your purpose is clear, it’s easier to get buy-in, communicate the vision, and stay focused when things get busy.

Step 2: Get Leadership on Board

Winning an award starts with leadership alignment. One of the best ways to get decision-makers on board is by speaking their language: data.

✅ Link engagement to retention
✅ Show the cost of disengagement
✅ Highlight how awards improve employer brand and visibility

When leaders understand the business case for investing in culture, they’re far more likely to prioritize it.

Step 3: Use Engagement Data to Guide Your Strategy

Every award-worthy workplace has one thing in common: they listen to their people.

Your employee engagement survey should be the foundation — not just for the award, but for everything you do to build a better workplace.

Ask yourself:

• Are we collecting honest, actionable feedback?
• Do we have visibility into what’s working (and what’s not)?
• Are we using that data to make decisions?

Your people have valuable input. Now’s the time to turn it into action.

Step 4: Build a Communication Strategy

This is a step so many organizations skip, and it makes all the difference.

You can’t just launch a survey or submit an application and hope for the best. You need to communicate:

• Why you’re pursuing an award
• How employee feedback plays a role
• What employees can expect (and what will happen next)

This isn’t about flashy emails. It’s about building trust and transparency — before, during, and after the process.

Step 5: Walk Through the Application Process

You can relax: most applications aren’t as scary as they seem.

Once you have your strategy in place and your data ready, the application becomes a reflection of the work you’re already doing.

When you work with striveHR, our clients through:

• Timelines and deadlines
• What data you’ll need
• Where to highlight your culture strengths
• What to do if you’re not selected (yet)

Applying isn’t the end goal. Building an award-worthy culture is. And you want this to be happening all year-round, not just during application season.

What If You’ve Tried Before and Didn’t Make the List?

First of all: there’s no shame here.
Many great organizations don’t get selected the first time they apply, and that doesn’t mean their culture isn’t strong.

Here’s what not making the list might be telling you:

• You didn’t collect enough honest feedback
• Your communication strategy missed the mark
• There’s a disconnect between what leadership believes and what employees experience (alignment)
• You didn’t complete the application in a way that fully reflected your strengths

That’s all fixable.
In fact, these lessons can make your next attempt even stronger, if you’re willing to learn and adjust.

What If You’ve Never Applied Before?

Now’s the perfect time to explore.

Even if you don’t apply this year, building a strong foundation now can set you up for success later.

Start by:

• Auditing your current culture efforts
• Reviewing your latest engagement data (For more tips on how to collect employee engagement data, check out this resource: https://strivehr.net/getdata)
• Talking with a trusted advisor to identify gaps and opportunities

Spoiler alert: striveHR can help with that.

Your Culture Deserves to Be Recognized

If you care about your people…
If you’re investing in culture…
If you want to retain talent, build credibility, and create a workplace where people actually want to work…

Your culture deserves recognition.

You don’t need perfection.
You don’t need all the answers.
You just need a plan.

And whether you’re applying this year, next year, or still thinking about it—clarity is the first step. Because when your people know their experience matters, your culture speaks for itself.

The recognition? That’s just the bonus.

Winning a workplace award is just the beginning. To keep your award-winning culture strong, it’s important to stay intentional about what makes your workplace great. If you’d like to learn more about the long-term benefits of becoming (and staying) an award-winning workplace, check out 6 Perks to Becoming an Award-Winning Workplace.