After reviewing the Fortune 100 list of best companies to work for I decided to pick three companies that offer entirely different services and see what they have in common that lands them on this list. They all operate under different business models, have different customers, and yet they still found their way here. In our learnings we discovered that there is no one type of culture that leads to a positive company culture and, in my mind, these three prove that to be true.
Zillow is a strong example of positive company culture. 95% of their employees report that they are proud to work at Zillow, 94% report that they believe their management to be honest, trustworthy, and ethical, and 92% report that it is an overall good work environment. One of the driving factors is their “Cloud HQ” remote model. Since they adopted this strategic HR strategy they have had no drop in productivity and the team is moving faster than ever on platform development. Zillow employees also note perks such as maternity leave and contributions to medical deductibles.
Delta takes a different approach to the same care for their employees. Instead of focusing on perks they give employees direct share in the company. Employees enjoy a 10% share in Delta’s first 2.5B in revenue during the calendar year and an additional 20% of any profits after that. In 2025 employees were payed out just over 1.3B from deltas revenue. This as well as strong management structure and strong HR presence has lead nine out of 10 Delta employees to reporting that they would like to work for the company long term.
Skripps Health has a mix of each of these approaches. They invest over 13.5 million back into the development of their employees. This often times comes in the form of career advancement or transition programs that keep employees from feeling stagnant. They currently have nine different programs in place and this likely relates to the fact that 94% of their staff feel like they are able to make a difference and 94% feel great about Skripps role is serving it’s employees and the community around them.
Across these three companies, employees are engaged, stay longer, and perform better. This leads to the best possible customer service and strongest business outcomes. This directly shows the data driven business decisions the “New HR,” that Breitfelder and Dowling talk about, make and how important they are within their respective organizations.