Great Workplaces Start with Great People Practices

When I was deciding between two internship offers, one from Enterprise and another from a small local company in my hometown of Bend, Oregon, I ended up choosing Enterprise. On paper, both roles were similar, each offered hands-on experience, development opportunities, and chances to grow professionally. But the key difference was compensation. Enterprise offered a significantly higher hourly wage, and for me, that tipped the scale.

Looking back, compensation was more than just a paycheck. It was a signal that the company valued the work I’d be doing. According to First, Break All the Rules, pay isn’t just a number, it’s an emotional measure of value. In my case, the higher wage made me feel like the role would be more impactful and that the company was more invested in its interns’ performance and contributions.

The book also explains how great managers try to redirect employee ambition by attaching meaning and respect to every role, not just promotions. But when that structure isn’t in place like in many internships, the clearest indicator of value becomes pay. That’s exactly what happened for me. While the local company may have offered a more relaxed environment and even more personal attention, the compensation structure at Enterprise sent a stronger message about career potential, seriousness, and expectations.

It wasn’t just the money, it was what the money represented. It made me feel like the work I’d be doing mattered, and that was the kind of motivation I needed to say yes.

I looked into what makes companies like Hilton, Workday, Salesforce, and Stryker such great places to work. All of them show how important good HR (Human Resources) practices are and how the way you treat people can really shape a company’s success.

Hilton stands out with 96% of employees saying it’s a great place to work. They focus on creating a welcoming, inclusive environment, and they’ve earned top spots on lists for working parents and women. Their HR team clearly values making people feel like they belong and giving them great benefits and growth opportunities.

Workday also impressed me. They use data to figure out what employees need, and 93% of their team says it’s a great place to work. Their people-first culture, flexibility, and clear values show how HR can guide decision-making with facts not just gut feelings.

Salesforce is known for purpose and passion. They give employees freedom, trust, and the chance to do meaningful work. While their score is a bit lower at 82%, their focus on giving back and promoting equality makes them stand out. It reminds me that a strong company culture goes beyond perks — it’s about values.

Then there’s Stryker, where 91% of people say they love their jobs. They’re mission-driven and give employees a lot of responsibility and room to grow. Their success shows that when people feel challenged and supported, they thrive.

Thinking about these companies makes me excited to be a manager someday. I want to lead with empathy, build trust, and help people grow. The hardest part will probably be balancing what the business needs with what people need but if these companies can do it, I know it’s possible.

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