Six principles for becoming an employer of choice

Today’s employers are rethinking how they grow and stay competitive. Attracting and keeping top talent goes beyond pay and perks—it starts with building a workplace where people feel valued, supported, and motivated to do their best. And for that to happen, they need to be intentional about building a culture that supports, engages, and rewards their people.

Sandy Asch, author of Excellence at Work: The Six Keys to Inspire Passion in the Workplace, offers a simple, clear framework for getting there. It’s not about flashy benefits or quick wins. It’s about building trust, aligning values, and creating space for people to grow. In short, it’s about leadership.

Let’s start with the big question: Do your employees actually want to work for your company?

Asch suggests asking these questions:

• Do your employees love coming to work?
• Are they deeply engaged in their roles?
• Are you helping them reach their full potential?
• Are they planning to stay?
• Do your teams communicate openly and positively?
• Do people take initiative and solve problems quickly?
• Are risk-taking and truth-telling encouraged?
• Do departments collaborate and support each other?
• Do people show mutual respect and bring out the best in one another?
• Is there a healthy work-life balance?
• Do employees have energy and passion at work?
• Do they trust their managers and feel supported?
• Are leaders respected and accessible?
• Is everyone treated fairly?
• Is great work consistently recognized and rewarded?
• Are there meaningful opportunities to grow?
• Are people encouraged to contribute and make an impact?
• Do employees feel proud to work for your organization?
• Would they recommend your company to others?

If some of those questions gave you pause—or made you realize there’s room to grow—you’re not alone. Even the most successful organizations have blind spots. The good news? Culture can evolve with the right focus, commitment, and leadership.

Sandy Asch offers six practical principles to help organizations build a workplace where people thrive. These aren’t abstract ideas—they’re actionable behaviors leaders can model every day. When applied consistently and embraced across all levels, they create a ripple effect that changes how people think, work, and connect with one another. And that kind of change doesn’t just stick—it strengthens your business from the inside out.

1. Use your words wisely

Words matter. And in the workplace, how we speak to one another sets the tone for everything else. That’s why it’s critical to use language that is honest, respectful, and forward-focused. Don’t sugarcoat reality, but don’t dwell on problems either. Focus on what’s possible. Employees want to know that leadership communicates with integrity and optimism.

Clear communication also builds trust—one of the most essential ingredients in any successful team. When people know what to expect and feel they are being told the truth, they respond with greater loyalty and effort.

2. Be accountable

Accountability isn’t about blame. It’s about owning the outcome, no matter your role. Leaders who model accountability help set a standard for the entire organization. That means doing what you say, taking responsibility for results, and asking better questions.

Rather than pointing fingers, shift the conversation to what can be learned and how to improve. This mindset builds psychological safety, encourages innovation, and helps people stay focused on shared goals—not personal egos.

3. Focus

In a world full of distractions, helping your teams stay focused is one of the most valuable things you can do. That starts by setting clear, independent goals—and making sure employees know how their work ties into the larger mission.

Focus doesn’t mean doing more. It means doing what matters most. Encourage your teams to simplify, prioritize, and eliminate unnecessary work. When people are aligned and clear on their objectives, their impact increases dramatically.

4. Mine the gold

Every person brings something valuable to the table. It’s the leader’s responsibility to uncover that potential—and to nurture it. “Mining the gold” means recognizing individual strengths, celebrating meaningful contributions, and actively supporting personal and professional growth.

It also means building a culture of collaboration, where success is shared and people lift each other up. When employees feel truly seen and valued, they bring more energy, more confidence, and greater commitment. Strong leaders make space for talent to shine by asking thoughtful questions, actively listening, and providing the tools and encouragement people need to thrive.

5. Strive for balance

Burnout doesn’t help anyone—not your people and certainly not your business. Employers must support work-life balance in real, meaningful ways. That could mean flexible schedules, better workload management, or simply encouraging people to take time off.

Employees who are well-rested and have room to breathe are more creative, productive, and engaged. And it sends a clear message: we care about you as a whole person, not just as a job title.

6. Lighten up

This may be the toughest one for some workplaces: don’t take everything so seriously. Yes, business is serious. But that doesn’t mean your culture has to be rigid or joyless. Laughter, celebration, and small acts of kindness go a long way in making work feel human.

Look for small, everyday moments to connect with your team. Celebrate wins—big and small. Share stories. Ask how people are doing. When you create an environment where joy is welcomed, people want to stay.

Leadership starts at the top

These principles aren’t just for HR. They must be embraced across the organization—starting with senior leaders. Culture is shaped by what leaders say, do, and reward. When leaders consistently model honesty, accountability, focus, collaboration, balance, and joy, others follow.

This isn’t about piling more onto your to-do list. It’s about rethinking how you lead and how your team experiences work every day. It’s about creating new habits that reflect your values and empower people to bring their best selves to the job.

At BLR, we believe in practical, people-first leadership. We know that business success is deeply tied to employee experience—and we’re here to help you connect those dots. Whether you’re navigating change, addressing turnover, or simply ready to build something better, we’re by your side with solutions, training, and real-world expertise.