At high-trust organisations, 83% of employees say they want to work there for a long time (vs. 7% at low-trust organisations)
Great Place To Work Certified™ organisations retain at least double the number of employees as the national average.
The Great Place To Work Effect proves that when leaders build trust, it shapes the culture that drives key performance outcomes – including retention
In the competition for talent and retention, high-trust organisations come out ahead every time.
Trust shapes how employees experience every part of working life. It influences whether they feel valued, supported, included, and confident about their future. When trust is high, employees are more likely to build long-term careers with an organisation. When it is low, even the most generous benefits package can struggle to compensate.
This article is part of our Great Place To Work Effect series, exploring how trust directly drives performance outcomes — from innovation and agility to productivity and retention.
The Great Place To Work Effect is a proven link between trust and business performance. Across millions of employee survey responses globally, Great Place To Work has consistently found a repeatable pattern: great leaders build trust, which shapes the culture that drives performance.
High‑trust organisations consistently surpass their peers across business metrics, including retention.
Because of this, our research consistently shows that the UK’s Best Workplaces outperform the market by more than four times and achieve 6.25 times greater revenue per employee than typical UK organisations.
| Useful Read: The Great Place To Work Effect
Employees at high-trust workplaces are almost 12 times more likely to say they want to work at their organisation for a long time than employees at low-trust organisations.
This sentiment is reflected in real-world retention rates: Great Place To Work Certified organisations across industries (who outperform the typical UK workplace for trust) retain at least double the number of employees as the national average.
This is a critical driver of performance, because when employees stay long-term, organisations retain the capability that they’ve built: the skills, the relationships, the institutional knowledge. That means more consistency, less disruption, and lower recruitment costs.
As the Great Place To Work Effect shows, trust is the catalyst for agility, innovation, retention and long‑term business success .
Download your copy to start building a high-trust culture that powers performance.