Six years later, the company is up to
$8 million in revenue and has a staf who
enjoy the freedom to pick the hours they
work, generous vacation time, tuition
reimbursement, a matched 401(k), and a
health plan that covers half the deductible
alongside the premium. True, there’s no
decked-out ofce in a shiny downtown
skyscraper, but most employees prefer
working from home when they want—even
if home is in another state. Fifteen Evo Text
employees work remotely—in Arizona,
Wisconsin, Tennessee, and seven other
states. As people have moved for personal
reasons, they’ve asked to keep their jobs.
The response: “Why not?”
Granted, life insurance, braces, and
The company has a habit of adding
benefts simply because employees make
the request. Two years ago, Meaghann
Jackson, head of HR, and Laura Curry, VP
of quality assurance, were commiserating
about the cost of orthodontics—each has
tween-age twins. When they suggested
that the company cover kids’ braces, the
response was immediate: If the company
could swing it fnancially, some coverage
would be added to the dental plan. “Now,
everyone gets braces,” says Jackson. More
recently, someone asked the company for
optional supplemental life insurance
coverage for family members. Done.
moving for family reasons are all pretty
grown-up things to think about. But this
is a grown-up kind of place.
BARBARA KIVIAT is a freelance writer based in
GROWNUPS AT WORK
A brown-bag lunch at Evo Text headquarters. Co-founders Johanna Wetmore (lower right) and Christopher Robert (top
left, in blue blazer) more or less let the employees choose the way and where they want to work. Some moved out of state
and work remotely. The company’s culture isn’t to be confused with a startup run by children, and neither are the perks.
With national unemployment
at a 17-year low, businesses
are working overtime to recruit,
engage, and retain talent. Our frm,
Quantum Workplace, a leading
software platform for employee
engagement and performance,
partners with Inc. to survey Americans in pursuit of the employers
that create strong cultures of
At the start of the year, frms
of all sizes and industries are nominated for this recognition. Once
nominated, each company had to
survey all employees using our
methodology. Quantum Workplace
gathered, analyzed, and audited the
data. The survey covered topics such
as trust in senior leadership, career
development, change management,
and benefts and perks.
Employee engagement measures the strength of the mental and
emotional connection workers feel
toward their places of occupation.
Those measurements reached new
highs this year. Among participating
companies, 74. 2 percent of workers
are highly engaged, compared with
72. 1 percent in last year’s data set.
In addition to analyzing employee sentiment, this study takes into
account fnancial and nonfnancial
elements of corporate culture. We
captured practices on 45 benefts
and perks to understand which
combinations were common in
highly engaged workplaces.
As you might expect, Best
Workplace companies offer comprehensive health coverage and
generously subsidize premiums.
And remember when “unlimited
paid time off” seemed like such a
game-changing idea? This year,
30 percent of the 1,853 competing
employers offer this beneft.
If your goal is to be truly different, here are the fve benefts
offered by the fewest employers:
onsite child care ( 1 percent), onsite
medical ( 2 percent), concierge
( 6 percent), paid sabbaticals ( 10
percent), and paid transportation
to and from work ( 11 percent).
Otherwise, you may be great, but
you won’t be unusual.
Chose the Best
By Greg Harris and
Aaron Brown of
PHOTOGRAPH BY TONY LUONG ● ● ● JUNE 2018 ● INC. ● 81
+For the complete list of Inc.’s Best Workplaces, as well as details about the policies, benefts, and best practices that distinguish these companies,
go to: inc.com/best-workplaces/list