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USA Today
29-07-2025
- Business
- USA Today
How to rebuild trust after a viral CEO controversy: Advice for leaders, employees
When a CEO makes headlines for the wrong reasons — a viral video, a tone-deaf comment or a scandal that dominates your social media feed — it can damage not only their reputation, but the company's as well. When the chief executive of data software company Astronomer was caught on a concert Kiss Cam this month, cuddling with the company's HR chief — who was not his wife — that viral moment led to their resignations and questions about leadership culture. Nearly 30% of large companies experienced abrupt drops in stakeholder trust during a crisis, and almost all struggled to recover without visible, sustained leadership action, according to BCG's Trust Index. For employees, it can raise an unsettling question: Where do we go from here? While PR teams work to manage the external message, repairing internal trust is far more complex. Rebuilding company trust requires honest leadership, true accountability and a thorough examination of the company's values — and whether they're being lived or merely listed on the company website. To understand how companies can move forward after a CEO controversy and how employees can gauge whether trust can be rebuilt, we asked experts what companies should do after a controversy goes viral. What good leadership looks like after a controversy After a controversy, leadership sets the tone for how trust can be rebuilt. Lisa Burke, an organizational development consultant with Energage, says leaders must do more than tout company values; they need to live them. 'It's so often about leaders walking the talk,' she says. 'Values really set the standard for what our culture looks like and feels like.' When leaders embody those values in their actions and decisions, she says, employees begin to rebuild confidence in the culture. It's also important to reassure employees that their work still matters, despite the controversy. 'Yes, we've been through a challenge,' Burke says. 'Let's all come together and help move this organization forward and become better because of it. What lessons can we learn? And how do we get better?' Burke notes that becoming better starts with rebuilding trust from the top down. After a controversy, companies must begin rebuilding trust with their employees, and that starts with taking ownership of the issue. 'The first thing is to own it,' says Burke. 'People feel when it's performative. They also feel when it's authentic.' Rather than delaying, downplaying or shirking blame, leadership should acknowledge the situation promptly, she says, even with a simple message like, 'This thing has occurred, we're handling it.' She adds that it's essential for the company to reaffirm its core values and acknowledge that the incident may not have aligned with those values, but that they remain important. 'You should be as transparent as possible, because employees are already giving feedback. The way our brain works is we make up stories in the absence of information, and most often, we make up a negative story,' Burke says. After a viral controversy, 'I think the biggest answer is some communication,' says Ashley Herd, who spent 20 years working in human resources before launching her own company, Manager Method. 'That's the biggest gap.' Scandals spread quickly, but companies often hesitate to respond, waiting days while uncertainty festers. But while companies wait to finalize a polished statement, employees are often left with unanswered questions. According to Herd, a lack of transparency can allow underlying issues to simmer. If unaddressed, they can surface publicly through Glassdoor reviews, employee chatter or social media posts. Herd emphasizes: 'What people, especially people at the company, care about most are the things that you're saying to them. Are you talking to them as a human?' she asks. It doesn't have to be perfect. Even simple communication helps, she says. She recommends something like, 'This is really hard. I'm still trying to figure this out. I'm here to support you and the team members, and my focus is on you all as an organization.' She also recommends holding a candid meeting, even if it feels tense, and creating space for open conversation without making it feel like an obligation. The message should be clear, she advises: 'We want to give you the opportunity to talk honestly about this, because this isn't just a news story; this is something that impacts the trust of the organization.' Even though it won't be fun, she says it's best to focus on the outcome. 'Having a meeting that doesn't go well is a million times better than having silence that goes worse,' she says. Senior leaders should become more visible, Burke says, especially to help coach managers who feel uneasy addressing tough topics. One way to achieve this is through listening sessions, where groups of employees and managers share their concerns about the organization's future with leadership. 'It's a great opportunity to build trust and relationships,' Burke explains. Another possible approach is role-playing. 'If you're nervous about sharing this with your team, is there an individual you're most nervous about?' she says. 'Let's have a role play, and I'll play that person so the mid-level manager can feel more confident.' Burke also recommends offering open office hours for unstructured conversations. You might say, "Hey, I have open office hours on Friday from three to four," allowing for good discussions about what's going on in the organization and giving employees a chance to see where their role is headed. Even small, informal check-ins signal that leadership is present and paying attention. By showing up consistently and creating space for honest dialogue, leaders prove that rebuilding trust isn't just a message, it's a mindset. However, listening to employees isn't enough; leaders also need to take action. 'If I'm a senior leader and I've just had a listening session where you shared concerns as my employee, my responsibility is now to take action,' Burke explains. That could mean scheduling a follow-up to share potential solutions or progress. 'It isn't always taking action based on what I think would be best,' Burke says, 'but listening to those who are on the front line. You might then ask them, 'What's the solution you see?'' Even small steps toward progress help reinforce that employee feedback matters and that leaders are listening with intention to act. What to do when your company's culture starts to feel broken When a company fails to respond transparently after a controversy, it can reveal deeper cracks in the culture. And for employees, those cracks are often easier to feel than to name. According to Herd, a lack of genuine recognition of human values is something employees should watch out for. Ashley Herd warns that a major red flag is when 'employees are asking for some sort of meeting, and the company just shuts them down across the board and says 'no.' Another red flag, she adds, is if 'you have a meeting, and it's stopped right away.' In those cases, leadership may say things like, 'We're not going to talk about these things. Get back to work.' Lisa Burke notes that poor company culture often becomes tangible to employees over time. 'You will start to feel it if you're not in a great culture,' she said. 'The worst ones are gaslighting or not sharing any information. You're just not hearing anything for a month about something.' These patterns, Burke explains, tend to be strong signals that the culture 'may not be doing what it needs to do in order for us to achieve our mission.' For employees facing these challenges, Burke recommends honest self-reflection. Ask yourself, 'Is this the place I really want to be working? What are my pros and cons?' She encourages looking ahead: 'The next thing would be, let me play the movie to the end. So if I did leave, where would I go? What would that look like? Would the grass be greener or not?' Finally, while it's important to provide honest feedback to your employer, Burke reminds employees to be mindful about maintaining professional relationships. 'Make sure you aren't also burning bridges on the way out,' she said. Leadership that earns trust, not just headlines In the end, rebuilding trust in the wake of a CEO controversy isn't about perfect statements; it's about communication, ownership and transparency. According to these experts, it comes down to four simple, if uncomfortable, steps: According to experts, when companies commit to their values, employees can sense they're not just being heard, they're being led. What is USA TODAY Top Workplaces 2025? Does your company have your trust? Each year, USA TODAY Top Workplaces, a collaboration between Energage and USA TODAY, ranks organizations across the United States that excel at creating a positive work environment for their employees. Employee feedback determines the winners. In 2025, over 1,500 companies earned recognition as top workplaces. Check out our overall U.S. rankings. You can also gain insights into more workplace trends and advice by checking out the links below.
Cision Canada
17-07-2025
- Business
- Cision Canada
Venterra Realty Named One of the 2025 Best Workplaces For Inclusion by Great Place to Work® Canada
TORONTO, /CNW/ -- Great Place to Work ® Canada has named Venterra Realty on their 2025 Best Workplaces™ for Inclusion for a third year in a row. The Best Workplaces™ for Inclusion 2025 are committed to embedding inclusion into every part of the employee experience. These organizations champion equity through inclusive policies, diverse leadership, and cultures built on belonging. The list is based on direct feedback from employees of the hundreds of organizations that were surveyed by Great Place to Work ®. To be eligible for this list, organizations must be Great Place to Work- Certified™ and have exceptionally high scores from employees on the Trust Index survey. "This recognition reaffirms our ongoing commitment to building an inclusive workplace where individuals feel valued and empowered to contribute authentically," said Venterra CEO, John Foresi"Inclusion at Venterra goes beyond words - it's a principle we put into practice every day, and we take great pride in being a place where colleagues feel a true sense of belonging." Venterra Chairman, Andrew Stewart. Venterra's Canada office has been recognized multiple times by the Great Place to Work ® Institute, including earning a spot on the list of the 2025 Best Workplaces™ in Canada. About Venterra: Venterra Realty is a growing developer, owner, and operator of multifamily apartments with over 90 mixed-use and multifamily communities across 22 major US cities. Over 50,000 people and more than 16,000 pets call Venterra "home"! The Venterra Team is focused on achieving excellence in serving its three major stakeholders: residents, employees, and investors. Venterra has enjoyed tremendous growth and financial success over its 24-year history, with approximately $7.8 billion CAD of assets under management. This success has been achieved through the exceptional commitment and dedication of Venterra's approximately 950 team members. Find out more about Venterra Realty and its award-winning company culture at
Business Standard
10-07-2025
- Business
- Business Standard
VAHDAM® India Ranks 17 on India's Great Mid-size Workplaces 2025
NewsVoir New Delhi [India], July 10: VAHDAM® India, a leading homegrown wellness brand bringing India's finest teas, herbs, and botanicals to the global stage, has been honored as one of India's Great Mid-size Workplaces 2025, securing an impressive Rank 17. The company has also been recognized among India's Best Workplaces™ in FMCG 2025 by the Great Place to Work® Institute. This prestigious certification underscores VAHDAM® India's deep-rooted commitment to fostering a progressive, people-first workplace culture. With a focus on empowering employees through continuous learning, leadership development, and a culture of transparency, the company continues to set benchmarks in employee experience and organizational excellence. The company's Trust Index score has risen significantly -- from 85 in 2023 to an impressive 94 in 2025 -- reflecting the growing confidence and satisfaction among its workforce. In line with the evolving business landscape, VAHDAM® is actively embracing advanced technologies such as AI, ensuring all functions and teams are equipped with the right tools and training to stay ahead of the curve. Bala Sarda, Founder & CEO, VAHDAM® India, said, "This recognition is a testament to the incredible people who power VAHDAM®. From the very beginning, we've believed that building a truly global brand from India is only possible with a team that feels valued, inspired, and empowered. Our culture reflects our core values -- entrepreneurial spirit, transparency, and a strong sense of purpose. As we scale, we're also investing in future-ready capabilities, embracing technologies like AI to drive innovation and efficiency across the board. This milestone motivates us to raise the bar even higher." Kalpesh Tiwari, Chief Human Resources Officer (CHRO), VAHDAM® India, added, "We're honored to be counted among India's top workplaces. At VAHDAM®, our culture is built on collaboration, accountability, and continuous growth. We're not only focused on building strong people practices but also on future-proofing our workforce by actively upskilling teams in areas like AI and digital tools. This recognition reflects our commitment to creating a space where individuals thrive both personally and professionally." The certification comes as part of a rigorous evaluation conducted by Great Place to Work®, the global authority on workplace culture, which identifies organizations that create exceptional employee experiences through trust, pride, and camaraderie. VAHDAM® India has been consistently praised by its employees for its inclusive leadership, dynamic work environment, and innovative approach to business -- all of which have contributed to a culture of creativity, collaboration, and continuous improvement. Founded in 2015 by Bala Sarda, VAHDAM® India is on a mission to build a homegrown Indian brand for the world. With direct sourcing from farms and estates across India, in-house manufacturing at its 100,000 sq. ft. BRC Certified facility, and strong distribution in key global markets like the USA, Canada, and Europe, VAHDAM® has grown into a leading global wellness brand. Backed by strong customer love and organic endorsements from global icons like Oprah Winfrey, Mariah Carey, and Martha Stewart, VAHDAM® has raised over 290 crores in funding. It is a Certified Plastic Neutral and Climate Neutral brand and contributes 1% of its revenue to support the education of tea growers' children.
Fashion Value Chain
10-07-2025
- Business
- Fashion Value Chain
VAHDAM India Ranks 17 on India's Great Mid-size Workplaces 2025
VAHDAM India, a leading homegrown wellness brand bringing India's finest teas, herbs, and botanicals to the global stage, has been honored as one of India's Great Mid-size Workplaces 2025, securing an impressive Rank 17. The company has also been recognized among India's Best Workplaces™ in FMCG 2025 by the Great Place to Work Institute. This prestigious certification underscores VAHDAM India's deep-rooted commitment to fostering a progressive, people-first workplace culture. With a focus on empowering employees through continuous learning, leadership development, and a culture of transparency, the company continues to set benchmarks in employee experience and organizational excellence. Kalpesh Tiwari, Chief Human Resource Officer, receiving India's Great Mid-size Workplaces 2025 Certification on behalf of VAHDAM India The company's Trust Index score has risen significantly – from 85 in 2023 to an impressive 94 in 2025 – reflecting the growing confidence and satisfaction among its workforce. In line with the evolving business landscape, VAHDAM is actively embracing advanced technologies such as AI, ensuring all functions and teams are equipped with the right tools and training to stay ahead of the curve. Bala Sarda, Founder & CEO, VAHDAM India, said,'This recognition is a testament to the incredible people who power VAHDAM. From the very beginning, we've believed that building a truly global brand from India is only possible with a team that feels valued, inspired, and empowered. Our culture reflects our core values – entrepreneurial spirit, transparency, and a strong sense of purpose. As we scale, we're also investing in future-ready capabilities, embracing technologies like AI to drive innovation and efficiency across the board. This milestone motivates us to raise the bar even higher.' Kalpesh Tiwari, Chief Human Resources Officer (CHRO), VAHDAM India, added, 'We're honored to be counted among India's top workplaces. At VAHDAM, our culture is built on collaboration, accountability, and continuous growth. We're not only focused on building strong people practices but also on future-proofing our workforce by actively upskilling teams in areas like AI and digital tools. This recognition reflects our commitment to creating a space where individuals thrive both personally and professionally.' The certification comes as part of a rigorous evaluation conducted by Great Place to Work, the global authority on workplace culture, which identifies organizations that create exceptional employee experiences through trust, pride, and camaraderie. VAHDAM India has been consistently praised by its employees for its inclusive leadership, dynamic work environment, and innovative approach to business – all of which have contributed to a culture of creativity, collaboration, and continuous improvement.
Yahoo
26-06-2025
- Business
- Yahoo
Certus Earns Great Place To Work® Certification for Third Consecutive Year
Recognition based on employee feedback highlights a strong culture of autonomy, trust and inclusion ORLANDO, Fla., June 26, 2025 /PRNewswire/ -- Certus, a leading provider of digital training and certification solutions, is proud to announce that it has been Certified™ by Great Place To Work® for the third consecutive year. This prestigious recognition is based entirely on feedback from current employees about their experience working at Certus. According to the 2025 Great Place To Work® Trust Index™ survey, 83% of Certus employees stated that the company is a great place to work – compared to the 57% average for typical U.S.-based companies. The survey reflects strong ratings in key areas such as autonomy, flexibility and support – hallmarks of Certus' people-first culture. Notably, 94% of employees said they are able to take time off from work when necessary, and 92% agreed that people at Certus care about each other. "Being certified as a Great Place To Work® for the third year in a row is more than just an honor – it's a reflection of the culture we've built together, and a signal that we're moving in the right direction," said John Comly, CEO of Certus. "Workplaces don't improve by chance. They get better by embracing a shared vision and sense of ownership, sharing and listening to diverse perspectives and having a willingness to evolve. Each year, we treat the survey feedback as an opportunity to learn and then make changes that reflect what our colleagues say they need. It's not perfect, and it's never finished – but it's progress, and we're committed to that. Congrats to the team on this well-deserved recognition." Employee feedback emphasized a sense of engagement and trust across the organization. One employee shared anonymously: "Certus is amazing. New hires take a DISC assessment to understand unique personalities and working styles... Leadership is open, honest and approachable. We have monthly All Hands Calls where the CEO answers employee questions… Praise is frequent and constructive. Personally, I feel very seen and like I have a voice. I love the company and everything it stands for." Survey results are collected and reported by an independent third-party provider to ensure confidentiality. To become Great Place To Work® certified, Certus meets strict survey criteria, including a minimum response rate and threshold scores that represent feedback from the company's broad population. "Great Place To Work Certification is a highly coveted achievement that requires consistent and intentional dedication to the overall employee experience," says Sarah Lewis-Kulin, the Vice President of Global Recognition at Great Place To Work. She emphasizes that Certification is the sole official recognition earned by the real-time feedback of employees regarding their company culture. "By successfully earning this recognition, it is evident that Certus stands out as one of the top companies to work for, providing a great workplace environment for its employees." To learn more about Certus' Great Place To Work® Certification and employee experience, visit: About CertusCertus is a leading provider of professional training and certification solutions, serving over 3.4 million learners annually. With a comprehensive suite of content, simulations and compliance offerings, Certus supports lifelong learners at every level, from trusted industry brands to individuals seeking to enter, sustain or advance their careers. Its best-in-class technology platform and extensive portfolio of brands empower learners to unleash potential and achieve new possibilities. Learn more at About Great Place to Work Certification™Great Place To Work® Certification™ is the most definitive "employer-of-choice" recognition that companies aspire to achieve. It is the only recognition based entirely on what employees report about their workplace experience – specifically, how consistently they experience a high-trust workplace. Great Place to Work Certification is recognized worldwide by employees and employers alike and is the global benchmark for identifying and recognizing outstanding employee experience. Every year, more than 10,000 companies across 60 countries apply to get Great Place To Work-Certified. About Great Place To Work®As the global authority on workplace culture, Great Place To Work® brings 30 years of groundbreaking research and data to help every place become a great place to work for all. Their proprietary platform and For All™ Model helps companies evaluate the experience of every employee, with exemplary workplaces becoming Great Place To Work Certified™ or receiving recognition on a coveted Best Workplaces™ List. Learn more at and follow Great Place To Work on LinkedIn, Twitter, Facebook and Instagram. Contact:Jordan McKnightDirector of Corporate View original content to download multimedia: SOURCE Certus Holdco, Inc
