5 Practical Ways to Start Improving Workplace Culture Today

Posted on May 29, 2025 by Jawad Junejo

Is your company’s culture helping your people do their best work, or quietly pushing them out the door?

Culture isn’t something you can fix overnight, but it’s not as mysterious as it may seem either. The small everyday things matter. And they add up. So if you’re looking for practical starting points, here are five simple, proven ways to begin improving workplace culture right away.

Why Improving Workplace Culture Is Important?

Workplace culture is like the air your organisation breathes. It is often invisible, yet deeply felt. It’s what determines whether people show up with energy or apathy. And in today’s fast-moving environment, where employee expectations are evolving rapidly, culture has quietly become one of the strongest indicators of organisational health.

According to a 2023 PwC study, 69% of senior leaders said culture gives their organisation a competitive edge. This matters because a good salary or perks can bring people in the door, but culture is what makes them stay or leave.

Poor culture can mask itself as performance issues, low engagement, or high turnover, while a strong one fuels collaboration, purpose, and innovation.

And in a time where reputation spreads at lightning speed, the internal experience of employees increasingly shapes the external brand.

Source: Gallup

5 Practical Ways to Start Improving Workplace Culture Today

Whether you’re in HR or leadership, creating a better workplace culture begins with small, intentional changes. These five practical steps are designed to help you get started today, with tools you already have or can adopt with ease.

1. Start with an Engagement Survey (The Right Kind)

The easiest way to start improving culture is to first understand it. That’s where a good engagement survey comes in.

We’ve seen this work firsthand. At Engage Consulting, our EC Engage survey has helped companies like Engro Fertilizers and HBL spot blind spots, identify strengths, and act on what truly matters to their people.

When leaders have data they can trust, they can make choices that actually work. For instance, Engro was able to redesign parts of its internal communication based on feedback patterns from different teams. Meanwhile, HBL used survey insights to guide their leadership development efforts.

This kind of clarity isn’t just nice to have. It’s the starting point for real cultural change.

But not all surveys are equal. The format matters. The timing matters. And most of all, what you do afterwards matters. If you’re not closing the loop with employees, culture won’t improve.

2. Give Managers the Tools to Lead Better

Once you’ve got feedback from across the business, the next step is enabling those who carry your culture day to day: your managers.

Managers have the biggest impact on how people feel about work. Yet they’re often the most undertrained and overworked part of the system.

Providing team-level insights from engagement surveys can help, but only if it comes with support. Workshops, manager huddles, and short coaching sessions can make a huge difference. The key is to make leadership development practical and consistent.

Start small. A monthly roundtable. A five-minute “culture check” during team meetings. These actions send a clear message: culture matters, and we’re working on it together.

3. Keep Communication Real

One of the fastest ways to damage workplace culture is through unclear or inauthentic communication.

Too often, employees feel like they’re the last to know what’s going on. Or worse, they receive top-down updates that don’t feel human.

A healthier culture starts with more open, two-way communication. That doesn’t mean more emails. It means better conversations.

Use simple language. Drop the corporate tone. Make space for questions and listen with the intent to act.

Here are a few ways to make communication more cultural:

• Hold informal town halls with leadership

• Use anonymous suggestion boxes for regular input

• Share small wins across teams

• Be transparent about what’s changing and why

When employees see that honesty is the norm, they respond with more trust, more care, and more commitment.

4. Recognise More (And Not Just for Big Wins)

People don’t leave companies where they feel seen and valued. Recognition is one of the simplest ways to boost morale, and it doesn’t need to cost a thing.

A quick shout-out in a team meeting. A handwritten note. A public thank-you on Slack. These things sound small, but they build emotional equity.

The trick is to make it regular and specific. “Great job” doesn’t mean much on its own. “I noticed how you stayed late to help the new intern” does.

You can also build peer-to-peer recognition into your internal platforms or meetings. When it becomes part of the culture, people start looking for what’s going right.

And over time, that creates a more positive and appreciative workplace.

5. Align Values with Everyday Behaviour

Lots of companies have values on posters. Fewer have values that actually show up in how people behave.

Improving workplace culture means making sure your stated values are backed by lived actions. If “collaboration” is one of your values, but rewards only go to individual performers, something’s off.

Ask yourself: How do our systems support or contradict our values?

Look at how you promote, how you give feedback, how decisions are made. Culture lives in these moments. The more consistency people see between what’s said and what’s done, the more they trust the environment.

One way to get there is by involving employees in redefining values. Run a workshop. Collect anonymous suggestions. Let people talk about what these values should look like in action.

This bottom-up approach not only helps with alignment, it boosts ownership. And a culture people feel part of is one they’re more likely to protect.

Final Thought

Improving workplace culture isn’t about grand gestures or flashy programmes. It’s about starting small, listening well, and acting with intent.

Surveys like EC Engage give you the insight. But it’s the people and the follow-through that shape what happens next.

If you’re ready to take the first step, start by asking your people what they really think. You might be surprised by how much they already know.

Want to see how your culture is really doing?

Discover how insights from your own people can kickstart meaningful change and create a workplace where everyone thrives.

Get in Touch

How to Measure Employee Engagement Effectively: 5 Signs You’re Missing

Posted on May 5, 2025May 5, 2025 by Jawad Junejo

“What gets measured gets managed.” – Peter Drucker

That quote holds true for employee engagement. If you aren’t measuring it the right way, you’re likely missing key insights and managing based on assumptions.

Disengagement doesn’t always look dramatic. It often hides in missed deadlines, low energy, and a quiet drop in motivation that builds over time. According to Gallup, companies with highly engaged employees experience 21% greater profitability and 17% higher productivity.

In this blog, you’ll discover how to measure employee engagement effectively, five subtle signs you might be missing, and how Engage Consulting’s award-winning Employee Engagement Survey can help you uncover what really matters to your people.

Why Measuring Employee Engagement Matters

Measuring employee engagement is essential for creating a thriving workplace. When engagement is high, employees feel motivated and aligned with the company’s goals, which directly impacts performance and morale.

Here’s why it matters:

Think about a time when you felt truly invested in your work; when you were excited about a project and gave it your all. That’s the power of engagement in action. When employees feel connected to their roles, they perform better, contribute more, and talk positively about the workplace.

By measuring engagement, leaders can identify key areas for improvement and foster an environment that promotes motivation, retention, and long-term success.

Top 5 Effective Methods to Measure Employee Engagement

While engagement may feel intangible, the right methods can translate employee sentiment into measurable data. These approaches go beyond surface-level feedback to uncover what truly drives or hinders engagement within your organization.

1. Employee Engagement Surveys

Unlike casual conversations or gut instincts, engagement surveys provide structured, quantitative data that helps uncover what employees truly feel about their roles, leaders, and the organization as a whole. Measuring sentiment is essential because employee perceptions often shape morale, productivity, and retention outcomes.

For instance, surveys can explore areas such as whether employees feel their work is meaningful, if they trust leadership, or if they see growth opportunities. This level of data allows HR teams to make informed, strategic decisions backed by evidence.

At Engage Consulting, our Employee Engagement Survey has helped organizations like HBL and PepsiCo gain critical insights into their workforce. The tool is customizable, anonymous, and benchmarked making it ideal for identifying areas that need improvement and tracking progress over time.

2. Pulse Surveys

Pulse surveys are a more agile and frequent alternative to traditional engagement surveys. While engagement surveys are comprehensive and often conducted annually or bi-annually, pulse surveys are short, targeted, and deployed more frequently such as often monthly or quarterly.

This makes them perfect for tracking changes after leadership shifts, policy updates, or major organizational changes. Companies like Unilever and Spotify have adopted pulse surveys to quickly gauge morale and respond to issues before they escalate.

They’re typically 5–10 questions long and can be delivered digitally via email or mobile platforms, ensuring high participation and real-time feedback that fuels rapid HR interventions.

3. One-on-One Meetings

Structured check-ins between managers and employees go beyond performance reviews. They offer a window into an individual’s day-to-day engagement. These meetings help uncover emotional drivers, frustrations, and goals that employees may not feel comfortable sharing in group settings or surveys.

When done regularly, they build trust and open communication. For example, a manager may learn that a team member feels overlooked during team meetings, or that their workload is becoming overwhelming like issues that, if addressed early, can boost engagement and retention.

4. Exit Interviews

Every resignation carries a story and exit interviews are one of the best tools to uncover why people actually leave. Disengagement is often a gradual process, and outgoing employees are more likely to speak openly about what went wrong, offering unfiltered insights into company culture, management, or workload issues.

By analyzing exit interview data over time, organizations can identify patterns like frequent complaints about career development or team communication and make proactive changes to prevent further attrition.

5. Performance Metrics

Engagement isn’t always verbal. It often shows in how people work. Performance indicators such as rising absenteeism, sudden dips in productivity, or increased error rates may all signal disengagement.

Tracking these metrics alongside engagement data gives a fuller picture. For instance, a team showing declining performance may not lack skill but motivation or purpose. By identifying such red flags early, leaders can intervene with coaching, recognition, or adjustments to team dynamics.

5 Signs of Employee Disengagement You Might Be Missing

Disengagement often creeps in quietly, showing up through subtle changes in behavior before it becomes a bigger issue. Recognizing these early signs can help managers intervene effectively, boost morale, and prevent long-term productivity loss.

1. Declining Participation in Meetings

When a previously vocal team member becomes quiet during meetings, it may be a warning sign. They might no longer share updates, offer suggestions, or show curiosity about ongoing projects. Their camera might stay off in virtual calls, and they may seem distracted or disinterested.

This behavioral shift is often more than just fatigue—it can signal growing dissatisfaction, lack of motivation, or feeling disconnected from the team or purpose. Over time, this passive participation can demoralize other employees and reduce the overall energy and effectiveness of team discussions.

2. Reduced Collaboration

Teamwork thrives on open communication, trust, and a shared drive toward goals. When employees begin avoiding group projects or prefer working in isolation, it could indicate disengagement. They may withdraw from Slack channels, ignore group emails, or avoid cross-functional collaborations.

Reduced collaboration usually points to a deeper issue, perhaps a misalignment with the organization’s direction, burnout, or lack of psychological safety. When left unaddressed, it creates silos, hampers innovation, and reduces knowledge-sharing, ultimately weakening team culture and output.

3. Minimal Feedback or Suggestions

Engaged employees naturally share ideas to improve workflows, systems, and culture. When those contributions dry up, it’s not just silence, it’s often a sign of emotional withdrawal. Employees may stop raising issues, skip performance check-ins, or no longer offer feedback during retrospectives.

This lack of initiative signals that they may not believe their voice matters. It can stem from past experiences of being ignored, criticized, or undervalued. A decline in feedback culture can lead to stagnation and missed opportunities for positive change and innovation.

4. Increased Absenteeism

While occasional absences are normal, a consistent rise in unplanned leaves, late arrivals, or early exits should raise concerns. Disengaged employees might call in sick more frequently or avoid work without strong reasons. It’s often a sign of growing emotional or mental fatigue.

This pattern can disrupt team momentum and morale, especially if it becomes habitual. When people stop feeling accountable or connected to their role, they slowly withdraw physically through absenteeism, and mentally, by disengaging from their responsibilities.

5. Lack of Initiative

A proactive employee often seeks new responsibilities, proposes improvements, and shows eagerness to grow. When this energy fades, and they shy away from taking on challenges, something is likely off. They may avoid leadership roles or stop asking about career development opportunities.

This reluctance often stems from feeling unrecognized, overworked, or disconnected from purpose. It can cause a ripple effect, reducing innovation, lowering productivity, and creating a sense of stagnation within the team. Over time, it can also affect the employee’s career growth and overall team progress.

Leveraging Engage Consulting's Employee Engagement Survey

At Engage Consulting, we specialize in helping organizations measure and enhance employee engagement. Our comprehensive Employee Engagement Survey is designed to uncover deep insights into your workforce’s sentiments and identify actionable areas for improvement.

Key Features of Our Survey:

Our Employee Engagement Survey is designed to deliver clear, actionable insights, tailored precisely to your organization’s needs. Here’s what makes it stand out:

Customized questionnaires that reflect your company’s culture, goals, and employee experience.
Benchmarking capabilities that allow you to measure your performance against industry peers.
Comprehensive reports offering clear analysis, key findings, and practical recommendations.
Full anonymity assurance to encourage honest, transparent employee feedback.

Benefits of Using Our Survey:

Using our survey goes beyond measurement. It helps you create real, lasting improvements in your workplace. Here’s what you can expect:

Higher employee retention by identifying and addressing engagement risks early.
Increased productivity as engaged employees contribute more enthusiastically to company goals.
Smarter leadership decisions guided by clear, data-driven insights.
A healthier, more positive work environment that attracts and keeps top talent.

By partnering with Engage Consulting, you gain access to tools and expertise that drive meaningful organizational change.

Conclusion

Effectively measuring employee engagement is crucial for organizational success. By recognizing subtle signs of disengagement and employing comprehensive measurement strategies, organizations can foster a more engaged, productive, and satisfied workforce.

Engage Consulting is here to support you in this journey. Our Employee Engagement Survey provides the insights needed to make informed decisions and cultivate a thriving workplace culture.

Struggling to Measure Engagement?

It’s time to ditch generic surveys and adopt tools that reveal what truly drives your people. Start measuring what matters.

Get in Touch

Employee Engagement in Pakistan: Trends and Strategies for 2025

Posted on March 14, 2025April 28, 2025 by Jawad Junejo

Whether it’s attracting high-potential candidates or keeping teams aligned with organizational goals, employee engagement is now a business necessity.

The global talent shortage has made it crucial for companies to rethink how they retain and motivate employees. A disengaged workforce leads to high turnover, low productivity, and declining business performance, making engagement a top priority for organizations in Pakistan and beyond.

As Pakistan’s economy grows, job opportunities are increasing, making it more challenging for companies to attract and retain talent. Research confirms that employee engagement directly impacts attrition rates, but a “satisfied” employee isn’t necessarily loyal or high-performing. Organizations must go beyond basic satisfaction to foster real commitment.

Companies that actively monitor engagement understand its role in reducing unhealthy attrition—where top talent leaves, causing brain drain. With workplace loyalty on the decline, engagement is no longer optional; it’s a strategic necessity.

So, where does Pakistan currently stand on employee engagement? Let’s explore the current landscape and key trends shaping the future.

Source: AIHR

The Current State of Employee Engagement in Pakistan

Despite growing awareness, employee engagement remains a challenge for many organizations in Pakistan.

A recent study revealed that only 28% of employees in Pakistan feel engaged at work, with the rest either disengaged or actively looking for better opportunities.

Factors like outdated management styles, lack of career development, and limited recognition contribute to low engagement levels. Here is a review of the employee engagement ratio of Pakistan in public sector.

Key Trends Shaping Employee Engagement in 2025

To stay ahead, companies in Pakistan must align their strategies with evolving workplace trends. Here are the top trends defining employee engagement in 2025:

• Engagement Surveys: The Foundation of Employee Engagement

With workplaces becoming more digital, companies are leveraging engagement survey tools like those offered by Engage Consulting to measure employee sentiment and drive improvements.

Example: How Engage Consulting Helped Systems

Systems used Engage Consulting’s Engagement Survey Tool to measure employee engagement levels and identify a roadmap to improve them.

Toima Asghar

CHRO, Systems

"Engage Consulting helped us measure employee engagement levels and identify a roadmap to improve them... The best part was the Engagement Reporting Portal, which made it easy for us to deep dive into engagement survey results and later identify targeted improvement actions."

Example: Fatima Group and Leadership Development

Fatima Group benefited from the Engage Consulting Leadership Academy, a combination of educational workshops, individual coaching, and 360-degree assessments, to build stronger leadership and drive employee engagement.

Example: Lucky Core Industries (LCI) and Continuous Engagement Monitoring

Lucky Core Industries (LCI) utilized Engage Consulting’s engagement surveys to continuously monitor and enhance workplace culture, leading to improved retention and satisfaction.

• Hybrid Work Models Are Here to Stay

The shift toward hybrid work models has become a long-term reality, offering employees greater flexibility while maintaining productivity. Industries adopted this approach due to changing workforce expectations post-pandemic and advancements in remote collaboration tools.

Companies like Telenor Pakistan and Jazz have successfully implemented hybrid models, leading to increased employee satisfaction and reduced operational costs. This approach helps organizations attract top talent by providing a better work-life balance, ultimately improving engagement levels.

• Emphasis on Career Development

Employees today are more focused on long-term career growth rather than just job stability. Organizations have realized that stagnant roles lead to disengagement, prompting them to introduce structured learning pathways.

Leading banks like HBL and Meezan Bank have launched leadership development programs and upskilling initiatives to ensure employees feel valued. Companies investing in skill-building and mentorship programs are seeing stronger employee commitment and lower attrition rates.

• Workplace Recognition and Employer Branding

Companies are increasingly competing to be recognized as the Best Place to Work, demonstrating a stronger commitment to employee engagement. Participating in such awards not only boosts employer branding but also helps organizations benchmark themselves against industry leaders.

Engage Consulting’s Best Place to Work Awards has seen a rise in participation, with companies using engagement surveys to identify gaps and improve their workplace culture. Organizations that invest in recognition programs foster higher morale, attract top talent, and reduce turnover.

• Technology-Driven Engagement Strategies

With workplaces becoming more digital, companies are leveraging AI-driven platforms, real-time analytics, and engagement tools to enhance employee experience. JS Bank, for instance, introduced the Values App to reinforce company values while assessing employees on core competencies.

By gamifying value-based learning, they created a more interactive and engaging workplace culture, improving both engagement and talent development. Such technology-driven solutions help businesses personalize employee experiences, foster continuous learning, and drive long-term retention.

• Diversity, Equity, and Inclusion (DEI) Initiatives

Companies in Pakistan are recognizing that diverse workplaces foster innovation and stronger teamwork. DEI efforts are no longer just compliance checkboxes; they are crucial for engagement.

Unilever Pakistan and K-Electric have introduced initiatives supporting gender diversity and equal growth opportunities. Inclusive work environments help employees feel respected, leading to better collaboration and retention. Businesses prioritizing DEI see tangible benefits, including higher employee loyalty and brand reputation.

• Mental Health and Well-being Programs

Workplace stress and burnout are major concerns, prompting organizations to take proactive steps in employee wellness. Companies now integrate mental health days, therapy access, and resilience training into their HR policies.

The Bank of Punjab and Nestlé Pakistan have launched well-being programs that focus on stress management and emotional support. Prioritizing mental health leads to a more engaged, motivated workforce, reducing absenteeism and fostering long-term loyalty.

The Role of Leadership in Employee Engagement

Leadership plays a crucial role in shaping workplace culture and engagement.

Managers who provide regular feedback, recognize achievements, and encourage open communication contribute significantly to employee motivation.

A study shows that employees who receive frequent feedback are 2.7 times more likely to be engaged compared to those who don’t.

Common Pitfalls to Avoid in Employee Engagement

Many companies in Pakistan struggle with engagement because they make avoidable mistakes. Here are some key pitfalls to watch out for:

❌ Ignoring Employee Feedback – Employees feel disengaged when their concerns and suggestions are overlooked.

❌ Lack of Career Growth Opportunities – Without development pathways, employees quickly lose motivation.

❌ Rigid Work Policies – Companies that fail to offer flexibility often see higher attrition rates.

❌ Poor Recognition Culture – Employees need to feel valued for their contributions to remain motivated.

Steps to Enhance Employee Engagement in Your Organization

If you’re looking to improve engagement in your workplace, follow these practical steps:

✅ Use Engagement Survey Tools – Leverage platforms like Engage Consulting’s Engagement Survey Tool to measure sentiment and track improvements.

✅ Encourage Open Communication – Create an environment where employees feel comfortable sharing their ideas and concerns.

✅ Invest in Learning & Development – Offer training programs that help employees grow professionally.

✅ Recognize and Reward Achievements – Regularly appreciate employees for their hard work to boost morale.

✅ Foster a Strong Company Culture – Build a workplace where employees feel aligned with the company’s values and mission.

How Engage Consulting Can Help You

Engage Consulting offers a powerful Employee Engagement Survey Tool designed to enhance workplace satisfaction and loyalty. This tool includes company-wide engagement surveys, helping organizations understand their engagement levels, benchmark themselves against others, and maintain anonymity for authentic feedback. It provides comprehensive insights and custom reports, enabling companies to take targeted actions to improve workplace culture.

Engage Consulting’s engagement model focuses on four key pillars: Growth, Belonging, Alignment, and Future Drive. By leveraging these insights, organizations can foster a thriving workplace culture and drive long-term employee engagement.

Best Place to Work Pakistan Awards 2023

Posted on October 11, 2023January 8, 2025 by admin

BEST PLACE TO WORK PAKISTAN AWARDS 2023

Pakistan Society of Human Resource Management (PSHRM), in collaboration with Engage Consulting, organized the ‘Best Place to Work Pakistan Awards Gala 2023’ at the Beach Luxury Hotel on Thursday, October 5.

This event marked the 15-year milestone since the inception of the awards program in Pakistan in 2008. With participation from more than 160 companies, the occasion marked a noteworthy achievement in acknowledging and celebrating outstanding workplaces.

The esteemed awards were determined through an anonymous survey that evaluated employees’ experiences in areas such as belonging, alignment, growth, commitment, and addressing various challenges.

This data-driven approach exemplifies the dedication of PSHRM and Engage Consulting in nurturing exceptional workplace cultures and employee engagement.

Paul Keijzer, CEO of Engage Consulting, and Jamal Nasir, the President of PSHRM, were among the key speakers who took the stage to emphasize the vital importance of employee engagement and the role of data-driven approach in shaping workplaces of the future:

“We know that the most important factor in the success of the Best Place to Work survey of the past 15 years has been its credibility. The moment that you as an audience start doubting the process and the outcome, the Best Place To Work awards lose its value. With that top of our mind, we take the integrity of our survey, the data, and the nominations of these awards extremely serious.”

CEO of Engage Consulting

Paul Keijzer

“The Best Place to Work Pakistan Awards Gala showcases the commitment of organizations to create a conducive workplace environment.

I really do think that every organization who participates is a winner because it really shows how all those organizations are committed to creating a workplace which is really conducive for their employees.”

President of the PSHRM

Jamal Nasir

In January, PSHRM and Engage Consulting requested companies to nominate themselves. Multiple announcements were made on social media platforms like LinkedIn, Facebook and Instagram. Engage Consulting also reached out to companies and their HR representatives via email that were already present in their database.

To attract more and more companies, Engage Consulting also launched paid advertising campaigns on LinkedIn. However, we knew that reaching out to hundreds of thousands of companies is impossible.

Timelines of Best Place to Work Pakistan 2023

Company Nominations opened: 23 Jan
Company Nominations closed: 15 Mar
BPTW Surveys went live: 30 Mar
BPTW Surveys completed: 5 Sept
BPTW Free Reports sent: Sept

Watch Awards Gala 2023 Highlights

BPTW Study 2023 Nominations Criteria:

We made a few things mandatory this year to ensure we collect sufficient data-points from companies. Also, Engage Consulting ensured that only HR professionals nominate their organizations as it gets way too difficult to follow up with individuals that are not from the HR department.

There were no charges whatsoever to nominate and participate in the Best Place to Work Pakistan Study 2023. And in order to collect sufficient data-points, we only allowed companies with at least 50 employees to nominate. All nominations from companies with less than 50 employees were not considered this year.

Finally, PSHRM & Engage Consulting rolled out BPTW Surveys for 160+ companies. In the process, some companies were disqualified for not following the survey guidelines properly. There were also a few companies that got disqualified for using inappropriate ways to get survey questions filled.

We have deployed cheat-proof survey technology that traces down all unusual activities while employees take the survey questions.

More than 160 diverse companies gathered at the 2023 Best Place to Work Pakistan Awards Gala, collectively demonstrating their commitment to nurturing exceptional workplaces. Together, they highlighted their steadfast dedication to creating outstanding work environments, making the event truly remarkable.

Biggest Award of Best Place to Work Pakistan Awards 2023

The pinnacle moment of the evening unfolded as Paul Keijzer, the CEO of Engage Consulting, and Jamal Nasir, the esteemed President of the Pakistan Society of Human Resource Management (PSHRM), took the stage to present the biggest award of the night “Best of the Best Company 2023” Award to Allied Bank Limited.

This distinguished recognition symbolizes Allied Bank’s relentless dedication to nurturing a workplace environment that stands out in terms of employee satisfaction, professional growth, and overall excellence.

Allied Bank – Best of the Best Company 2023

Most Special Award at Best Place to Work Pakistan Awards 2023

In a historic achievement, DHL Express secured a remarkable accolade at the event, becoming the inaugural recipient of the ‘Best Place to Work Pakistan – Hall of Fame‘ Award.

This prestigious honor was bestowed upon DHL Express in recognition of their previous extraordinary accomplishment of winning the Best of the Best Company Award for a record five times in last 10 years.

It serves as a testament to DHL Express’s unwavering commitment to consistently delivering an exceptional workplace experience that has set a new standard for excellence in Pakistan’s corporate landscape.

DHL inducted in Hall of Fame

In the noteworthy gathering, Mr. Ehsan Ali Malik, CEO of the Pakistan Business Council, featured as a distinguished keynote speaker, who shared insights on the importance of fostering a conducive work environment.

Following that, Mr. Jamal Nasir, President of PSHRM, talked about the legacy of Best Place to Work Pakistan Study and Awards and how it started back in 2008.

Renowned actor and theatre director Mr. Omair Rana served as the event host, lending his charisma to the evening’s proceedings and ensuring a memorable experience for attendees.

Entertainment was not in short supply, with a captivating live music performance by the talented Natasha Baig and side-splitting comedy from the renowned comedian Shafaat Ali, who boosted the audience with his superb mimicry skills.

This year’s ‘Best Place to Work Awards’ witnessed an impressive increase in participation, with the number of company nominations surging from 250 to 300+ this edition. This growth underscores the rising commitment of organizations across sectors to prioritize their employees’ well-being and engagement.

PSHRM and Engage Consulting extend their heartfelt congratulations to all the winners and participants for their unwavering dedication and support to creating exceptional workplace environments.

Sponsors of Best Place to Work Pakistan Awards 2023

Interloop participated as the Platinum Sponsor of BPTW Pakistan Awards 2023. Meanwhile EBM, Pakistan State Oil (PSO), and Samsons Group of Companies were the Gold Sponsors. Companies such as Novo Nordisk, Allied Bank, and The Talent Games were the Silver Sponsors. Additionally, Syngenta, Bank Alfalah, Engro Fertilizers, Jubilee Life Insurance, S&P Global, and Mashreq Global joined as Bronze Sponsors for the event.