Too many "best places to work" lists focus on performative, low-cost perks like free breakfasts and dog-friendly offices. But they ignore fundamental issues like fair pay, reasonable working hours, and meaningful parental leave.Companies often use marketing language to make minimal benefits sound impressive, like claiming "enhanced parental leave" when they're barely exceeding the statutory minimum. This creates a disconnect between how organisations present themselves and the actual employee experience.Amy Wilson is a commercial consultant advisor, with a background in marketing, who helps companies grow and founders focus on what matters. She mentors young and underrepresented founders, and she joins Dan and Pia to discuss her LinkedIn post critiquing The Times’ Best “Places to Work" list.Three reasons to listenTo be mindful of performative workplace benefits that don't actually improve employee experienceTo identify misleading claims about "enhanced" benefits that barely exceed statutory minimumsTo understand how organisational silos and conflicting KPIs lead to workplace policies that prioritise appearance over substanceEpisode highlights[00:06:48] What constitutes a good place to work?[00:10:55] Amy's response to the New York Times Best Business to Work article[00:17:09] Allies in name only[00:22:14] Why aren't companies doing the right thing?[00:25:27] Are things getting worse?[00:26:39] What can we do about it?[00:33:20] Amy's media recommendation[00:36:08] Takeaways from Dan and PiaLinksConnect with Amy via LinkedInAmy’s response to the Sunday Times Besst Places to Work articleHalt and Catch Fire – Amy’s TV recommendationBuilding a thriving culture from the outside in – Episode 58, with Tom Wedge and Marcus SwalwellTrack and improve your team performance with SquadifyLeave us a voice note

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