GoodWell Score and Badge

1. Sign up for GoodWell: Visit goodwellworld.com and register your company. The first survey is offered risk-free — you only pay if you find it valuable.

1. Submit HR data: Provide employee data from your HR system so GoodWell can segment survey results by department, tenure, role, or other relevant categories.

1. Launch the employee survey: GoodWell opens a two-week survey window during which employees receive two questions — a 0–10 likelihood-to-recommend rating and an open-ended feedback prompt.

1. GoodWell analyzes results: After the survey closes, GoodWell's platform processes responses, performs sentiment analysis, and categorizes open-ended comments into 15 workplace themes.

1. Receive your executive summary: Your leadership team receives a detailed report with a segmented GoodWell Score, qualitative and quantitative analysis, and actionable improvement suggestions.

1. Earn the Certified Badge: If your GoodWell Score is above 0, your company automatically qualifies for the GoodWell Certified Badge, which can be used in recruitment marketing and employer branding.

1. Repeat and benchmark: Conduct subsequent surveys annually to track changes in employee engagement over time and maintain your badge status.

The GoodWell process evaluates employee engagement through two core inputs: a quantitative Net Promoter-style rating (0–10 likelihood to recommend the company as a place to work) and open-ended qualitative feedback in employees' own words. The quantitative scores are used to calculate the GoodWell Score, an enhanced version of the Employee Net Promoter Score (eNPS), which segments respondents into Promoters, Passives, and Detractors.

Open-ended employee comments are analyzed for sentiment (positive, neutral, negative) and automatically categorized into 15 key workplace themes, which include areas such as Compensation, Benefits, Leadership, Culture, Management, Work-Life Balance, and Career Development, among others. This dual-layer analysis allows companies to understand not just how employees feel, but why — and in which specific areas.

For companies running multiple surveys, results are benchmarked against prior assessments to measure directional change in employee sentiment over time. The final GoodWell Score is segmented by employee groups (e.g., department, tenure) to surface differences in experience across the organization. A score above 0 is the threshold required to earn the Certified Badge.

The employee engagement certification and recognition space has grown significantly as companies compete for talent and use workplace culture credentials as employer branding tools. GoodWell occupies a niche in this market as a lightweight, accessible option for small to mid-sized businesses that want a credible badge without the complexity or cost of larger platforms like Great Place To Work, which requires a more extensive survey and review process.

Compared to dominant players like Great Place To Work (used by Fortune 500 companies) or Gallup's Exceptional Workplace Award, GoodWell's differentiation lies in its simplicity — a two-question survey, fast turnaround, and a risk-free first engagement. This makes it particularly appealing to companies that have never formally measured employee engagement before or that find traditional engagement surveys burdensome. However, its relative newness and smaller brand recognition mean it carries less third-party credibility in the eyes of sophisticated job seekers compared to more established programs.

The broader trend toward employer transparency, driven by platforms like Glassdoor and LinkedIn, has increased demand for verifiable workplace culture signals. GoodWell benefits from this trend, though it faces competition from free or low-cost alternatives. Its market is primarily English-speaking, SME-focused businesses, and its adoption is likely concentrated in North America. Exact adoption figures are not publicly disclosed.

GoodWell was founded with the premise that traditional employee engagement surveys are fundamentally flawed — they ask too many management-designed questions that employees answer without genuine investment. The company set out to build a simpler, more honest alternative based on the Employee Net Promoter Score (eNPS) methodology, enhanced with open-ended qualitative feedback and automated sentiment analysis. By reducing the survey to two core questions, GoodWell aimed to lower survey fatigue and capture more authentic employee voices.

The platform emerged during a period of growing employer-branding competition, as companies increasingly needed credible, verifiable signals of workplace culture to attract talent in tight labor markets. GoodWell introduced its Certified Badge as a lightweight recognition mechanism for companies that demonstrate positive employee sentiment — making certification accessible to small and mid-sized businesses that could not afford or qualify for more resource-intensive programs like Great Place To Work. The company operates on a risk-free first-survey model, reflecting its confidence in the product's value and its focus on building long-term client relationships through recurring annual surveys.