How These Companies Help Employees Do Their Best Work — Without Burning Out

Alex MacLeod tends to get bored pretty easily — but not at InterSystems.  

The director of healthcare solution support has been at the company since joining as an intern more than two decades ago, and after all of that time, she still feels energized by the work she does every day to deliver solutions for organizations in mission-critical industries like healthcare.  

While the complexity of the work keeps MacLeod motivated, the encouragement she receives from leaders and peers makes her feel at home. 

“I know I’m supported even when I make mistakes, and that’s a beautiful and empowering feeling,” she said. 

Support also defines the daily grind at global payments platform Flywire, where Senior Director and Global People Partner Beth White is surrounded by teammates who are eager to share information in real time and consistently seek out her perspective, making her feel genuinely valued. 

This supportive culture, coupled with a focus on work-life balance, helps White and her teammates avoid burnout while hitting business goals. 

“We make a point to take our PTO, plan for coverage, and leave clear handover notes so nothing falls through the cracks,” she said. “We also communicate in an inclusive, transparent way while sharing the right level of detail with our peers so everyone’s set up to step in if needed.”

Read on to learn how employees at InterSystems, Flywire and 12 other companies feel supported, valued and set up to deliver their best work, thanks to encouraging team members and helpful resources and practices. 

Braze is a leading customer engagement platform that powers lasting connections between consumers and brands they love through cross-channel messaging and journey orchestration to Al-powered experimentation and optimization.

 

What makes you feel supported and valued at Braze on a day-to-day basis?

I’ve found that the best support at Braze comes from our culture of intellectual humility and open collaboration. A great example of this is how our BrazeAI Decisioning Studio™ team conducts weekly problem-solving sessions. These meetings bring together people from across different projects to tackle the specific challenges we face in our daily work. Regardless of seniority, everyone is encouraged to jump in, and the discussion is completely open to new ideas, creative solutions or deep-dive analyses. Knowing that I can bring a complex problem to a room full of great people and receive honest, collaborative feedback makes me feel incredibly backed by my team. It’s an environment where no one has to struggle in a silo.

 

“It’s an environment where no one has to struggle in a silo.”

 

Finally, I have the independence to propose projects that improve our products, and when an idea aligns with our goals, I can get the resources and expert support to execute it. This balance of individual ownership and collective intelligence is exactly what empowers me to do my best work and feel that my perspective is truly valued.

 

How does your team prevent burnout while still delivering meaningful work?

At Braze, preventing burnout is all about strategic alignment and genuine collaboration. Our team operates with a high degree of transparency during our weekly sprint planning, where we treat capacity as a shared resource. We don’t just assign tasks; we proactively prioritize high-impact work to ensure no one is overloaded.

When a teammate faces a surge of urgent demands, we have a culture where we can openly rebalance the workload in real time. This flexibility ensures that intense deadlines never fall on a single pair of shoulders. Beyond the logistics, our weekly one-on-ones with managers serve as a pulse check for more than just status updates. They are a safe space for honest dialogue about our mental bandwidth and our professional purpose. By consistently connecting our daily output to the tangible impact we bring to our customers, we maintain a sense of fulfillment that offsets the intensity of the work. This balance of tactical management and mission-driven focus is what keeps our delivery both meaningful and sustainable.

 

What’s one way Braze shows appreciation that genuinely resonates with employees?

One thing that really resonates with me at Braze is our Torchie Value Awards. Every quarter, during our all-hands meeting, we take the time to celebrate people who are living out our culture in ways that go far beyond their job descriptions. What makes this special is that it’s not just a top down recognition. These awards are driven by us, the employees. Anyone can nominate a teammate, which creates this amazing culture of actually noticing the work our peers are doing every day. It’s incredibly motivating to see someone get a shout out for values like “Be a Human” or “Don’t Ignore Smoke.” For example, when a colleague is recognized for having the courage to speak up about a potential issue before it turns into a fire, it shows that our vigilance is truly valued. It reminds us all that while hitting targets is important, how we treat each other and how we show up for the community matters just as much. 

Seeing these stories shared company wide makes the values feel real. It builds a sense of belonging and shows that your unique perspective is seen and appreciated by the people you work with.

 

 

InterSystems’ cloud-first platforms enable organizations from various industries, such as healthcare and financial services, to power their applications with clean, accessible data. 

 

What makes you feel supported and valued at InterSystems on a day-to-day basis?

I have spent my entire career at InterSystems in a number of different roles. The company has always given me the opportunity to grow within my roles and from one role to the next, which is amazing because I’m someone who gets bored pretty easily, and that just hasn’t happened. 

The organization has grown significantly since I first started, but it still has that family feel without rigid structures so I feel welcome to go into anybody’s office for a quick chat, whether that’s my direct manager or someone three levels up.

We work with highly complex products and use cases in healthcare. I think it can be very scary to take on any type of additional responsibility, but I have never felt that way. InterSystems has always created space for me to take on more without the fear of failure. I know I’m supported even when I make mistakes, and that’s a beautiful and empowering feeling.

 

“I know I’m supported even when I make mistakes, and that’s a beautiful and empowering feeling.”

 

How does your team prevent burnout while still delivering meaningful work?

This may sound too simple, but they’re having fun. I truly believe in finding a job that fuels your passion. In healthcare specifically that’s easy I think because we can all relate, since we’re all patients and/or caretakers.

I also make sure to spend time getting to know each employee and spend a few minutes in every meeting asking about their families, pets or hobbies. Whatever I know is important to them. If they have a personal emergency, that comes first, work will still be here tomorrow and we build teams that guarantee you’re covered by your teammates.

 

What’s one way InterSystems shows appreciation that genuinely resonates with employees?

The whole company knows that people need a balance. So while we feel appreciated at work, InterSystems makes sure to create ways to bond outside of work, for example, with a ski day or family day where your family is welcome to come along. I think it’s very important to acknowledge people’s lives and what’s important to them and celebrate that.

Beyond events, there’s also a genuine culture of recognition in day-to-day work. Leaders are accessible, quick to say thank you and intentional about highlighting team wins, whether it’s a product milestone, a successful customer launch or someone going above and beyond to support a colleague. That consistent acknowledgment, paired with flexibility and trust, makes you feel valued not just for the work you produce, but for who you are as a person.

 

 

Businesses can use Gusto’s platform to run payroll, offer their teams health benefits, automate HR tasks, and hire and manage global contractors and employees. 

 

What makes you feel supported and valued at Gusto on a day-to-day basis?

On a day-to-day basis, a big part of feeling supported comes down to trust and collaboration. At Gusto, there’s a strong sense that people are trusted to do their best work, and that shows up in how teams operate.

Engineers are encouraged to share ideas, challenge assumptions, and contribute to decisions, regardless of title. That kind of environment makes people feel like their perspective actually matters.

There’s also a strong culture of teammates helping each other out. Whether it’s jumping in to unblock someone, offering feedback on an idea or sharing context across teams, people are genuinely invested in each other’s success. That combination of trust, openness and support is what makes the day-to-day experience feel both collaborative and rewarding.

 

How does your team prevent burnout while still delivering meaningful work?

Preventing burnout is a two-way street. As leaders, we have a responsibility to create psychological safety so people feel comfortable raising concerns early and often, especially when unexpected curveballs come up. At the same time, it’s important for individuals to speak up when something starts to feel unsustainable.

Product development rarely moves in a perfectly steady line. It tends to come in peaks and troughs — moments where teams are pushing hard to deliver something meaningful, followed by periods where things stabilize again. The key is making sure those peaks don’t become the constant state.

If someone is experiencing a lot of peaks, we should talk about it. If someone feels stuck in the troughs and isn’t feeling challenged, we should talk about that, too. Part of my role is helping teams find that sustainable middle ground so people can do great work without burning out.

Ultimately, we’re not looking for people to work 50-hour weeks to succeed here. The goal is meaningful impact delivered at a pace that people can sustain over the long term.

 

“The goal is meaningful impact delivered at a pace that people can sustain over the long term.”

 

What’s one way Gusto shows appreciation that genuinely resonates with employees?

Great question. There are table stakes when it comes to working at any tech company — competitive salary, strong benefits and opportunities for career growth. Those things are expected, and rightly so.

What really differentiates companies is their reputation for how they treat people. I’ve been working in software development for over 25 years, and honestly I didn’t fully understand what a truly people-first company looked like until I joined Xero in 2014, which shares a lot of cultural similarities with Gusto.

At companies like Gusto, the “people-first” philosophy isn’t just something you see on a slide or a careers page. It shows up when life happens. If someone needs time or space to deal with something outside of work, the company genuinely supports that. That kind of trust and respect tends to be reciprocated. When people feel supported as humans first, they’re naturally more invested in the success of the company and their teammates. That’s certainly been my experience.

 

 

Businesses and educational institutions use Flywire’s global payments platform to enable customers to transfer money securely across more than 240 countries and territories.

 

What makes you feel supported and valued at Flywire on a day-to-day basis?

I’m fortunate to work with truly incredible leaders who have my back and actively include me in decision-making. My leadership team and peers share information in real time and consistently seek out my perspective, which makes me feel genuinely valued. I’m treated as a true advisor and partner to my executive vice presidents who lead significant, revenue-generating businesses. Whether that’s hearing, “You’re part of my leadership team and I want you at our offsite,” or, “Before we move forward, let’s get Beth’s opinion on this,” that level of trust and partnership makes a huge difference.

 

“My leadership team and peers share information in real time and consistently seek out my perspective, which makes me feel genuinely valued.”

 

How does your team prevent burnout while still delivering meaningful work?

It really comes down to being intentional. We make a point to take our PTO, plan for coverage, and leave clear handover notes so nothing falls through the cracks. We also communicate in an inclusive, transparent way while sharing the right level of detail with our peers so everyone’s set up to step in if needed. On top of that, we actively negotiate timelines with the business and speak up when an initiative is landing at a time that just won’t work. At the end of the day, we prioritize, say “no” to what doesn’t make the cut, and, most importantly, our senior leaders fully support that approach.

 

What’s one way Flywire shows appreciation that genuinely resonates with employees?

There isn’t just one way we do this; we celebrate our people in lots of different ways. You’ll see shoutouts in team meetings, all-company gatherings, Slack channels and even on LinkedIn! We make a point of celebrating wins publicly and including a wide audience across the company, and sometimes beyond it. Our senior leaders are a big part of that culture, too. From Sharon Butler, co-president of our education business, to our CEO, Mike Massaro, leaders regularly take the time to congratulate and thank “FlyMates” for their outstanding work, both one on one and in more visible, company-wide moments.

 

 

Agero offers services and software solutions for vehicle manufacturers and insurance providers related to areas such as roadside assistance and accident management. 

 

What makes you feel supported and valued at Agero on a day-to-day basis?

At Agero, feeling valued is a key result of the culture we have shaped. I feel supported through our Employee Listening initiatives, which ensure that my voice — and the voices of my colleagues — lead to real, actionable change. Our Wellness and Belonging programs provide a holistic framework that allows me to thrive both in and out of the office. Our corporate social responsibility programs connect Agero to the local community, and enterprise-wide recognition programs enable us to celebrate our wins. Learning and development resources make it clear that Agero isn’t just invested in who I am today, but also in empowering who I’ll become tomorrow. At Agero, my contributions feel both purposeful and seen.

 

How does your team prevent burnout while still delivering meaningful work?

Well-being is integrated directly into our workflow. Our wellness days are essential “rest stops” that allow for a collective pause, and our corporate flexible time off policy encourages employees to take the time off that they need.Our day-to-day resilience comes from our collaborative environment. We operate with a “commitment-to-each-other” mindset. By involving different perspectives early and often, we reduce the friction that typically leads to exhaustion. We prioritize honest peer-to-peer and leader feedback, leading to alignment on priorities and the confidence to deliver high-impact work.

 

“By involving different perspectives early and often, we reduce the friction that typically leads to exhaustion.”

 

Our associate resource groups play a vital role in keeping our team energized. These groups provide a dedicated space for community, recharge and ongoing education. Our Health and Wellness ARG even leads a bi-annual fitness competition specifically designed to help employees find intentional time to be active and reset, drawing participation from hundreds of our employees. Agero is nothing if not competitive! Delivering on business results doesn’t come at the cost of our team’s health. Instead, we work together to balance ambitious goals with the resources needed to achieve them.

 

What’s one way your company shows appreciation that genuinely resonates with employees?

Appreciation happens at all levels. We make it a priority to celebrate wins in the quiet moments of one-on-ones, in our lively #shout_outs channel on Slack, and on our biggest stage: our company all-hands meetings. Great work is visible to everyone, from direct peers to senior leadership. What truly resonates is how we look outward. Agero intentionally aligns its charitable giving with the causes that matter the most to our people. By supporting the organizations our employees are connected to, we don’t just value employee’s professional outputs — we value the impact they want to make in their communities.

 

 

CarGurus operates an online automotive marketplace connecting buyers and sellers of new and used cars in the United States, Canada and the United Kingdom.

 

What makes you feel supported and valued at your company on a day-to-day basis?

CarGurus encourages employees to do bold, innovative work, and our supportive culture ensures people feel valued for the unique perspectives they bring to these conversations. As a customer support quality and training specialist, I’m constantly thinking of ways we can improve our tools, workflows and education to drive a better consumer experience. I love that when I bring these to my team, they jump in and brainstorm with me, sharing honest, constructive feedback that helps the best ideas rise to the top, while the rougher ones become opportunities for learning I can apply later. Dialogue like this, along with day-to-day mentorship and advice, creates an environment of trust that helps me be more successful in my role. 

 

“CarGurus encourages employees to do bold, innovative work, and our supportive culture ensures people feel valued for the unique perspectives they bring to these conversations.”

 

How does your team prevent burnout while still delivering meaningful work?

CarGurus has a hybrid working model, which gives me a ton of flexibility to manage my schedule in a way that ensures I get my work done but can step away when needed. I’m also able to talk with my manager when I feel overwhelmed, and she helps me prioritize projects so I’m focused on what matters most. More broadly, our department lead is very aware that workload can ebb and flow, and it’s natural for our team to help each other out during busy times. We balance busier moments with regular gatherings in and out of the office, team dinners and everyday fun in our hallways and Slack channels.

 

What’s one way CarGurus shows appreciation that genuinely resonates with employees?

There are many small, everyday gestures through which people show appreciation at CarGurus, like our $15 daily in-office lunch subsidy and Bonusly point program. Company equity for every employee also reinforces that we’re all an important part of a broader team. Our Town Hall awards are a source of more formal recognition; these honor “Gurus” from across the company who have demonstrated strong leadership or lived our values in truly impactful ways. Seeing these awards presented four times a year — and hearing the inspiring stories behind them — gives me ideas for approaching my own work and career and reminds everyone that hard work and impact at CarGurus will not go unnoticed.

 

 

Golden Hippo builds and operates health and wellness brands for both humans and their pets. 

 

What makes you feel supported and valued at Golden Hippo on a day-to-day basis?

I feel most supported when there’s open communication and a strong level of trust across the team. I’m fortunate to have a manager and leadership team who are approachable, set clear expectations, and give regular feedback, which makes a big difference day to day.

 

“I’m fortunate to have a manager and leadership team who are approachable, set clear expectations, and give regular feedback, which makes a big difference day to day.”

 

I also feel valued when hard work is recognized, whether that’s through a shoutout in a team meeting, thoughtful feedback or being trusted to take on meaningful projects. When a company creates a culture where people can collaborate, share ideas openly, and feel comfortable asking for help, it makes it much easier to stay motivated and do your best work.

 

How does your team prevent burnout while still delivering meaningful work?

My team does a good job of preventing burnout by being thoughtful about priorities and staying in close communication. We focus on the work that will have the biggest impact and direct connection back to company goals, and we have the trust and communication built to adjust timelines or projects when needed.

We also value teamwork. We are all working toward the larger company goals, and I am lucky to work with very driven people, but if someone is feeling overloaded, people are always quick to step in and help out, whether that’s a quick huddle to align on priorities or a brainstorm. That kind of support makes it possible to keep delivering meaningful work without burning out or sacrificing quality.

 

What’s one way Golden Hippo shows appreciation that genuinely resonates with employees?

One way Golden Hippo shows appreciation is tying our individual goals back to company goals, and rewarding those wins accordingly. We have monthly key performance indicators to hit and are rewarded with varying levels of compensation based on hitting those goals. In addition, we are able to recognize a colleague for going above and beyond their day-to-day responsibilities in companywide shoutouts and spot bonuses.

 

 

PatientPoint’s software connects patients, healthcare providers and life sciences companies with information that drives informed care decisions and stronger patient engagement. 

 

What makes you feel supported and valued at PatientPoint on a day-to-day basis?

Support shows up in clarity and consistency. People understand what’s expected, how decisions get made and where to go for answers, which creates confidence in how we operate. I’m trusted to solve problems, but I also know I never have to do it alone.

 

“I’m trusted to solve problems, but I also know I never have to do it alone.”

 

Leaders are accessible and accountable, and there’s a real feedback loop where input leads to action. There’s also a deliberate effort to treat people as operators and problem-solvers, not just task owners. Teams operate with shared ownership, which builds trust and reduces friction in how work gets done.

What stands out most is the focus on removing barriers. Support means making it easier for people to do their jobs well. I also have a seat at the table. My perspective is actively sought out and reflected in decisions, reinforcing that I’m valued not just for execution, but for how I think and lead.

 

How does your team prevent burnout while still delivering meaningful work?

We approach burnout through operational discipline, not just wellness programs. It starts with clear prioritization, so teams are focused on the work that truly drives impact. We actively manage workload by eliminating low-value work instead of expecting people to absorb more.

There’s also an understanding that we can’t do everything at once. Leaders are intentional about sequencing work, making thoughtful trade-offs and creating space where needed. That clarity reduces unnecessary pressure and helps teams stay focused.

Ultimately, we prioritize sustainable performance over short-term intensity. When people know what matters most and have the space to do it well, they’re able to deliver meaningful work without burning out.

 

What’s one way PatientPoint shows appreciation that genuinely resonates with employees?

The most meaningful form of appreciation is trust and autonomy. People are given ownership over outcomes, not just tasks, which signals real confidence in their capabilities.

Leaders also take the time to recognize specific contributions, not generic wins, which makes the recognition feel authentic and earned. It’s also personal. Not everyone wants to be recognized the same way, and that nuance matters.

We also invest in growth as a form of appreciation. Being given new challenges or opportunities to stretch signals that the company believes in your potential, not just your past performance. That combination of trust, recognition and growth is what resonates most.

 

 

 

Openly aims to revolutionize the home insurance process with its platform, which is designed to streamline every step of the process for independent agents and their customers. 

 

What makes you feel supported and valued at Openly on a day-to-day basis?

I feel supported by the level of trust and ownership I have to grow and improve processes. Leaders set clear expectations and empower me and my teammates to make decisions and solve problems without unnecessary layers slowing us down. That trust signals that our contributions matter and have a real impact on the business. 

Ideas are welcomed regardless of role, and our leadership not only listens to feedback, but also acts on it. Collaboration happens every day, both within our department and across the organization. One of our core values is “Curiosity,” and it shows in how people show up for each other. Contributions are recognized not just by what someone accomplishes, but by how they show up for the team.

 

How does your team prevent burnout while still delivering meaningful work?

Burnout prevention starts with being intentional about priorities. We focus on work that drives meaningful outcomes, and avoid unnecessary complexity. Clear prioritization means Openly team members can direct their time and energy toward the work that actually matters. 

 

“We focus on work that drives meaningful outcomes, and avoid unnecessary complexity.”

 

We believe in sustainable performance, while recognizing the need for urgency in our deliverables, with “Urgency” being another core value. Managers and team members regularly check in on workloads and adjust when needed, keeping expectations realistic as business demands shift. Ongoing one-on-ones with leaders help us stay productive without feeling overwhelmed. 

One of the key factors in a remote workplace like ours that I appreciate most is trust and flexibility. Team members are treated as professionals who know how to manage their own work and time. That autonomy creates space for real work-life harmony, which keeps people engaged and motivated over the long run.

 

What’s one way Openly shows appreciation that genuinely resonates with employees?

Appreciation at Openly is tied to impact, on both the business and on each other. Rather than generic gestures, anyone can recognize a colleague’s specific contribution in a public Slack channel or privately to the individual. It feels authentic because the recognition connects the work to why it mattered. 

Openly also invests in employees’ growth through dedicated professional development funds. The opportunity to build skills both personally and professionally sends a clear message: The company is committed to people’s long-term growth, not just their current output. 

Ultimately, what makes appreciation land here is that it’s consistent and personal. It’s woven into everyday interactions, not reserved for annual reviews.

 

 

Related ReadingThe 2026 Companies Hiring — and Building Strong Cultures That Last

 

 

Energy CX is an energy brokerage that aims to help its clients maximize savings, efficiency and sustainability.

 

What makes you feel supported and valued at Energy CX on a day-to-day basis?

What makes me feel supported and valued daily is having clear communication, trust and recognition within the team. Leadership provides transparency around goals and priorities, which helps me focus my team effectively. I also feel supported when my contributions and the wins of my team are acknowledged, whether it’s through one-on-one feedback, team shoutouts or celebrating milestones.

 

“Leadership provides transparency around goals and priorities, which helps me focus my team effectively.”

 

How does your team prevent burnout while still delivering meaningful work?

We prevent burnout by prioritizing quality over pure activity and giving BDRs clear focus so they’re not trying to do everything at once. We create structure in the week with dedicated prospecting time, realistic individual and team targets, and ongoing coaching that builds skills so the work stays meaningful instead of repetitive. We keep communication open about what’s working and what isn’t, adjust processes when things stall, and celebrate progress beyond just meetings booked. When reps understand the impact of their work and feel supported in improving, performance stays high without pushing them to exhaustion.

 

What’s one way Energy CX shows appreciation that genuinely resonates with employees?

The thing that resonates most is thoughtful, consistent recognition not just for big wins, but for the effort, growth and behaviors that drive results. For example, team members and leadership have the opportunity to recognize performance during a weekly company-wide meeting. We also have a dedicated channel on Slack where people receive shoutouts throughout the week. When colleagues acknowledge the work behind the outcomes and connect it to real company impact, people feel appreciated and motivated.

 

 

Vestmark, Inc.’s platform is designed to enable financial institutions and their advisors to efficiently manage and trade customized client portfolios. 

 

What makes you feel supported and valued at Vestmark on a day-to-day basis?

What makes me feel supported and valued at Vestmark really comes down to the people and the culture we’ve built together. My teammates and leadership are consistently willing to answer questions, collaborate on challenges, or simply talk through what someone is working on. There’s a genuine sense that no question is too small, and that curiosity is encouraged. That kind of environment makes it easier to learn, grow, and take ownership of your work.

 

“There’s a genuine sense that no question is too small, and that curiosity is encouraged.”

 

Vestmark is also one of the most transparent organizations I’ve worked for. Our quarterly all-hands meetings — lovingly referred to as “VBash” — provide clear insights into company goals, priorities and performance. Understanding the bigger picture helps connect our day-to-day work to broader business outcomes. It gives teams clarity around why their projects matter and where to focus their energy.

On a lighter note, I also appreciate the sense of celebration that follows each meeting. The VBash gathering is a chance to recognize accomplishments and connect with fellow “Vestmarkians” across departments. It reinforces that we’re all contributing to shared success, even if we don’t work together every day.

 

How does your team prevent burnout while still delivering meaningful work?

“Work smarter, not harder” is something we actively try to live by on our team. In any testing organization, there’s a risk of burnout when work becomes repetitive. Manually executing the same regression suites or reviewing similar test cases release after release can get tedious. To address that, Vestmark has invested in AI-driven tools and, just as importantly, has given us the time and support to learn how to use them effectively. We now leverage AI to help draft test cases, accelerate execution, and analyze results. Reducing that manual, repetitive effort allows our engineers to focus on deeper exploratory testing, risk analysis and improving overall quality strategy, work that’s far more engaging and impactful. 

Equally important is realistic planning. Clear company priorities help us focus on the initiatives that matter most, rather than spreading ourselves too thin. We’re thoughtful about scoping and setting achievable timelines for each project so quality isn’t sacrificed for speed. By limiting unnecessary context switching and aligning on what “done” truly means, we create a pace that’s sustainable. That balance enables us to deliver meaningful work without burning out.

 

What’s one way Vestmark shows appreciation that genuinely resonates with employees?

One of the ways Vestmark shows appreciation that truly resonates with me is through consistent, everyday recognition. It’s often the smaller gestures that, when combined, create a meaningful impact. We’re encouraged to acknowledge one another publicly, whether it’s for delivering a complex project, stepping up to help a teammate or learning a new technology. Those “cheers” are shared frequently, and they reinforce that effort, collaboration and growth are noticed. That kind of peer recognition helps build a strong sense of community and pride in our work.

Vestmark also supports causes that matter to employees. The company organizes volunteer opportunities with local organizations, making it easy for us to give back in a tangible way. Having the chance to support meaningful initiatives alongside colleagues strengthens our connections beyond day-to-day work.

And sometimes, appreciation shows up in the littlest things. Recently, Vestmark partnered with an animal rescue to bring in puppies for employees to spend time with. It may sound simple, but moments like that create genuine joy and stress relief. I can’t think of a better way to combat burnout than with warm puppy snuggles!

 

 

 

HCSS offers software solutions that are designed to help construction companies streamline their operations, offering support for tasks such as project management, crew safety and resource planning. 

 

What makes you feel supported and valued at HCSS on a day-to-day basis?

Let’s start with direct peer support daily while helping each other in the moments that really count, like being on a call and having a customer problem that needs another set of eyes to fully solve and being so responsive. In addition, employees are genuine and caring and take a moment to be human, not just productive, which is something that subtly creates that sense of value. My leadership does weekly and monthly check-ins, and the weekly “vibe check” based on a song is super fun. But mostly, it’s everyone here. Across all the departments at HCSS — support, customer success, PAS, sales, sales engineering and development — everyone responds and wants to help, and I don’t know how anything more than that is really needed to make a person feel valued and supported.

 

“Employees are genuine and caring and take a moment to be human, not just productive, which is something that subtly creates that sense of value.”

 

How does your team prevent burnout while still delivering meaningful work?

Pro serv and implementation as a whole team has always focused on creating a supportive learning environment, where no question is disregarded. My direct peers are great about setting boundaries and encourage getting outside just to walk or talk. Additionally, my direct leadership is great at looking at workload capacity and normalizes being able to raise concerns regarding workload and deadlines. They encourage real breaks and working blocks, and celebrate wins regularly. In addition, at most of our internal meetings, we have fun with games and activities, and leadership has created a great monthly and quarterly team-building cadence that gives teams collaborative downtime.

 

What’s one way HCSS shows appreciation that genuinely resonates with employees?

I have to list only one? I think it’s the overall HCSS culture and the value of work-life balance. Just kidding — It's the pickleball court! Genuine appreciation is shown here everyday; it’s just in the air. 

I really can’t pick just one. There are so many things about HCSS that show appreciation to the people who work here. When I take a moment to try and pick just one, it’s impossible. I know I’m just very thankful to work here!

 

 

Bellagent’s platform is designed to deliver AI agents that automate follow-ups, qualification steps and operational tasks on behalf of sales, marketing, operations and support teams. 

 

What makes you feel supported and valued at Bellagent on a day-to-day basis?

The most important thing is knowing that I truly have a voice when it comes to a wide variety of aspects within the business. As the head of client experience at Bellagent, I know my opinion and thoughts matter, and I feel heard in all aspects of my role, whether that is related to customer experience or something outside of my lane like design or development.

With a lean and fast-moving team like ours, everyone ends up wearing a few different hats and has the opportunity to contribute to conversations that go beyond their core role. What I appreciate most is that those contributions are welcomed. If I notice something from a client perspective that could influence product, messaging or even how something is built there’s always a common space to bring it up, and it actually gets considered.

 

How does your team prevent burnout while still delivering meaningful work?

I think a big piece of this is the trust across the team. Everyone understands what we’re trying to build, and we are all focused on customer outcomes. That focus gives everyone flexibility in how they manage their time while still delivering meaningful work.

With the team being leaner, there’s also a lot of open communication around priorities and workload. If something starts to feel like too much, it’s easy to talk about it and figure out how to adjust. People are quick to jump in and help each other, which keeps anyone from feeling like they’re carrying too much of the load. 

 

“People are quick to jump in and help each other, which keeps anyone from feeling like they’re carrying too much of the load.”

 

We’re also comfortable enough with each other to know when it’s time to take a break. Sometimes that means joking around for a bit in the office or going to an impromptu lunch together. Those small things help reset the energy.

At the same time, everyone knows we’re building something ambitious, so things can move quickly. But that also gives all of us a real sense of purpose and creates a strong feeling of ownership and pride in what we’re building together.

 

What’s one way Bellagent shows appreciation that genuinely resonates with employees?

One thing I really appreciate is when I can actively see that people’s contributions are recognized and used. At Bellagent, it’s pretty common for someone to bring up an idea or observation and then see it turn into a real decision or product feature. That makes a big difference because it shows that people from all levels of the business are paying attention and that your perspective matters.

A lot of times those ideas come from being close to customers or noticing something small in how people are using or customizing our AI agents. When those observations get taken seriously and turn into real improvements, it makes the work feel meaningful. It also makes you feel like you are actually a part of building the company and shaping where things go next, not just doing your day-to-day job.

 

 

Invoice Home offers customizable invoice templates for small businesses and freelancers. 

How does your team prevent burnout while still delivering meaningful work?

Our flat organizational structure promotes open discussion of workloads, making it simple for colleagues to offer support when someone is at capacity. By allowing employees to choose the projects they join, we align work with individual energy and interests, which naturally helps prevent burnout.

 

“By allowing employees to choose the projects they join, we align work with individual energy and interests, which naturally helps prevent burnout.”

 

What’s one way Invoice Home shows appreciation that genuinely resonates with employees?

We recognize all contributions and celebrate successes, whether that’s achieving meaningful coverage or hitting a company milestone, as a collective team effort.