Work-from-home policies aren’t the only tough decisions. Political shifts and economic headwinds are further muddying the waters. Many CEOs are considering whether to walk back DEI commitments, scale down cushy benefits, or trim down teams. Striking the right balance is tough: What’s best for productivity and the bottom line doesn’t always translate to higher employee morale and retention.

In the evolving culture of the post-COVID world, leaders at the 100 Best Companies to Work For can offer guidance on navigating core issues.

“COVID was a challenging time for everyone, and it demanded a particular response to keep people safe. I think everyone would agree that the pendulum went vastly one way,” says Rani Hammond, SVP of global human resources at IHG Hotels & Resorts (No. 17 on the list). “I do think that we’ll see things settle back into a new normal.”

For the 2025 ranking, Great Place to Work surveyed more than 1.3 million U.S. workers to find company cultures that stand out. Hundreds of thousands of employees have weighed in with a clear message: Keeping them engaged isn’t about gimmicks, it’s about listening when they say they need flexible hours or added incentives to feel like trusted partners at work.

While the days of getting a deep tissue massage at your desk and free laundry may be over, these leaders highlight how to cultivate a strong culture without all the bells and whistles.

Despite headlines suggesting that five days a week in the office is the new normal, a staggering 98% of companies on this list are embracing some form of remote and hybrid work. At IHG, that looks like a three-day in-office hybrid policy for corporate employees. The hospitality company also offers staff recharge days and meetings-free Focus Fridays.

Meanwhile, at accounting firm PwC (No. 20), the new normal includes Flex Days, with the option to end work early, and in-person attendance only half of the time.

“It’s no secret that being together in person fosters stronger connections, collaboration, creativity, and development,” PwC U.S. chief people and inclusion officer Yolanda Seals-Coffield says, adding that she expects hybrid work to remain the norm for her firm in 2025.

Of course, some companies on the list are cushioning the blow of more time back in the office with onsite basketball courts, therapists, and childcare. But in an era when job security is seemingly the greatest perk of all, employees are appreciating the basics: training, recognition, and compensation.

In 2024, retail titan Walmart (No. 100) increased store managers’ salaries on average by $11,000 a year, introduced a new performance bonus (up to $1,000 per year) for frontline hourly associates, and kick started a new program to help upskill and promote internal hires.

Likewise, Panda Restaurant Group (No. 51) invested over $10 million to adjust staff salaries last year; gas station and convenience store chain Sheetz (No. 40) has introduced third-shift bonuses and an employee stock ownership program. Mortgage financing company Fannie Mae (No. 12), meanwhile, is offering $10,000 grants for eligible employees purchasing a primary residence, scholarships for dependents, and tuition assistance.

The secret to being the best employer in the eyes of your staff? Paying attention and acting on what truly matters.

“Listen more than you talk and your teams will tell you what they need from you in order to deliver their best,” Hammond echoes. “As long as you follow that advice, both your business and your colleagues will be stunningly successful.”

More on the 2025 Best Companies to Work For:

• The unique approach to remote work at Atlassian (No. 95)
• An impressive parental leave policy at Hewlett Packard Enterprise (No. 84)
• Employee volunteer programs at Cisco (No. 3)
• How the Best Companies to Work For give their employees time to recharge
• Where DEI policies fit in today’s business landscape

This article appears in the April/May 2025 issue of Fortune.