What We Do

WORC helps employers and investors transform business performance by creating an ownership culture using the best business intelligence there is — the wisdom of your employees.

Employee Impact Index Platform

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A comprehensive set of diagnostics derived from the scientific evidence base and developed using advanced statistical methods

Giving you more actionable insights than an employee engagement survey, these insights power improved financial KPIs by identifying the most impactful operational levers and managerial practices to ignite above-and-beyond employee behaviors, improve engagement, and reduce turnover.

These diagnostics isolate drivers of value to help businesses achieve superior financial results and enhanced worker well-being.

Each index generates a single score that summarizes impact to streamline measurement over time.

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Ownership Impact Index™

The Ownership Impact Index™ is best for companies that need business intelligence about how to build a culture of ownership by igniting an ownership mindset and ownership behaviors among their workforce.

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Collaboration Impact Index™

The Collaboration Impact Index™ is best for companies that are ready for next-level development of high-performance workplace practices and need a roadmap of actions they can take to get there.

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Worthwhile Jobs Index™

The Worthwhile Jobs Index™ is best for companies that need tactical intelligence about how to reduce turnover and improve engagement by responding to employees' concerns about career opportunities, manager support, wages, and benefits.

Supervisor Ownership Assessment

Supervisor Ownership Assessment™

The Supervisor Ownership Assessment™ is best for companies that need a quick pulse-check on the current state of their ownership culture and are not ready for a survey of their full employee population.

Accelerate Your Growth With Our Actionable Diagnostics

Research & Evaluation for Impact

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WORC was founded to bring rigorous research and actionable scientific evidence to the challenge of creating high-quality jobs for both business and worker impact.

Measuring what matters most, we partner with philanthropic supporters and nonprofits to evaluate innovative programs and practices, and conduct rigorous research to develop evidence-based solutions that empower changemakers to design worthwhile jobs for all. 

NEW

Thinking Beyond the C-Suite Pays Off - Well, At Least Sometimes - WORC Report

Thinking Beyond the C-Suite Pays Off – Well, At Least Sometimes

With generous support from the Ford Foundation’s Mission Investments team, WORC investigated the extent to which human capital management plays a role in value creation plans at large private equity firms and found that it’s all about the C-suite – until it isn’t.

Read more

The Job Quality Maps

Developed for the National Fund for Workforce Solutions by researchers at Washington University in St. Louis and WORC, the job quality outcome maps illustrate the relationships between five universally validated business metrics and 26 job design choices.

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Research and Evaluation Projects for Nonprofits

Interested in learning about how we partner with nonprofits and their employer-partners to evaluate programs and conduct research?

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Learn more about our Research for Impact

Meet Our Partners

Why WORC?

Create jobs that result in a satisfied, engaged, and productive workforce, and enhance your ability to attract and retain highly skilled talent at all levels of your business.

Design a workplace culture where your employees are empowered and inspired to think and act like owners with a sense of responsibility and accountability to achieving your company's financial goals and values.

Close the gap between your company’s perception of employees’ experiences and what employees actually think to create meaningful jobs, increase retention, align incentives, and improve financial KPIs.

Increase the return on employee engagement activities with business intelligence that tells you where to focus investments that will drive measurable change in the metrics you care about most (turnover, burnout, absenteeism, revenue, EBITDA, etc.) 

Take care of your most valuable asset—the talented people who make it possible for your company to fulfill its mission. 

Ready to create superior business results?

Hear What Our Clients and Partners Are Saying

  • “We appreciate that WORC is bringing science-backed resources to the broad-based ownership field. At Ownership Works, we’re working with companies and investors to expand employees' access to wealth-building opportunities through shared ownership. WORC's diagnostics will advance the field by making it easier for employers and workforces to reap the benefits of broad-based employee ownership strategies with actionable guidance based on valid and reliable data.”

    — Anna-Lisa Miller, Executive Director, Ownership Works

  • “While conducting impact diligence for a portfolio company, I was impressed with Ellen and the WORC team's analysis which tied actionable goals for improving job quality to evidence-based KPIs. WORC's Worthwhile Jobs Framework(TM) provides an approachable methodology and meaningful set of tools for impact investing funds and organizations that believe investing in human capital is critical to business success.”

    — Bhairvee Shavdia, Managing Director, SBJ Elevation Fund

  • “WORC's unique combination of rigorous research expertise and understanding of businesses and people operations was exactly what we needed for our highly-complex project. Getting five large employers to collaborate effectively and engage in research to figure out how to develop career pathways for lower-level workers in healthcare is no small feat - I don't think typical academics or typical consultants could do what WORC is doing for us.”

    — April Harrington, Project Manager, Chicagoland Healthcare Workforce Collaborative

  • “Ellen Frank-Miller and her team at WORC and CCAT first evaluated our systems and business imperative — employee engagement to enable success of strategy. They then applied their decades of broad evidence base (that defines what people are looking for and how to create systems to provide it) to design a phased plan to identify our specific needs (by asking associates what they want), create processes in support of that context, and the ability to systematically measure our success as we move through this journey. ”

    — Milton Ives, Operations Leader

  • “Working alongside WORC was such a pleasure. They made each step clear and on track, and their insights were invaluable. From handling our proposal to adhering to our budget, WORC was timely in its execution and an excellent partner throughout, playing a critical role in our program's growth. I look forward to any reason to partner with you in the future!”

    — Brittany Robinson, Program Director, WorkLife Partnership

  • “Ellen and her team have been instrumental in supporting our partners' efforts to build capacity to evaluate complex job quality initiatives. Ellen's disciplined and rigorous approach to applied research is accessible to players with varying levels of understanding of evaluation.”

    — Michelle Wilson, EdD, Program Evaluation Expert

  • “WORC has been incredibly effective at collaborating with us and our employer partners. Ellen has an amazing way of making evaluation easy to understand and implement — and has helped our organizations demonstrate the impact improving their lower-wage jobs had on key indicators such as employee satisfaction and retention, costs of turnover, and quality of care. Having WORC's expertise and their ability to make meaningful evaluation accessible has helped us build our capacity as an organization.”

    — Hope Arthur, Workforce Innovation Leader

FAQs

  • Jobs don’t grow out of the ground like trees – companies build them for good or for ill. Decades of research demonstrate that bad jobs are bad for workers and businesses. “Job quality” refers to the range of characteristics that define a role, things like pay and benefits, but also supervisor support, opportunities for training and advancement, and autonomy on the job. The Job Quality Maps, developed for the National Fund for Workforce Solutions by researchers at Washington University in St. Louis and WORC, are one of our foundational tools for quality job design solutions that meet business objectives and align business imperatives with KPIs.

  • No, WORC is a for-profit social enterprise dedicated to building a thriving economy where every worker has a job worth having. We partner with various organizations, including nonprofits, to help achieve their unique business imperatives through improving the quality of lower-level jobs.

  • No, WORC’s science-backed diagnostics are more actionable than an engagement survey – every survey item points directly to specific actions that will help achieve business goals through people. WORC moves beyond your typical employee engagement survey by delivering analysis with context-specific research and helping to co-create scientifically-validated interventions in a concise summary report.

  • No, WORC is a team of former academics who conduct rigorous, actionable, original research to help create high-quality jobs for both business and worker impact. Our research is funded by nonprofits and grants from charitable foundations to build unimpeachable, credible scientific evidence.

  • Impact investors know that purposefully seeking opportunities for social impact leads to financial gains for funds, LPs, and portfolio companies. WORC’s science-backed index scores help isolate drivers of value for improved financial and worker results that can be correlated with financial KPIs to demonstrate impact alpha. The results help streamline reporting and allow you to concisely demonstrate impact and value to your stakeholders.

  • When leadership teams struggle to solve human capital challenges like turnover, human capital operating partners can support value creation by offering portfolio companies targeted resources. We help portfolio companies diagnose risk factors and improve job quality to reduce turnover and improve engagement in verticals like healthcare, industrials, consumer, manufacturing, and others where lower-level workers are crucial to achieving goals. Funds can capture unrealized gains by treating lower-level workers as an engine of value creation, not a cost to be minimized.

  • When PE firms routinely stop at the C-suite, they are leaving unrealized gains on the table. Our original research, conducted with support from the Ford Foundation Mission Investments team, demonstrates that human capital management in large private equity value creation is all about the C-suite — until it isn’t. Where lower-level workers are the fulcrum for executing a specific value creation strategy, firms can catalyze additional value by focusing on human capital management at the bottom of the org chart.

  • Yes, WORC partners with nonprofits that are implementing job quality innovations with employer partners through program evaluation and impact measurement. Our partners include Jobs for the Future, the National Fund for Workforce Solutions, Talent Rewire, Climb Hire, the Chicagoland Workforce Funder Alliance, the Chicagoland Healthcare Workforce Collaborative, and The Resurrection Project.

  • The rise in sustainable energy jobs has provided a once-in-a-generation opportunity to create an industry full of good jobs – or bad ones. Without a specific focus on capturing maximum value by ensuring lower-level workers are engaged and committed to their employers, sustainable energy companies are likely to both leave money on the table and replicate bad job practices. Decades of scientific evidence demonstrate that Better Jobs Mean Better Business® and a focus on job quality gets you there.

Ready to capture untapped value with the hidden asset at the bottom of the org chart?