The companies thriving in 2025 are the ones that truly invest in their people. LinkedIn’s newly released list of the Top 25 Companies in the UK goes beyond big names, it’s a clear snapshot of what great workplaces look like right now.
For company directors, this list is more than just recognition. It offers real, practical insights into what professionals value most, growth, purpose, flexibility, and shows how leading organisations are turning those expectations into a competitive advantage.
Here’s what they’re doing right:
1. Career Growth is Non-Negotiable
Top companies are proactively enabling vertical and lateral movement within the organisation. Employees are encouraged to stretch beyond their current roles, and clear paths to promotion are supported with mentoring, tools, and visibility.
How Leaders Can Act on This: Make it clear how employees can grow within the company, and invest in training them to become leaders, your next leaders are already working for you.
2. Learning is Embedded, Not Optional
Oracle and Vertex Pharmaceuticals, for example, offer world-class upskilling resources that go beyond technical skills, including emotional intelligence, agile thinking, and future-focused innovation.
How Leaders Can Act on This: Invest in learning platforms and integrate upskilling into the performance review cycle. Offer time and budget for real growth, not just compliance.
3. Inclusion is Business Strategy
Top employers have measurable goals around gender diversity, inclusive hiring, and cultural awareness. They back it with data and leadership accountability.
How Leaders Can Act on This: Don’t bury DEI in HR. Tie diversity outcomes to executive KPIs and make them part of your strategic reviews.
4. Employer Brand is Employee-Led
These companies are where people want to work, and their employees say so publicly. They cultivate employee advocacy by creating experiences worth sharing.
How Leaders Can Act on This: Empower your employees to be your best ambassadors. Celebrate wins publicly, share career stories internally, and reward thought leadership.
5. Stability Attracts Top Talent
Especially in uncertain markets, candidates are gravitating toward companies with a strong sense of direction and financial resilience. AstraZeneca, for instance, is not just innovative, it’s dependable.
How Leaders Can Act on This: Communicate vision with clarity. A stable narrative builds trust. Let your team (and potential hires) know where the company is headed and how they fit into that story.
5 Ways Directors Can Use This List to Drive Growth
1. Benchmark Against the Best
Study the top 5 companies and ask: Where are we ahead? Where are we behind? Conduct an honest audit across development, mobility, brand, and culture.
2. Rethink Your EVP (Employee Value Proposition)
This list shows what modern professionals value: growth, flexibility, purpose, and inclusion. Align your EVP with these expectations and communicate it clearly during recruitment and onboarding.
3. Double Down on Development
Directors who champion L&D programs see stronger retention and higher engagement. Create leadership academies, fund external learning, and incentivise managers who coach effectively.
4. Leverage LinkedIn More Strategically
These companies win by treating LinkedIn as both a recruiting tool and an employer branding engine. Ensure your leadership team is visible, your company page is active, and your culture is showcased consistently.
5. Create Feedback Loops
The best companies on the list aren’t just building cultures, they’re listening to them. Conduct pulse surveys, host listening sessions, and let employees shape the culture they live in.
Culture Is a Strategy
The LinkedIn Top Companies list makes it clear: growth, retention, and brand reputation all begin with one thing, how your people experience your company.
As a director, your role isn’t just to hit quarterly numbers, it’s to create an environment where people can thrive long-term. Because when your people grow, your business follows.
In 2024, one the challenges we came across was companies setting expectations that just didn’t match up with the salary they were offering. A lot of businesses were expecting candidates to take on critical roles, but the salary they offered just wasn’t the right salary for the job.
This wasn’t a small problem, it had real consequences. In fact, in our searches last year, 22% of candidates who had the right experience, skills, and values didn’t move forward because the salary wasn’t competitive enough.
What Does That Mean?
It meant those candidates were either already making more, were offered the same, or just didn’t see a big enough increase to make a change.
22% might not sound like a lot, but that’s still a pretty significant group of people who could have been a perfect fit and helped push the business forward. And while money isn’t the number one reason people look for new opportunities, most people expect at least a 10% increase when they move into a new role, especially those who are not actively looking.
Why the Right Salary Still Matters
While it’s true that money isn’t always the top reason someone looks for a new job, salary does play a big part. Most people expect a 10% to 20% increase in salary when they make a change. It’s a reflection of their experience, skills, and the value they bring, and it’s important that the salary reflects that.
It’s Not Just a Job; It’s a Career
People aren’t just looking for another job, they’re looking for a career. They want to grow with the company, make an impact, and be part of something bigger.
As an employer, it’s important to show candidates that your company is a place for long-term growth, not just a stepping stone. But for that to happen, you need to recognise their value and offer the right salary. When employees feel valued and are paid what they’re worth, they’re more likely to stick around and put in the effort to help the business succeed.
Investing in Employees: A Win-Win
When you invest in your employees, by offering the right salary and giving them opportunities for growth, it benefits everyone. Employees who feel recognised and well-compensated are more motivated, loyal, and dedicated. They’ll be the ones helping your business grow and succeed year after year.
So, if you want to keep people around for the long haul and build a strong future, make sure you’re investing in them in a way that makes sense. Pay them the right salary, show them you care, and they’ll give that back to you in a big way.
If you want people to invest in your company for the long haul, you need to invest in them too.
The traits of a successful company always point to its leadership. Leadership isn’t just about steering the company; it’s also about tapping into your employees’ needs and helping them overcome challenges to embrace the tasks set before them. This creates loyalty that moves the business strategies of the organisation forward. The result is an employer brand that attracts top talent who serve as the backbone of a strong corporate brand.
That being said, poor leadership can have a different effect, driving talent away from the company and weakening the employer brand.
Become concerned when leaders don’t:
Listen: to those they lead or utilise their talents
Share: intel about the company with their team
Prioritise: honesty or respect with their team
Strong leadership isn’t about perfection. Rather, it’s about not being afraid to fail, admitting to mistakes and staying on course.
When hiring, there are three traits to consider during the interview.
Pay attention to leaders who:
Have people skills: People skills and the ability to excite teams are important. Leaders with these qualities drive growth and are able to represent the external brand with marketing and public relations.
Own their failures: Leaders often focus on their accomplishments. Those who own up to their mistakes are more relatable to not only team members, but external stakeholders.
Empower staff: Strong leaders avoid micromanaging and instead, lean on their staff’s expertise. When employees feel they are empowered, it drives operations and creates great company culture and innovation.