Great is Possible:
Best Workplaces™ in Vietnam Lead the Way







Ha Minh Chau, Isabelle Tan and Pamela Sng




In the dynamic landscape of Vietnam’s corporate world, the Best Workplaces™ in Vietnam 2024 stand as a testament to high-trust workplace cultures that enable employees to thrive at work. As we approach the mid-point of 2024, a new cohort of companies is raising the bar on what it means to be a great workplace. These companies cultivate workplace cultures that prioritize employee engagement and transparent communications. They ensure that all employees, regardless of their background and demographics, are treated fairly and have equal opportunities for growth and development. They genuinely care for their well-being within and outside the workplace. These companies are helmed by competent leaders who exhibit integrity and intentionally foster inclusive, people-first practices that bring out the best in their employees.

On 23 May 2024, Great Place To Work® named 25 companies on its Best Workplaces™ in Vietnam List. This List was based on an analysis of confidential survey feedback from the Great Place To Work Trust Index™ survey representing over 135,000 employee voices across different industries in Vietnam.


Overall Trend

When we analyzed the survey data from all the companies that participated in this year’s List (including both list makers and others that participated in this year’s survey cycle but are not on the List), we identified four key factors that correlate with a higher overall Trust Index score .2 3

This means that employees in Vietnam have a more positive workplace experience when the following behaviors are demonstrated:

  1. Management integrity
    – employees’ experiences and observations around management’s actions matching their words and delivering on their promises
  2. Fair treatment and equal opportunities
    – fair and impartial decision making, equitable opportunities for recognition and promotions, and providing fair recourse for unfair treatment
  3. Effective communication, collaboration and staff engagement
    – intentional efforts to clarify expectations, giving straight answers to questions asked, genuinely seeking and responding to employee feedback and ideas, and involving employees in decision making
  4. Demonstrating support  
    – showing appreciation for employees’ contributions and extra effort, as well as celebrating their efforts to try new and better ways of doing things


We also compared this year’s employee responses to the previous year’s (2023) data, and found that management integrity remains the most critical factor associated with a high-trust workplace in Vietnam. We also observed that the correlation to fair and equitable treatment and efforts around two-way communication and staff engagement strengthened; and there is less emphasis on traditional modes of care and support (e.g. providing resources and equipment, office facilities, taking time off from work) this year.

The New Workforce

In Vietnam, about half of the working-age population is under 34 years old with about 1.5-1.6 million more joining the workforce each year.4 This growing younger cohort of employees presents a unique set of opportunities and challenges for businesses. They tend to be more well-educated and tech-savvy, eager to make their mark and contribute to the country’s growth. Traditional management styles may not resonate with this growing cohort of young employees, and new approaches are needed to fully harness their potential and enable them to thrive.

To understand what this growing cohort of younger employees want, we did a correlation analysis to identify statements with a stronger correlation to a positive workplace experience for respondents aged <35 years old. Based on our data, we see that they value equitable recognition for their contributions and fair opportunities for progression, genuine care for them as individuals with diverse needs and aspirations beyond the workplace, management integrity, clarity in communication and active staff engagement.

The top 10 statements are depicted below:


Learning from the Best Workplaces™ in Vietnam

So, what can we learn from the Best Workplaces™ in Vietnam about how they ensure fair and equitable practices, demonstrate care, and intentionally engage with their employees in the workplace?


Highlands Coffee values diversity and inclusion as essential components of its HR strategy. It fosters an inclusive work environment where employees from diverse backgrounds feel valued, respected, and empowered. For instance, Vietnam dedicates two days annually to honor women (Women’s Day), but there hasn’t been a similar recognition for men. Highlands Coffee decided to introduce Men’s Day with company activities and a special radio broadcast with greetings from female employees nationwide, acknowledging the positive impact men have at the company. To ensure fair opportunities for development and progression, all employees are set clear performance expectations, provided regular feedback and performance evaluations, so that they are aware of their progress and areas for improvement. It offers professional development opportunities for its diverse talent and ensures equitable distribution to ensure fairness across employee demographics in all departments and regions nationwide.


Fashion Garments Ltd. upholds the principle of “We listen, we care,” recognizing the invaluable role of feedback in fostering a culture of continuous improvement and employee engagement. It makes a point of responding to employee feedback promptly and transparently, with a view to making improvements and meeting the needs of their employees. With around 11,000 employees across six locations in Vietnam, this is no small feat. Feedback is collected through regular engagement platforms including surveys, focus group interviews, townhalls, employee forums, as well as a variety of digital platforms. This ensures that employees have a variety of opportunities and platforms to share their input and perspectives, and caters to a range of diverse communication preferences. This feedback is then promptly acknowledged and publicly addressed to foster a culture of transparency and accountability. Important feedback and responses are also posted on announcement boards for easy access to all employees. In addition to written communication, feedback and responses are also broadcast via a sound system to reach employees across different areas of the workplace.


F88 Business Joint Stock Company’s Employee Value Proposition is to “Be the Boss”. This drives its culture and shapes a working environment where every member has the opportunity to proactively contribute to the common goal, are given the autonomy to take charge of their careers and supported to thrive in their personal lives. As part of this culture, F88 team members are empowered to express their viewpoints in all situations. Decisions are reached collaboratively, with input and consensus from all relevant departments. Where disagreements arise, contrasting opinions or new proposals are put forward, and only those agreed upon by the majority are implemented.  F88 believes that this approach stimulates creativity and proactivity at all levels, allowing team members to weigh in on decisions being made, and also fosters greater understanding and a sense of ownership in the company.


At Hilton, caring for team members (TMs) is not just about company perks. It is viewed as an investment in its culture, in the TMs, and in the communities it serves. Its Care for All platform aims to support TMs beyond their own self-care and enables them to better care for others – especially those closest to them, including sick, disabled, elderly family members, children, and even pets. It provides a range of articles, podcasts, and eCourses organized by type of care, which are tagged by relevant audiences so TMs can easily identify which Hilton-specific benefits and resources are available to them. Mental wellness is also a key part of this platform, and TMs and their families have access to free counseling sessions via its Employee Assistance Program. In the course of the work day, TMs are able to relax, recharge, and reconnect to Hilton’s purpose and with each other in dedicated TM spaces (called Heart of House) which are intentionally designed to be as bright, welcoming, and functional as guest spaces.

These four companies are just some of the list makers on this year’s list of Best Workplaces™ in Vietnam. Together with the others on the List, they stand as a testament to high-trust workplace cultures and stand head and shoulders above their competition. Unsurprisingly, over 9 in every 10 employees among the Best Workplaces™ in Vietnam say they want to work there for a long time, and would tell their friends and family that they work at a great workplace.



As we look towards the future of work in Vietnam, the best workplaces are those that demonstrate management integrity, ensure fair and equitable practices, continuously evolve their staff engagement strategies and find new and better ways to meet the evolving needs and expectations.

With more individuals <35 years old entering the job market and/or looking for their next job, it is a business imperative that companies foster environments that can not only attract, but also inspire and retain this dynamic demographic. The workplaces that succeed in this will not only lead in innovation but also in shaping a vibrant and sustainable economic future for Vietnam.

Interested to find out how you can be part of the Best Workplaces™ in Vietnam 2025 List? The first step is to get Certified™.

Contact us to find out more.


Using our proprietary Trust Index™ survey, we measure the core of what we know creates great workplaces — key behaviors that drive trust in management, connection with colleagues, and loyalty to the company.
The survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a five-point scale and answering two open-ended questions.
List rankings are based on this employee feedback, which we analyze to determine the extent to which this experience is shared by the full workforce. Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace.
For the Medium and Large categories, we also consider what a company can tell us about their programs and workplace strategy. Responses are rigorously evaluated and cross-reviewed according to Great Place To Work®’s research-driven criteria.
2 Correlation refers to the statistical relationship between two variables. A positive correlation occurs when two variables move up or down in the same direction together, while a negative correlation occurs when the two variables move in opposite directions.  
3 A higher Trust Index score indicates a high-trust workplace culture based on positive employee experiences across five dimensions that make a workplace great: Credibility, Respect, Fairness, Pride and Camaraderie.
4 Việt Nam còn bao nhiêu năm để tận dụng thời kỳ dân số vàng? Tuổi Trẻ Online. Published on 5 January 2024. (Accessed on 5 April 2024)




Pamela is our Senior Consultant and Research Lead for Great Place to Work® ASEAN and ANZ. She has over two decades of consulting and policy experience helping organizations in their journey to become fair and progressive employers. She believes that every organization has the potential to be a great workplace, and works with data to distil insights and develop resources to help them. When she’s not burrowing down the rabbit hole of numbers and words, she’s probably immersed in a new K-drama or catching up with friends over a virtual drinks session.


Chau spent most of her 28 years working experience as a change and transformation facilitator in all four areas of organisation development interventions.

In addition to designing and managing learning roadmaps and certification pathways, she has developed training materials and conducted thousands of training and coaching hours to participants with diversified learning and development objectives for both internal and external customers in Vietnam, Malaysia and Korea. Chau is the first Vietnamese to be awarded the prestigious Intel Corporate award High Performing Instructor. Her heart is all about community commitment as she initiated, managed and co-delivered career counselling workshops for students. During the Covid-19 pandemic, Chau organised webinars on mental health and Diversity & Inclusion topics for a mixed group of professionals. Her relaxation approach is a combination of a cold beer over a Korean or Taiwanese drama or a Hollywood rom-com.


Isabelle knows that to lead the way, one must walk the path first. She ventured into the Organizational Development field for the sole purpose of enriching and positively impacting lives by supporting organizations in becoming a great place to work for all. Belle as she prefers to be known, currently leads the List & Data Analytics team, providing support for workplaces to continuously improve on their workplace culture. Prior to joining Great Place to Work, Belle was the sole HR practitioner in a Marine Services organization. In her subsequent stint at a consulting firm, she became an integral team member running operations of assessment and selection of organizations for national employer awards. Beyond work, Belle enjoys spending time with her partner and their 2 lovely dogs. She indulges in the latest series of Anime and will never refuse a glass of ice-cold beer.

Great Place To Work® has been surveying employees around the world about their workplace experiences for 30 years. We have developed a set of themes and metrics that not only predict whether employees feel their workplace is great, but predict retention, agility, and overall business success.

Using our proprietary Trust Index™ survey, we measure the core of what we know creates great workplaces — key behaviors that drive trust in management, connection with colleagues, and loyalty to the company.

The survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a five-point scale and answering two open-ended questions.

Employees tell us whether leaders are accessible, communicate honestly and clearly, and if their actions match their words. They tell us whether they feel respected as individuals, if they receive training benefits, appreciation, support for their well-being and opportunities to contribute. They tell us whether they believe their company is fair related to pay, profits, promotions, recognition, favoritism and opportunities. They tell us if they are proud of their work, their team, and their company and if they feel they make a difference, and their work is meaningful. And they tell us whether they enjoy the people they work with, feel cared for and can be themselves.

List rankings are based on this employee feedback, which we analyze to determine the extent to which this experience is shared by the full workforce. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience. Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace.

The best companies create great work experiences not just for management, but also for their part-time employees on the front lines, for those who’ve just joined and those who’ve spent their whole career there, for every race and ethnicity, gender, neurotype, or other demographic in the organization – we look at it all. Companies with the broadest set of employees who report positive workplace experience receive the highest rankings on lists.
In addition to analyzing employee feedback for the Best Workplaces™ in Vietnam 2024 list we also consider what a company can tell us about their programs and workplace strategy. Each company also answers six essay questions that provide greater insight into how, and why the organization is great for all people. Responses are rigorously evaluated and cross-reviewed according to Great Place To Work’s research-driven criteria. From what companies share in datapoints and essays, we identify the organizations that offer the most generous, caring and innovative programs reflecting a genuine commitment to meet the diversity of their people’s needs inside and outside the workplace as validated by what employees themselves report in survey results.

Surveys must meet strict requirements for how they are distributed and the percentage of employees who respond to ensure they accurately represent honest feedback from the company’s full population. While essay responses provide important context for rankings, only survey data can garner a list placement. In the last year, Great Place To Work® surveyed companies employing more than 135,000 people in Vietnam and received more than 125,000 survey responses.

Great Place To Work identifies Best Workplaces in Asia™ by surveying 2.1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting 5.9 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Bahrain, Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Oman, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2022 or early 2023.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000+) of those employees located outside the headquarters country.

To determine the 2022 Vietnam Best Workplaces™, Great Place To Work®️ analyzed confidential survey feedback representing nearly 20,000 employees across different industries in Vietnam. Employees responded to over 60 survey questions describing the extent to which their organization creates a Great Place To Work For All™️.

85% of the evaluation is based on what employees say about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. Great Place To Work analyzes these experiences relative to each organization’s size, workforce make up, and what’s typical in their industry. The remaining 15% of the rank is based on an assessment of all employees’ daily experiences of innovation, the company’s values, and the effectiveness of their leaders, to ensure they’re consistently experienced.

To be considered, companies had to meet the Great Place To Work-Certified™ standard. To ensure survey results truly represent all employees, Great Place To Work requires that Trust Index©️ survey results are accurate to a 95% confidence level with a 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results. 

Companies with 10-99 people were considered for the Small category, companies with 100-999 people were considered for the Medium category and companies with 1000+ people were considered for the Large category.