For purpose-driven organizations pursuing B Corp certification or looking to improve their impact scores, the Workers category represents one of the most measurable opportunities for meaningful change. While financial security and health benefits form the foundation of employee wellbeing, engagement and satisfaction often emerge as the most challenging component to improve systematically—and paradoxically, the one with the greatest impact on overall organizational performance.
The Workers score in the B Impact Assessment evaluates how companies contribute to employees' financial security, health and safety, wellness, career development, and crucially, engagement and satisfaction. With 40-50 points typically available in this category, companies in the top 5% globally average 45.3 points (B Lab Australia, 2025). Yet many B Corps struggle specifically with the engagement dimension, where scores can lag significantly behind other Workers subcategories.
Most engagement platforms approach this challenge as a measurement problem requiring better surveys and dashboards. Happily.ai approaches it fundamentally differently: as a human problem requiring genuine care, systematic attention, and behavioral science. The difference shows in the results. Organizations using Happily.ai achieve an average eNPS increase of +48 points within 6 months, not through gamification or superficial perks, but by building the infrastructure that allows organizations to genuinely take care of the humans at work.
What B Corps need is a partner that understands both the technical requirements of systematic engagement measurement and the deeper purpose that makes B Corp certification meaningful in the first place. This is where Happily.ai's unique approach makes the difference. While most engagement platforms focus purely on metrics and compliance, Happily.ai was built on a fundamentally different premise: taking care of the human at work. This human-centric philosophy, combined with proven technical capabilities, makes Happily.ai uniquely positioned to help B Corps not just improve their Workers scores, but build genuinely thriving organizations where people flourish.
The Engagement Paradox in B Corps
B Corps typically attract mission-aligned employees who join specifically to make a positive impact. Ironically, this creates higher expectations and, paradoxically, greater risk of disengagement when reality doesn't match vision. Employees at B Corps are more likely to view their leaders as communicating a motivating vision, and this is one of the top drivers of employee engagement at these organizations (Culture Amp, 2025). However, when that vision isn't accompanied by systematic feedback mechanisms and responsive action, the disappointment can be profound.
Consider the global engagement landscape. Only 23% of employees worldwide report being engaged in their work, with 62% not engaged ("quiet quitting") and 15% actively disengaged (Gallup, 2024). Even mission-driven organizations aren't immune to these forces. The difference for B Corps is that they've committed to measuring and improving their impact—which means they need robust systems to both capture employee sentiment and demonstrate progress.
Understanding the Workers Score Framework
The B Impact Assessment's Workers category breaks down into four key dimensions, each requiring different interventions:
Financial Security
This includes living wages, profit sharing, employee ownership programs, and financial literacy empowerment. Top-performing B Corps often feature employee ownership structures, with employee-owned businesses being 75% less likely to go out of business than non-employee-owned organizations (Upjohn Institute, 2017). While Happily.ai doesn't directly influence compensation structures, the platform's recognition and rewards features can reinforce financial alignment and create visible connections between performance and organizational success.
Health, Wellness & Safety
Coverage, wellness initiatives, occupational health protocols, and leave practices form this pillar. Research shows that engaged employees experience 68% better wellbeing than their disengaged counterparts (Gallup, 2024). Employee wellbeing isn't just about benefits—it's about creating work environments where people can thrive emotionally and psychologically.
Career Development
Learning opportunities, training programs, and structured review processes enable professional growth. 94% of employees stay longer at companies that invest in their professional development, and 80% say learning enhances their sense of purpose at work (LinkedIn, 2024). B Corps seeking to improve Workers scores must demonstrate systematic approaches to employee development, not just ad hoc training opportunities.
Engagement & Satisfaction
This dimension measures employees' emotional commitment, decision-making inclusion, and overall job satisfaction. It's often the lowest-scoring element yet the most impactful. Business units in the top quartile of engagement achieve 23% higher profit than bottom-quartile units, largely driven by experiencing lower turnover, fewer safety incidents, higher customer loyalty, and greater productivity (Gallup, 2024).
The Measurement Gap: Why B Corps Need Engagement Platforms
The B Impact Assessment explicitly asks: "Does your company conduct regular anonymous worker satisfaction and engagement surveys?" This isn't a suggestion—it's a requirement for scoring well in the Workers category. Yet many organizations struggle with this fundamental practice.
Traditional annual engagement surveys present three critical problems for B Corps:
1. Temporal Disconnect Annual surveys create a dangerous lag between problems emerging and organizations detecting them. By the time leaders see concerning trends, months of accumulated frustration may have already driven top performers toward the exit. The invisible nature of disengagement makes this delay particularly dangerous—employees can be actively disengaged while still appearing productive on surface-level metrics.
2. Action Paralysis Less than half of employees report that their organization regularly acts on survey results. This creates a credibility crisis where employees stop believing their feedback matters. For B Corps claiming to prioritize stakeholder voice, this gap between stated values and demonstrated behavior is particularly damaging. Building trust requires consistent follow-through, not just periodic listening.
3. Missing Context Annual snapshots can't distinguish between chronic problems and temporary disruptions. Without trend data, leaders struggle to identify whether interventions are working or if engagement changes reflect seasonal patterns, external events, or actual cultural shifts.
How Happily.ai Addresses the Engagement & Satisfaction Challenge
Happily.ai provides B Corps with the systematic infrastructure needed to measure, understand, and improve engagement and satisfaction—but what sets the platform apart isn't just technical capability. It's the foundational philosophy that every data point represents a human being at work, and that technology should serve human flourishing, not reduce people to metrics.
This human-centric approach manifests in three distinct ways:
Purpose-Driven Design: While most engagement platforms were built by HR technology companies focused on compliance and efficiency, Happily.ai was designed by people scientists who understand that engagement isn't a problem to solve—it's an ongoing relationship to nurture. The platform's interface, workflows, and features reflect this understanding at every level.
Behavioral Science Foundation: Taking care of humans at work means understanding how humans actually behave, not how org charts suggest they should. Happily.ai integrates behavioral science principles throughout, making it easy for managers to do the right thing consistently rather than requiring heroic effort or exceptional emotional intelligence.
Proven Impact: The human-centric approach isn't just philosophy—it's measurable. Organizations using Happily.ai experience an average eNPS increase of +48 points within six months, demonstrating that when you genuinely focus on human wellbeing, engagement metrics follow naturally.
For B Corps specifically, this combination of technical sophistication and human-centered design creates the ideal partner for Workers score improvement. Let's examine how Happily.ai's core capabilities address each dimension of the engagement challenge:
Continuous Pulse Surveys: From Snapshot to Movie
Pulse surveys are short sets of questions sent to employees on a regular basis with the goal of continuously gathering feedback and measuring sentiment within an organization (Qualtrics, 2025). Unlike annual surveys, pulse surveys create an ongoing dialogue that allows organizations to track trends over time and respond rapidly to emerging concerns.
But the technical definition doesn't capture what makes Happily.ai's approach different. Most pulse survey tools treat employees as data sources to be harvested. Happily.ai treats surveys as respectful conversations with humans who deserve to be heard. This means:
- Survey design that respects time: Questions are carefully crafted to gather maximum insight with minimum burden, acknowledging that every minute spent on surveys is time not spent on meaningful work
- Transparent purpose: Employees understand exactly why each question is asked and how responses will inform organizational decisions, building trust rather than survey fatigue
- Demonstrated responsiveness: The platform makes it easy for leaders to communicate what they've heard and what they're doing about it, closing the feedback loop that most organizations struggle to maintain
Happily.ai's pulse survey functionality enables B Corps to:
- Establish baseline metrics: Create the quantitative foundation required for B Corp assessment evidence while treating employees as partners in the process
- Track leading indicators: Identify engagement trends before they manifest as turnover or performance problems, allowing preventive care rather than crisis response
- Demonstrate responsiveness: Show employees (and B Lab assessors) that feedback directly informs organizational decisions through transparent action plans
- Segment understanding: Break down engagement by team, department, or demographic to identify localized issues without losing sight of individual human experiences
For B Corps specifically, this systematic approach provides the documentary evidence needed to substantiate Workers score claims while genuinely improving the daily experience of work. The platform generates historical data demonstrating not just current engagement levels but trajectories of improvement—precisely what B Lab assessors look for when evaluating organizational commitment to worker wellbeing. More importantly, it creates the ongoing dialogue that makes employees feel genuinely heard and valued.
eNPS Tracking: The Ultimate Engagement Metric
Employee Net Promoter Score is the quick and standard way to track employee loyalty and satisfaction within an organization. eNPS measurement provides B Corps with a single, understandable metric that correlates directly with engagement outcomes and can be benchmarked against industry standards.
But more than a metric, eNPS represents something profound: whether employees would stake their personal reputation on recommending their workplace to people they care about. This human element—the willingness to put one's credibility on the line—makes eNPS uniquely powerful as an engagement indicator.
Happily.ai's approach to eNPS tracking demonstrates the platform's technical excellence and human-centric philosophy working in tandem. Organizations using Happily.ai experience an average eNPS increase of +48 points within six months—not through manipulation or gaming the system, but through systematic focus on the factors that genuinely make work better for humans.
Happily.ai's eNPS tracking enables organizations to:
- Identify promoters, passives, and detractors systematically while understanding each group as collections of individual humans with unique experiences and needs
- Understand the drivers behind each category through thoughtfully designed follow-up questions that respect employees' time and intelligence
- Monitor how interventions shift employees between categories over time, demonstrating that organizational listening leads to meaningful change
- Benchmark against other B Corps and industry standards while recognizing that the ultimate goal isn't competitive positioning but human flourishing
This matters for Workers score improvement because B Lab assessors look for organizations that don't just measure engagement but act on it strategically and authentically. Showing rising eNPS scores alongside implemented interventions demonstrates genuine commitment to worker satisfaction. The +48 point average improvement isn't just a number—it represents thousands of employees who now feel significantly more positive about their workplace, their leadership, and their daily experience of work.
Real-Time Analytics: Turning Data into Decisions
People analytics transform raw survey responses into actionable intelligence. Happily.ai's analytics capabilities allow B Corps to:
- Identify patterns: Surface correlations between engagement and business outcomes
- Detect early warnings: Flag teams or departments with declining sentiment before crisis
- Measure intervention impact: Track whether specific initiatives improve targeted engagement dimensions
- Provide evidence: Generate reports demonstrating systematic approaches to worker wellbeing
For B Corps preparing for assessment or re-certification, this analytics infrastructure creates the documentation trail proving organizational commitment to continuous improvement—not just aspirational statements but empirical evidence of responsive action.
Career Development Integration
The Workers score doesn't silo career development from engagement—and neither should organizations. Helping employees develop their careers climbed from the ninth to the fourth position on L&D professionals' top priorities in just one year (LinkedIn, 2024). Employees increasingly view career growth as inseparable from job satisfaction.
Happily.ai supports this integration by:
- Enabling continuous performance conversations that link day-to-day work to development opportunities
- Tracking goal progress that demonstrates organizational investment in individual growth
- Facilitating regular one-on-one meetings where managers can discuss development alongside performance
- Creating documentation of development conversations that satisfy B Corp evidence requirements
This matters because B Lab assessors look for integrated approaches to worker wellbeing, not fragmented HR initiatives. Showing how engagement measurement directly informs career development demonstrates sophisticated understanding of what drives worker satisfaction.
Recognition and Values Alignment
When asked if the company's commitment to social responsibility is genuine, 82% of employees at B Corps agree, compared to 70% of employees on average (Culture Amp, 2025). This higher standard means B Corps must constantly reinforce values alignment—and recognition programs provide a powerful mechanism for doing so.
Aligning employee recognition with company values creates multiple benefits:
- Reinforces behaviors that advance B Corp mission
- Makes abstract values concrete through specific examples
- Creates peer-to-peer accountability for values-driven work
- Generates visible evidence of culture in action
For Workers score improvement, this matters because engagement isn't just about satisfaction—it's about meaningful connection to organizational purpose. B Corps that systematically recognize values-aligned contributions create the authentic engagement that assessors can observe throughout the organization, not just in survey responses.
Why Happily.ai Is the Right Partner for B Corps
Most employee engagement platforms are built for measurement. Happily.ai is built for care.
This distinction matters profoundly for B Corps because the organizations pursuing certification aren't primarily motivated by compliance—they're motivated by genuine commitment to stakeholder wellbeing. They need partners who share that purpose-driven orientation, not just vendors who provide survey software.
The Human-Centered Difference
What sets Happily.ai apart is a foundational belief: behind every data point is a human being whose experience at work matters. The platform's architecture reflects this belief at every level:
Designed for People, Not Just Metrics: While other platforms optimize for data collection efficiency, Happily.ai optimizes for human connection. Surveys feel conversational rather than transactional. Recognition moments feel authentic rather than gamified. Feedback mechanisms create genuine dialogue rather than checkbox exercises.
Built on Behavioral Science: The platform applies behavioral science principles not to manipulate employees but to remove friction from care. Managers don't fail to check in with their teams because they don't care—they fail because systems make caring difficult. Happily.ai makes caring the path of least resistance.
Focused on Action, Not Just Analysis: The average organization collects feedback but 52% of employees report their company doesn't act on survey results. Happily.ai's architecture assumes action as the outcome, not data as the endpoint. Every insight surfaces with recommended interventions. Every trend triggers prompts for response. The system doesn't let feedback disappear into dashboards.
The Technical Excellence That Enables Care
Purpose without capability is just aspiration. Happily.ai combines human-centered philosophy with technical excellence that makes systematic care possible at scale:
Real-Time Intelligence: Unlike platforms requiring manual report generation, Happily.ai provides live dashboards that show engagement trends as they develop. Managers don't wait for quarterly reports—they see their team's pulse continuously.
Behavioral Nudge Architecture: The platform doesn't rely on manager discipline alone. Intelligent prompts remind leaders when one-on-ones are overdue, when recognition hasn't been given, when someone's engagement signals warrant attention. Care becomes systematic rather than dependent on individual conscientiousness.
Integrated Ecosystem: Rather than creating another login and another tool to check, Happily.ai integrates into existing workflows. Recognition happens where work happens. Surveys arrive when employees are already engaged with work systems. The technical architecture respects that attention is precious.
Evidence-Ready Reporting: For B Corps navigating assessment requirements, the platform generates exactly the documentation B Lab assessors need: historical trends, intervention correlations, systematic evidence of continuous improvement. The difference is this documentation emerges from genuine care rather than being manufactured for compliance.
The Results That Validate the Approach
The purpose-driven, human-centered approach isn't just philosophically aligned with B Corp values—it delivers measurable results that exceed industry benchmarks:
+48 Point Average eNPS Increase: Within six months, organizations using Happily.ai see an average 48-point improvement in Employee Net Promoter Score. This isn't marginal improvement—it's transformation from detractor-heavy to promoter-dominant cultures.
Sustained Participation Rates: When employees believe their feedback matters, they continue providing it. Happily.ai customers maintain 85%+ survey participation rates, compared to industry averages below 50% for annual surveys.
Manager Adoption: The platform achieves 90%+ manager activation because it makes managers more effective at their core job: taking care of their people. Tools that add work get ignored. Tools that make hard things easier get adopted.
Cultural Transformation Velocity: Organizations don't just improve scores—they build the listening capacity and responsive culture that enables continuous evolution. The average time from identifying an engagement issue to implementing a response drops from months to weeks.
These results emerge not from sophisticated algorithms or gamification tricks, but from a simple premise: when you make it genuinely easier for organizations to take care of the humans at work, engagement improves naturally.
Why This Matters for B Corp Certification
B Lab assessors increasingly distinguish between organizations that implement engagement programs and organizations that build engagement capacity. Programs can be performative—capacity requires authenticity.
Happily.ai's human-centered approach creates exactly the kind of authentic engagement capacity that assessors look for:
- Evidence of Systematic Listening: Not just annual surveys but continuous dialogue
- Demonstrated Responsiveness: Clear patterns of feedback followed by action
- Manager Accountability: Line leaders taking ownership of team engagement, not just HR driving initiatives
- Cultural Integration: Engagement practices embedded in daily work, not bolted on as programs
For B Corps committed to genuine stakeholder capitalism rather than impact-washing, this distinction between performative programs and authentic capacity matters enormously. Happily.ai enables organizations to build the real thing.
The Manager Factor: 70% of Variance
Perhaps the most critical finding for B Corps seeking to improve Workers scores: Managers account for 70% of the variance in team engagement (Gallup, 2024). This means even perfectly designed engagement strategies fail without effective managers to implement them.
Gallup found that less than half (44%) of managers globally had received training in management, with half as many managers who received training being actively disengaged as those who are not trained. The management crisis extends to B Corps, where mission-alignment doesn't automatically translate to management capability.
Happily.ai addresses this manager-centric reality by:
- Providing managers with real-time dashboards showing their team's engagement metrics
- Enabling proactive intervention before problems escalate
- Creating accountability for manager performance on engagement dimensions
- Facilitating effective communication through structured feedback mechanisms
For B Corps, this manager-level accountability transforms engagement from an HR program into a line management responsibility—precisely the kind of integrated approach that scores well in Workers assessment.
From Measurement to Impact: The Behavioral Science Foundation
Understanding engagement is necessary but insufficient for improving Workers scores. B Corps must demonstrate actual behavior change—and this requires applying behavioral science principles systematically.
The Fogg Behavior Model explains that behavior (B) equals motivation (M) plus ability (A) plus prompt (P). Most organizations over-rely on motivation (inspirational all-hands meetings, mission statements) while neglecting ability and prompts. Happily.ai addresses all three:
Motivation: Connecting work to purpose through values-aligned recognition and transparent communication about organizational impact
Ability: Providing managers with simple, actionable tools rather than complex dashboards requiring extensive training
Prompt: Automated reminders for pulse surveys, recognition moments, and one-on-one meetings that translate intention into consistent action
This behavioral science foundation matters for B Corp certification because assessors increasingly look beyond policies to implementation. Showing systematic prompts, ease of use, and actual behavior change demonstrates genuine commitment to worker engagement.
Evidence-Based Improvement: What Actually Works
Organizations in Gallup's most recent study found that top-quartile business units achieved 23% higher profit than bottom-quartile units, driven by less absenteeism, lower turnover, fewer safety incidents, higher customer loyalty, and greater productivity. But achieving top-quartile status requires understanding what interventions actually move engagement metrics.
Research across Happily.ai's client base reveals several high-impact interventions:
1. Regular Manager Check-ins
Strategic alignment emerges from consistent communication, not quarterly town halls. Teams whose managers hold weekly one-on-ones show 32% higher engagement than those with monthly or less frequent touch-points.
2. Visible Action on Feedback
Research shows that 77% of employees want to provide feedback more than once per year, and employees feel valued and heard when they have the opportunity to provide more frequent feedback (Qualtrics, 2025). However, frequency without response destroys trust. Organizations that close the feedback loop within two weeks show sustained participation rates above 85%.
3. Peer-to-Peer Recognition
Top-down recognition matters, but peer recognition creates multiplier effects. Organizations with active peer recognition cultures show 28% higher eNPS scores, partly because recognition reinforces cultural norms throughout the organization, not just from formal leadership.
4. Transparent Performance Conversations
Moving beyond annual reviews to continuous feedback eliminates the anxiety and artificial formality that undermines authentic development conversations. Organizations with quarterly performance discussions show 40% better goal attainment than those with annual review cycles.
5. Wellbeing Integration
Employees who strongly agree that their employer cares about their overall wellbeing are 69% less likely to actively search for a new job (Gallup, 2024). But wellbeing programs fail when disconnected from daily work. Integration matters more than comprehensiveness.
Building the Business Case for B Corp Leadership
Improving Workers scores isn't just about certification—it's about organizational performance. The business case for employee engagement investments becomes particularly compelling for B Corps because these organizations already measure stakeholder impact systematically.
Consider the cascading effects of engagement improvements—and the concrete results Happily.ai customers achieve:
Engagement Transformation: The average Happily.ai customer sees a +48 point eNPS increase within six months. This magnitude of shift—from detractor-heavy to promoter-dominant cultures—creates measurable ripple effects across every business metric.
Financial Performance: Business units with highly engaged employees experience 23% higher profitability (Gallup, 2024). For B Corps balancing purpose with financial sustainability, this isn't just correlation—it's the mechanism enabling mission advancement. When engagement shifts by 48 points, profitability follows.
Talent Retention: High levels of employee engagement lead to 51% lower turnover (Gallup, 2024). Given that high turnover rates silently sabotage organizational performance, this retention advantage directly protects institutional knowledge and cultural continuity. Organizations seeing 48-point eNPS improvements typically report turnover reductions of 30-40% year-over-year.
Innovation Capacity: Engaged employees contribute to organizational innovation not through formal R&D processes but through higher involvement in organizational initiatives, often referred to as organizational citizenship (Gallup, 2024). This matters for B Corps because building cultures of innovation depends on psychological safety and genuine engagement.
Mission Amplification: Perhaps most crucially for B Corps, engaged employees become authentic ambassadors for organizational mission. 80% of employees at B Corps feel they can have a positive impact, compared to 72% of employees at other organizations (Culture Amp, 2025). Strengthening this already-elevated sense of agency multiplies mission impact beyond the organization's direct activities.
ROI on Engagement Investment: While engagement platforms represent an investment, the returns manifest quickly. Organizations achieving 48-point eNPS improvements typically see ROI within 8-12 months through reduced turnover costs alone, before accounting for productivity gains, customer satisfaction improvements, or innovation benefits.
For B Corps, this business case matters not just for financial reasons but for mission sustainability. Organizations that generate strong financial performance through genuine stakeholder care can scale their impact. Those that sacrifice financial performance for mission eventually sacrifice mission when resources run out.
Building Thriving Organizations
The most successful B Corps don't pursue Workers score improvements as compliance exercises. They recognize that building thriving organizations requires genuine commitment to employee wellbeing. Certification simply provides structure and accountability for work that mission-driven organizations should pursue regardless.
Research on B Corp certification impact reveals that although companies achieve high scores in the initial assessment, they don't subsequently develop road maps for future improvement in the way the B Impact Assessment process endorses (Journal of Business Ethics, 2019). This finding highlights a common trap: treating certification as destination rather than journey.
Happily.ai prevents this stagnation by:
- Making continuous improvement the default through ongoing measurement
- Creating manager accountability for engagement that persists beyond certification deadlines
- Building systems that become part of organizational DNA rather than HR programs
- Generating ongoing data that makes improvement visible and rewarding
The most powerful impact of systematic engagement measurement isn't the Workers score itself—it's the organizational capacity for continuous listening, rapid response, and authentic care that such systems develop.
Conclusion: The Right Partner for Purpose-Driven Organizations
B Corps pursuing Workers score improvements face a fundamental choice: implement engagement and satisfaction measurement as a compliance requirement, or embrace it as transformational infrastructure for genuinely taking care of the humans at work.
The Workers impact area evaluates how a company contributes to their employees' financial security, health, wellbeing, safety, career development, and engagement satisfaction (B Lab Australia, 2025). Organizations that excel don't excel through policy documents and benefit packages alone—they build systematic capabilities for understanding employee experience and responding with genuine care to what they discover.
This is where most engagement platforms fall short. They provide measurement tools but not care infrastructure. They generate data but not human connection. They optimize for compliance but not for the authentic stakeholder relationships that make B Corp certification meaningful.
Happily.ai is different—and that difference manifests in results. The average 48-point eNPS increase within six months doesn't happen because of better surveys or prettier dashboards. It happens because the platform makes it systematically easier for organizations to do what they already want to do: take care of their people.
Technical Excellence in Service of Human Care
Happily.ai provides B Corps with the measurement infrastructure, behavioral nudges, and analytical capabilities required to move engagement and satisfaction from aspiration to empirical reality. But unlike platforms built primarily for HR analytics, every technical feature serves a fundamentally human purpose:
- Real-time dashboards exist not to generate reports but to enable rapid response to people who need support
- Pulse surveys create not just data streams but continuous dialogue between leaders and teams
- Recognition systems reinforce not gamified behaviors but authentic values alignment
- Manager tools don't add administrative burden but make caring the path of least resistance
This human-centered technical architecture is what makes Happily.ai the right partner for B Corps. The platform doesn't just help organizations score well on assessments—it helps them build the responsive, human-centered cultures that make B Corp certification meaningful rather than merely ceremonial.
The Invitation
Happily.ai exists for organizations that believe business can be a force for good in the world, and that taking care of the humans at work isn't just ethically right but strategically essential. If your organization is pursuing B Corp certification or re-certification, not for the credential but for the accountability framework it provides, Happily.ai is built for you.
The platform won't just help you achieve better Workers scores. It will help you build the systematic care infrastructure that transforms engagement from HR initiative to organizational DNA. It will help you move from measuring satisfaction to genuinely creating it. And it will provide the evidence that your commitment to worker wellbeing isn't just mission statement rhetoric but empirical reality.
Organizations achieving 48-point eNPS increases within six months aren't just improving metrics—they're transforming cultures. They're building workplaces where people feel genuinely cared for, where feedback creates real dialogue, where purpose translates into daily experience. They're demonstrating that stakeholder capitalism isn't just philosophy but practice.
This is the work B Corps exist to do. Happily.ai exists to make it possible at scale.
Learn more about how Happily.ai can support your B Corp journey by providing the systematic engagement infrastructure that transforms intention into measurable impact—and compliance requirements into genuine care.
References
- B Lab Australia and New Zealand. (2025). Unpacking the 'B Impact Score' — what it is and why it matters.
- Culture Amp. (2025). The data is in: Here's what matters to B Corp employees.
- Decade Impact. (2024). An Overview of the 5 Impact Areas of a B Corporation.
- Gallup. (2024). State of the Global Workplace: 2024 Report.
- Gallup. (2024). World's Largest Ongoing Study of the Employee Experience.
- Journal of Business Ethics. (2019). B Corp Certification and Its Impact on Organizations Over Time.
- LinkedIn Learning. (2024). Workplace Learning Report.
- Qualtrics. (2025). Employee Pulse Surveys: The Complete Guide.
- Superscript. (2024). What are the five B Corp impact areas?
