What a 'People-First Culture' Really Means (And How It Won Us an Award)

Many companies talk about having a great "culture," but what does that actually mean in the day-to-day life of an employee? It's more than free snacks, a ping-pong table, or surface-level perks. A truly great culture is woven into the fabric of a company. It’s about how people are treated, how decisions are made, and whether employees feel empowered, supported, and valued.  

We’re incredibly proud to announce that Trustwell has been named a recipient of Hyer's 2025 Breakthrough Culture Award. This award specifically spotlights companies that are creating transparent, inclusive, and future-ready cultures where people can truly thrive.  

To celebrate this honor, we wanted to go beyond the press release. We sat down with Trustwell’s Director and Head of Human Resources, David Gulley, to discuss what "people-first" really means when we put it into practice.  We're going to break down the core principles of our award-winning approach, share how we live our values from the inside out, and offer actionable advice for both companies looking to strengthen their culture and professionals seeking a workplace that aligns with their values. 

What Does It Mean to Have a 'Breakthrough Culture'? 

The Breakthrough Culture Award isn't about simply being a "fun" place to work. Now in its second year, the award recognizes employers that provide meaningful internal mobility, leadership opportunities, and skill development across all organizational levels.

To build authority and ensure the award was based on substance, Hyer’s selection process was grounded in extensive data. The evaluation drew from over 20,000 anonymous employee survey responses across more than 5,000 companies nationwide. Companies were assessed on the strength of their employee initiatives, survey participation rates, and the authenticity of employee sentiment. Evaluators placed special emphasis on open-ended responses, analyzing how passionately team members described their company culture. 

Out of this rigorous process, Trustwell emerged as one of just 100 organizations selected, standing out for its clarity of purpose, transparency, and commitment to growth. 

As our CEO, Katy Jones, puts it, "We believe that building a safer, more transparent food system starts with empowering our team. This recognition affirms the progress we're making to create a workplace where employees are supported, challenged, and valued at every stage of their journey". 

A Conversation on Culture with Director of Human Resources David Gulley 

Defining Culture in Real Terms 

Winning an award is one thing; living the culture every day is another. David Gulley defines culture not as an abstract concept, but as the everyday behaviors, values, and attitudes that shape how people work and interact. At Trustwell, our mission to ensure food safety, traceability, and quality is the foundation. But as David notes, this mission cannot be achieved without our employees. 

To guide our growth, we developed a framework known as the "Growth Code." This code encompasses principles such as Pushing the Frontier and Kind Connection, which inform our decision-making, talent development, and the day-to-day employee experience. It’s our strategy for building not just a bigger company, but a stronger and more human one. This consistent, lived experience is what makes our culture unique. 

Why Transparency Can't Just Be a Customer Promise 

For a company built on trust and transparency in the food industry, living those principles internally is non-negotiable. David explains that you can’t authentically deliver transparency to customers if those values aren’t real for your own people. 

When employees experience openness and honesty from their leaders and teammates, they feel psychologically safe. This safety empowers them to speak up, take initiative, and innovate,  creating a resilient, high-performing organization that is well-positioned for success. Ultimately, our internal culture of trust allows us to be a trusted leader in the food industry. As David says, "Our EVP isn't just aspirational; how we communicate, collaborate, and lead every day bears it out". 

The Blueprint for a Stronger Employee Value Proposition (EVP) 

Step 1: Listen First,  Build Second 

You can’t create an authentic EVP without knowing how your people actually experience your workplace. David advises leaders to begin by engaging employees through surveys, focus groups, and one-on-one conversations to understand what they value most, what motivates them, and where the gaps exist. 

Step 2: Choose Authenticity Over Aspiration 

Your EVP must reflect who you really are, not just who you wish to be. Candidates and employees appreciate honesty over hype. It’s okay to acknowledge areas that are still growing; in fact, this is where the most trust is achieved. An authentic EVP connects directly to your company's mission and values. 

Step 3: Weave Your EVP Into Everything 

An EVP isn’t just an HR initiative that lives in a slide deck. It needs to be embraced by leaders across the business and woven into every aspect of the employee lifecycle: job descriptions, onboarding, performance conversations, internal communications, and career development. When the promise of the EVP is kept, employees become your most credible ambassadors, and your culture becomes your competitive edge. 

For the Job Seeker: Finding a Company Culture That Fits 

Finding a job that aligns with your personal values can shape your sense of fulfillment and long-term career satisfaction. For those navigating the job market, David offers this advice: 

• Start with Self-Reflection: Before you even look at job boards, take the time to define what you truly value in a workplace. Is it collaboration, autonomy, work-life balance, or a strong social mission? 

• Do Your Homework: Look beyond the job description. How does the company communicate its mission? How do its leaders show up publicly? What are current and former employees saying on review sites? 

• Interview Them Back: A job interview is a two-way dialogue. Come prepared with thoughtful questions about how values are practiced, how feedback is handled, how success is celebrated, and what team dynamics are really like. 

• Trust Your Instincts: The right cultural fit fuels engagement and growth. When you find an environment that aligns with your values, work becomes more than just a job—it becomes a place where you can truly thrive. 

A Culture of Growth, Built Together 

Building a people-first culture isn’t an accident. It’s an intentional, ongoing strategy built on listening, authenticity, and a commitment to integrating values into every corner of the business. The Hyer.co Breakthrough Culture Award is a powerful validation of this commitment and a testament to the hard work of every single person on the Trustwell team. 

We are always looking for passionate people to join our mission. If our approach to culture and growth resonates with you, we invite you to explore our open positions.