What employees truly value in the workplace (and others overlook)
On each work anniversary at my company, Luma Brighter Learning, we ask: “How would you rate your happiness in your current role on a scale of 1–10?” We do this because we care about employee well-being and strive to create a culture where people feel valued, seen, and heard—recognizing that a positive workplace is closely tied to well-being and personal growth.
Even top performers rarely rate themselves a 10. Most land at 7, 8, or 9. One high-performing employee told me, “If I were a 10, there’d be no room for growth.” Another explained, “I’m always learning, so I can’t be a 10.”
As a learning scientist, I’m deeply interested in helping employees grow and feel good in their roles. The rarity of the 10 made me wonder: What does it really mean to rate your happiness at work a 10, and why is it so elusive?
I spoke with three employees who did rate themselves a 10. These employees, among our happiest, revealed five themes every leader should notice.
1. Purpose + people
For these employees, a 10 reflects genuine fulfillment and purpose. Paige Conrad, a customer success specialist at Luma for a year, shared that as she grew into her role, she felt more connected to both the team and the mission. It wasn’t just work—it was meaningful work with people she trusted. She said she felt a true purpose.
Kennedy Kurowski, who has been on our customer success team for two years, echoed this sentiment, sharing how genuinely excited she feels daily about the impact of her work.
Jill Apperson, our director of sales and marketing for six months, emphasized the importance of working for an organization that aligns with her values and fosters community. After a negative past experience, she now chooses roles that contribute positively to the world. Jill noted, “If a recruiter reached out about another opportunity, I wouldn’t even consider it because I truly believe there’s nothing out there that would be a better fit than what I’m doing right now.”
Across all three, the message was clear: a 10 comes from doing work that matters with people you respect.
2. See them. Know them. Recognize them.
Feeling seen and valued was a consistent theme. Paige described a shift from “just doing a job” to realizing she was contributing, growing, and being recognized. Jill emphasized the role of leadership: “It’s not just about direction; it’s about knowing that your leader is in your corner.” Kennedy echoed this, noting that being able to show up as her authentic self made her feel valued and happy.
Employees who don’t rate themselves highly often lack recognition, trust, or clarity about how their work connects to the bigger picture. When those elements are in place, employees are far more likely to feel fully engaged.
3. When work becomes yours
An environment that inspires a 10 on the happiness scale includes clear expectations, open communication, and trust. These employees felt empowered to contribute ideas, stretch beyond their comfort zones, and take ownership of their work.
Support didn’t come only from leadership. It came from relationships across and beyond the organization. Having people you trust makes a significant difference in feeling fulfilled.
Importantly, challenges didn’t diminish their happiness. Paige noted that being a 10 isn’t about avoiding difficulty. Rather, it’s about being supported through it. In fact, all three employees pointed out that overcoming challenges in a positive environment can actually reinforce happiness.
These employees shared a common mindset: Growth and being a 10 are not mutually exclusive.
Kennedy emphasized that a 10 doesn’t mean you’ve “arrived.” It means being in an environment that supports your growth. Paige agreed, explaining that growth and being a 10 can coexist. She described becoming more proactive in seeking opportunities, taking on new challenges, and fully engaging in her work—an approach supported by learning research showing that lasting happiness comes from within.
Jill put it simply: “Being a 10 doesn’t mean you’ve reached the end. It means you recognize your value while continuing to evolve.” She added that new perspectives challenge our thinking and fuel growth. For all three, happiness is a partnership between the environment and how they show up within it.
Many employees hesitate to rate themselves a 10 because they equate it with perfection, focusing on what they haven’t achieved rather than what they have. These employees, however, see it differently. A 10 isn’t about perfection. It’s about fulfillment, impact, and growth.
Kennedy summed it up: “As long as I feel like I have an impact, a voice, and room to grow, I’m a 10.”
Jill offered another perspective: Happiness is “80 percent mindset and 20 percent company.” No job is without stress, but fulfillment comes from having goals and working with intention. Frustration doesn’t disqualify a 10; it’s how you navigate it that matters.
Fit for the role also matters. As Kennedy stressed, being in the wrong role or environment can make a 10 feel out of reach.
The company matters, but mindset and how an employee approaches their work play an even bigger role in how they experience it. My employees taught me that leaders don’t create happy employees—they create the conditions where happiness can thrive.
Maybe the 10 isn’t elusive after all.
Article originally published on April 27, 2026 on Inc.com.