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June 24.2025

2 Minutes Read

Why Delta Air Lines’ Employee Engagement Strategies Make It No. 15 on Fortune’s Best Workplaces

Inclusive workplace culture celebration with diverse group cheering.

How Delta Air Lines Cultivated a Work Culture That Spreads Its Wings

In a competitive landscape where employee engagement is key, Delta Air Lines manages to rise above the rest, landing at No. 15 on the Fortune 100 Best Companies to Work For list. Behind this impressive accolade lies a people-first philosophy that prioritizes employee experience, ensuring that when team members are engaged, customers feel the difference.

The Financial Performance Link: Employees and Bottom Line

Delta’s commitment to its workforce isn’t just about corporate goodwill; it’s a smart business strategy. According to the company, a staggering 24% of their net promoter score (NPS) — a measure of customer satisfaction — stems from employee interactions. Higher profits follow this trend as Delta generates 14% more revenue per seat mile compared to competitors.

Engagement Initiatives: Ensuring Employee Voices are Heard

A standout measure embraced by Delta is the VELVET initiative, where frontline employees get the unique chance to interface with senior leaders. This open line of communication fosters psychological safety, allowing employees to express concerns and suggestions freely. Engaging roughly 10,000 U.S.-based frontline employees, these sessions commenced during a challenging financial time in 2006 and have since morphed into a key driver of employee morale and retention.

Retention Rates and Team Dynamics: A Recipe for Success

With an average employee seniority of 13 years, the commitment of over 100,000 Delta employees showcases a solid approach to building an inclusive workplace culture. Delta's stellar retention figures shine, with 89% of employees expressing a desire to stay long-term—outpacing the Fortune 100 average by nearly four points. This retention reinforces team dynamics and builds a sense of belonging, which are core components of Delta's values.

Conclusion: Lessons Learned from Delta’s Ascent

Delta Air Lines serves as a model for organizations aspiring to enhance employee engagement and business performance. By prioritizing employee experiences and fostering open communication, companies can not only boost their brand reputation but also secure financial success. Delta’s rise to the top is a compelling example for HR professionals and organizational leaders striving for excellence.

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