zLinq
zLinq Company Culture & Values
The culture at zLinq is described as collaborative; innovative; inclusive; transparent, and growth-oriented, with employees pointing to cultural events; value-based recognition; informal team bonding such as happy hours and game nights as proof that culture is visible day-to-day.
According to Gallup poll scores, zLinq reported that 91% of employees feel aligned with company values and mission, demonstrating strong cultural alignment; long-term employee loyalty; and an ability to live the values of Buikding Trust, Getting Results, and Having Fun!
Employees also highlight open communication styles; colleagues who talk about lives outside of work; and a workplace that feels personal rather than transactional.
Collaboration at zLinq is described as cross-functional, transparent, and direct, with employees pointing to shared tools like Teams, team and company meetings, and Tiger project teams as proof that collaboration is part of daily work. Teams highlight clear ownership and accountability lity frameworks, as well as norms around remote work as practices that keep projects moving and prevent bottlenecks.
Healthy collaboration is further reinforced by empowering managers to resolve conflicts and encouraging employees to speak openly, encouraging differences of opinion. Beyond processes, employees point to cross-department projects that encourage collaboration between sales, product, and customer support. zLinq even has an employee-driven future product team function to incubate growth ideas for the organization!
Employee recognition at zLinq happens through all-hands celebrations; quarterly awards tied to company values; monetary rewards like spot bonuses, and a Presidents Club trip for high achievers. Employees also highlight small moments such as (managers acknowledging work in team meetings; cross-department recognition that makes contributions visible beyond immediate teams; and traditions like company-wide shoutouts from leaders) as proof that recognition feels genuine, not just formal.
zLinq reported 91% of employees felt recogized and praised for their work, demonstrating consistent appreciation for contributions; clear visibility of employee impact; recognition tied to values and results). Leadership reinforces recognition by ensuring managers recognize contributions consistently; spotlighting employees publicly; and weaving recognition into performance and feedback cycles.
