Blu Ivy Group Happiness Score

The employee happiness at Blu Ivy Group is listed in the Top 35% of similar size companies on Comparably. Compensation is an important aspect of employee happiness and at Blu Ivy Group, 71% of employees feel they are paid fairly, 86% are satisfied with their benefits, and 86% are satisfied with their stock/equity. 86% of Blu Ivy Group employees feel their work environment is positive meaning Blu Ivy Group is a happy place to work.

Last updated months ago.

Where This Score Ranks Blu Ivy Group's Happiness

TOP
35%
In the Top 35% of 2035 Similar Sized Companies on Comparably
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Not enough ratings to compare against competitors.

Feb

Aug

Dec

Jan

Feb

B81 / 100

May

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Blu Ivy Group Happiness At a Glance

Blu Ivy Group employees rate their happiness at the workplace a "B" (based on 28 ratings). The Happiness score describes employees well-being based on various topics such as positivity in the workplace, opportunities for professional growth, and satisfaction towards compensation and benefits.

7 Blu Ivy Group employees answered questions like "Are you satisfied with your stock/equity compensation?" and "Are you satisfied with your Benefits?"

Blu Ivy Group's Happiness score ranks in 1st place when compared to competitors. Blu Ivy Group ranks in the Top 35% of other companies on Comparably.

Blu Ivy Group's Happiness Trendline

Blu Ivy Group83
Similar Size on Comparably

How Blu Ivy Group's Happiness Score is Calculated

Answer	Percent
Yes	0%
No	0%

Do you feel burnt out at work?

Answer	Percent
Yes	0%
No	0%

Are your company's goals clear, and are you invested in them?

Answer	Percent
Yes	71%
No	29%

Do you believe you're paid fairly?

Answer	Percent
Positive	86%
Negative	14%

Is your work environment positive or negative?

Answer	Percent
Yes	86%
No	14%

Are you satisfied with your Benefits?

Blu Ivy Group's Happiness Rank Against Similar Sized Companies on Comparably

TOP

35%

Blu Ivy Group ranks in the Top 35% of other companies on Comparably with 11-50 Employees for Happiness Score.

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