How the Georgia Aquarium Cares for Its People

BY Grace Turney | February 10, 2026

When a beluga trainer at Georgia Aquarium took on the challenge of managing recognition programs, she gained project management skills far beyond her role of caring for marine mammals. That sort of cross-functional development opportunity is the perfect example of how the popular Atlanta attraction is breaking down silos among its 700-person workforce; a team that ranges from life support operators who maintain precise water conditions to hospitality staff welcoming millions of guests every year.

During a thought leadership spotlight at From Day One’s Atlanta, Angela Bryant, manager of employee engagement at the Georgia Aquarium, shared how the organization is leveraging its core values to improve retention and build connections across vastly different roles. Speaking with Alexandra Powell, director of client cultural insights at Reward Gateway, Bryant shared a strategic approach that turns abstract corporate values into tangible daily experiences.

Quarterly Values in Action

Rather than treating values as static wall art, the Georgia Aquarium selects one value each quarter and brings it to life through targeted initiatives. The first quarter focused on inclusion and Bryant’s team found creative ways to enhance it. “We chose inclusion, which is a strength for us,” Bryant said. “Our engagement surveys have said across the years that we’re scoring high on this; we’re very welcoming.”

The second quarter tackles the value of excellence by reimagining existing events. Georgia Aquarium’s annual barbecue will become a platform for teams to showcase work they’re proud of, even when it lacks the glamour of headline achievements, says Bryant.

“There are teams that might have been working on something that is not as glorious, but really the team is proud about,” Bryant said. “We want to make sure that we’re communicating what is excellent from their perspective.”

The approach extends to World Oceans Day in June. While the aquarium typically focuses external messaging toward guests, this year will include internal celebrations recognizing staff commitment to ocean conservation and animal care.

The Engagement Committee as a Development Engine

A 30-person employee engagement committee drives much of this work, but Bryant has structured it as a leadership development program rather than just a volunteer group. The team requires both creative thinking and execution skills, with tenure averaging one to five years.

Alexandra Powell, director of client cultural insights at Reward Gateway, the event's title sponsor, spoke with Angela Bryant, manager of employee engagement at the Georgia Aquarium

The beluga trainer who now independently manages the organization’s highest-tier recognition luncheon represents the committee’s developmental impact. “She took on the role of our recognition tiers,” Bryant said. “It’s growing her project management skills. It’s helping her think of the organization as a whole, not just her role within her department.”

Since 2017, the committee has operated through an application process requiring manager approval. This shift from departmental representation to selecting individuals with the right personality mix has improved retention and engagement on the committee itself.

Technology and Tools Supporting Recognition

Reward Gateway’s platform, internally branded as “the reef,” provides infrastructure for the aquarium’s recognition efforts. With 85% of employees accessing the platform and 46% actively sending recognition, the system has generated more than 10,000 recognitions and 1,400 rewards in 12 months, says Bryant. 

The platform solved practical challenges, including replacing a manual scratch-off “sand dollar” program that didn’t have tracking capabilities. “We couldn’t really track how many were being given out, and just the metrics behind the recognition we didn’t have,” Bryant said. 

Custom e-cards let staff participate in initiatives like Valentine’s week or appreciation days for specific roles. An open submission process invites employees to design cards, with committee advisors reviewing selections. The personalization even extends to artwork from staff children, making recognition feel distinctly and genuinely connected to the organization’s culture.

Beyond improved engagement scores and net promoter scores from guests, from the partnership, Bryant observes noticeable changes in the workplace atmosphere. “People are a lot more chatty. They’re more willing to have conversations, or even just smile and say hi as you’re passing by,” she said.

Guest reviews increasingly name individual employees, even during challenging busy weekends; evidence that the internal culture does translate into external experiences.

The Georgia Aquarium’s approach demonstrates that values become meaningful when organizations translate them into specific behaviors, create structured opportunities for cross-functional connection, and measure both quantitative metrics and qualitative cultural shifts. For workplaces navigating diverse teams with different priorities, the aquarium’s quarterly focus model offers a blueprint for making abstract principles real and tangible.

Editor’s note: From Day One thanks our partner, Reward Gateway, for sponsoring this thought leadership spotlight. 

Grace Turney is a St. Louis-based writer, artist, and former librarian. See more of her work at graceturney17.wixsite.com/mysite.

(Photos by Josh Larson for From Day One)

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