I had a friend who, when he received his master’s degree, immediately went to Facebook and wrote a long, heartfelt post about how much he owed his success to his wife. To hear him tell it, he couldn’t have accomplished this feat without her encouragement, sense of humor, flexibility, and hard work. (Knowing his wife as I do, he was probably right.)

You can do the same with your company history.

When putting together the story of your company’s genesis, journey, and accomplishments, don’t neglect the people who might, at first glance, seem inconsequential.

The secretaries who ensured that appointments were kept, the spouses who kept things running on the home front, and the mailroom employees who made sure even the smallest tasks ran smoothly — all of them played an invaluable role in your success. You have the opportunity to make those people feel as appreciated and valued as my friend made his wife feel.

What Is a Company History?

Müllerhaus describes a company history as “the founding bedrock upon which [your organization] stands and continues to grow…immensely valuable” and a story that “permeates every level” of your corporation.

Whew! No pressure, right?

The company history you want goes far beyond the About page on your website. It encompasses the values, vision, and milestones that got you to where you are today. The best company histories share both triumphs and failures, recognizing that each played a role in shaping your company’s identity.

Recent data also suggest that publicizing your company’s history is a smart business move.

Authenticity plays a bigger role in customer loyalty today than it used to; a comprehensive behind-the-scenes look at your story helps customers understand who you really are.

“In a world where…customers are demanding greater transparency and authenticity, a company with a compelling and credible origin story has a significant edge,” writes Todd R. Thomsen, a blogger with nearly three decades of experience in strategic IT leadership.

Tip: Don’t Hide the “Bad”

When looking through your company’s history, don’t shy away from the less flattering moments — like the time Tony from Sales came up with a marketing idea that bombed big-time. Include that story and its aftermath.

Seven months later, CEO Indra Nooyi offered an honest and introspective take: “This has pained me a lot because this company is known for diversity, and the fact that everybody who produced and approved the commercial did not link it to Black Lives Matter made me scratch my head… The minute I saw people upset, I pulled it. And you know what? It’s not worth it.”

Say what you will about the ad (and there’s plenty to say—not least about how unbearably long it was), but Nooyi’s response showed a CEO whose priority was responding quickly and respectfully to customers.

And customers noticed. Shortly after the ad’s airing—and its swift removal—PepsiCo was already showing signs of recovery. If PepsiCo were to write its company history today, you can bet this episode would be included in detail.

When writing your company history, some of the key figures are obvious: founders, past and current presidents or CEOs, and major investors. But who else deserves a spotlight?

Branch out. Think beyond the most recognizable names. Go through a typical day—who makes sure the lights are on and the doors are open? Who sends out meeting reminders and takes notes? Who chased down your biggest client back when you were just starting out?

These are often the people whose job titles mean they get overlooked when awards are handed out. The janitor, the receptionist, the sales associate—without them, your organization wouldn’t run nearly as smoothly or successfully. Your company history might be the perfect opportunity to give them the recognition they’ve long deserved.

And it’s not just the right thing to do—it’s good for business.

Recognizing Others: Low Cost, High Reward

According to a 2025 study published in PLOS One, “when employees perceive their efforts and achievements are recognized, it fosters a sense of worth and validation, which in turn fuels their motivation and commitment.”

The researchers replicated an earlier study that found “recognition significantly boosts employee engagement, underscoring its importance as a key driver in the workplace.”

Not surprisingly, the opposite is also true. A recent Gallup analysis showed that two-thirds of U.S. workers did not feel recognized or praised for their good work—and those employees were twice as likely to say they planned to quit within the next year.

(I can vouch for this. In a past marketing role, I discovered that an email I’d spent days perfecting had been rewritten by a colleague — at my boss’s request — and sent to our entire network without my knowledge or consent. It was the final straw after many others. I quit a week later, just after my boss returned from an international trip she hadn’t told me about. If I’d ever doubted my value to the organization, that sealed it.)

Gallup’s conclusion? “[Public recognition of your employees] might be one of the greatest missed opportunities for leaders and managers.” (Emphasis added.)

Putting It All Together

Writing a company history has multiple benefits. It grounds your organization in its own story, giving both your team and your customers a stronger sense of identity. It allows you to celebrate your victories and reflect on the lessons learned from your missteps.

The process itself helps you refine your core values, ethics, and mission.

More importantly, it gives you a chance to highlight the unique and valuable contributions of people who might otherwise go unnoticed. Remember to think creatively about who you include and which stories you tell. Make your praise honest, specific, and well-deserved — no pandering.

Just be warned: once your employees feel that kind of genuine appreciation, their motivation might skyrocket — and you’ll have to come up with new ways to celebrate their success all over again.