How to Gain the Upper Hand in the Talent Wars

Your company may not be a Google or a Facebook, but that doesn’t mean you can’t level the playing field by offering and managing significant workplace services. As workplace culture continues to be a key deciding factor for professionals choosing between job offers, such perks really do count toward hiring and retaining the best talent. Here’s how to make a difference.

To start, it’s important to understand the role of employee perks and workplace culture in hiring and retaining talent. Innovative employee perks cannot make up for a toxic work environment. They must work in tandem and align with your company’s overall mission to have a lasting impact on employee engagement and job satisfaction. For example, a health and wellness company that offers onsite yoga and nutrition classes will attract like-minded employees.

But simply offering onsite classes or other services isn’t enough to earn employee loyalty. People must also feel that they have permission to take advantage of employee perks. A foosball table may give the impression that a software development firm is a fun place to work, but it will only collect dust if employees are chastised for using it during normal work hours. Make sure managers and team leaders see the value of employee perks and actively support their use.

One way to do so is to incorporate perks into employee bonus and reward programs. For example, consider subsidizing or discounting onsite services like dry cleaning, car washes, and tax services. Unlike a paper certificate or plaque, these services can actually improve your employees’ quality of life. Instead of spending time and money on these necessary services during their personal time, employees can take care of them during the work day and spend more of their personal time doing what they love.

Incorporating onsite services into employee bonus and reward programs also gives managers an opportunity to let employees know that they are valued and cared for—a key contributor to employee engagement and loyalty. Studies show that when employees know that their managers care about them, they work harder. Consider pre-approving a set dollar amount from which managers can “gift” employees paid services. That way, when circumstances arise, managers have the flexibility to express their concern or support. For example, if a top employee is experiencing a lot of stress at home, the manager might offer a paid onsite massage to let him or her know that they are cared for.

Finally, when considering employee perks, make sure you know what your employees value and that you give them what they want. Survey employees to find out what kind of onsite services they’d like to have. And then review feedback and analytics on the impact of new services to determine the return on your investment. Visibility into services will help you fine-tune your offerings and ensure that perks are playing a supporting role to the workplace culture.

This Article Source is From : https://www.computerworld.com/article/3186647/it-management/how-to-gain-the-upper-hand-in-the-talent-wars.html

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Created on Jan 9th 2018 01:07. Viewed 508 times.

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