How to be the Best Employer

How to be the Best Employer

The truth is, while you’re looking to hire the best people, they’re also looking to work for the best employer. According to Forbes, there is a surplus of job opportunities out there and the top candidates know they have the luxury of choosing where to share their skills. And changes in the employment landscape mean there’s more to being an attractive employer than just offering the most competitive salaries. There’s also the issue of keeping your talents, once they’re in.

As a business owner or a policy-maker in your organisation, you also have to consider culture. You should consider every part of the employee experience.

Clear Vision

Recruiting the best talents out there means nothing if they don’t resonate with your organisation’s values and goals. From the onset, you have to be upfront with where you are headed and how they will fit into your plans of getting there. This means they have to have a deeper understanding of what their role entails and how it affects the business. This will let them know that what they do actually matter.

Employees should also believe in the products or services you are offering. They are more likely to take pride in their work if they are also confident enough to endorse your products.

Open Communication

Open communication should not just be between employee and their immediate supervisor. Although that is very important to have, the psychometric test, open communication means employees are able to freely speak their mind without fear and hesitation. Of course, rules and etiquette still need to apply, but questions, issues, suggestions, and solutions should be encouraged. Lines of communication should always be available between employees and management. A biannual survey will not do. They need to believe they are being listened to. This also means your policies must be able to accommodate changes for the better.

Solid Career Path

Solid Career Path

This sounds like a no-brainer but it’s important to emphasise nonetheless. More than the prestige and higher salary that career progression offers (those are still very important), employees want to know that they can grow in what they do. This is easy if you also want your employees to improve their craft and move up the ranks. Both quantitative and qualitative evaluations are essential. Coaching and mentoring programs will define the direction and impetus of your employees’ future.

Meaningful Engagement

Although parties and summer trips are indeed important, engagement means more than giving your employees a good time. The larger, more important goal you should be aiming for is developing a culture where people in your workplace care about more than just workflow and beating targets.

Personal development is linked with deeper engagement. Open avenues for your employees to explore and develop other interests. Offer training classes that may or may not be work-related. Invite speakers to talk about socially relevant issues in mini seminars. You’ll be surprised by how these simple, potentially cost-efficient measures can help make your employees feel more well-rounded.

Your company’s brand is also something to take precious care of. Your employees are your first ambassadors and their word holds more weight than satisfied testimonials or marketing advertisements. And it is not as costly as you think. The people at believe that even simple merchandise can help promote your brand. Find creative ways to nurture the way your employees appreciate their work.

Your employees make your organisation great. In turn, you should make your organisation great for your employees. It’s a cycle that’s rewarding for everything concerned, including your bottom line.

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