Being an employer of choice means becoming the place people want to work, the organisation they want to devote their time and energy – and the place they will commit to for prolonged periods.
So how can you become an employer of choice?
The notion of employer of choice, and the elements that define what an employer of choice is, will increasingly feature in the considerations and decisions of employees as their needs evolve.
Employees are indicating a desire to link their future to longer term careers with employers. They are looking for the right fit – one that provides interest, challenge, growth, fulfilment and a match with their values. Employers who fail to exhibit employer of choice characteristics face an extremely uncertain future as prospective employees assess their options and align their futures with employers who provide the best match.
The top five characteristics are as follows:
Recognises and rewards staff well-not just Money.
Invests in the learning and development of its people
Operates ethically and fairly at all times
Has family/life friendly workplace practices
Management is passionate and engaging to work with
So for those ready to take on the challenge of becoming an employer of choice, consider the following tips:
Capitalise on the impending talent war by providing more of what people need and expect from their employer. By working to project and deliver the characteristics of an employer of choice, your ability to keep the best people and poach others like them from elsewhere, increases dramatically.
Recognise and reward employees for working collaboratively through tough times. Reassure them of their future, be prepared to 'loosen up the reins' a little with regard to pay and conditions post-GFC, shine a light on their successes and publicly thank them. Fulfil their expectation of appreciation and recognition – that is, let them know that having 'toughed it out' with this organisation, the leaders and managers have noticed and do appreciate the employees' efforts.
Provide career and training and development pathways to fulfil the expectations of employees. A key element of being an employer of choice is the creation of opportunities that help employees to develop, grow, advance and succeed. The creation and implementation of individual career pathways and training and development plans for each person in the organisation provides greater certainty and reassurance about the future.
Develop a better and deeper understanding of the needs and expectations of your key people. Talk to your top three most important people now, then talk to another three tomorrow. Spend time with your key people to understand their career aspirations, professional development ambitions and personal goals. Continue these discussions until you really understand their individual needs and motivations. Then set about creating the workplace that fulfils their needs. Provide direction, challenge and support to engage them.
Develop flexible, family friendly policies and practices that deliver work-life balance. When you understand the needs and motivations of employees, creating or adapting flexible workplace practices that deliver work-life balance is much easier to do. The key expectations of employees and the ways in which the organisation can adapt to support them (rather than the other way around) will be evident. All leaders and managers have to do is to listen, to take on the challenge, and to implement.
Expand and evolve mentoring and coaching activities as a means to developing and nurturing individuals. Make the most of this powerful opportunity to develop others and, in doing so, improve the performance and productivity of the organisation. Orient your thinking about mentoring and coaching to enable you to see it as one of the most compelling ways to develop individuals.
Plan for and manage the expected loss of experience and intellectual property flowing from an aging workforce. Recognise that there is much to be lost when older and more experienced people leave. Consider and implement policies that extend and embed that knowledge and limit the loss by adopting comprehensive mentoring, coaching and knowledge management processes.
Become more passionate. Employees of the future are looking for longer careers, working with leaders and in organisations with which they can engage. Show your interest in them and your excitement about the organisation's direction and goals. Share with them your confidence about the future. When you and they become excited about the path you are taking together, enthusiasm, teamwork and passion flourish.
Leaders and managers that respond to these challenges quickly, effectively and comprehensively will find their own people engaging and committing to the organisation more strongly and consistently. They will also be in a position to attract the best talent from elsewhere.
The benefits you reap from keeping the best people and attracting even more of them from other organisations will flow freely. Put simply, leaders and managers need to reinvent and redefine their organisations to become employers of choice.
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