In an increasingly competitive job market, sometimes the only thing that differentiates your business is the company culture. Candidates know this, and rather than settle for a job where they show up every day and get paid for it by the end of the month, they will roast the potential workplaces about other benefits that accompany the offer.
Are your business policies competitive enough to attract young, savvy workers or are you late? Rather than increase wages to compensate, consider implementing some of the ideas below to create a more welcoming workplace and happier teams.
Optimize your hiring
When it comes to transforming your business culture, start at the beginning.
A company I worked for had a habit of making potential hires meet with six or seven of their potential colleagues during their first interview. One person would greet them, another would take them to the interrogation room, a third would make them a quick tour of the building and three people would attend the interview.
This may seem excessive, but it did mean that current employees felt involved in the process and had some control over the people they would work with in the future. It also allowed hiring managers to determine which candidates best fit the corporate culture, which we all know is more important than the skills they possess on paper. .
Relax the dress code
The way your employees dress is one of the things that set the tone for your entire business, but imposing a useless dress code on your employees is a shortcut to dissatisfaction. According to a recent survey, 61% of workers said they did not feel the "positive impact" of having to dress in a certain way, while about 1 worker on 5 – This is the new generation of workers – admitted that a strict dress code would influence their career choice or even make them consider quitting their jobs.
Make yourself comfortable with specific workwear "rules" and, instead, try to establish a broader and simpler requirement that employees must demonstrate discernment and look diligent every day.
Defending Days of Illness
Do you inadvertently punish your staff for being sick? If you spread a culture of martyrdom by insisting that the staff tries to come forward even when it feels bad (sometimes called "presenteeism"), you only shoot in the foot.
Rather than losing a day of productivity while they are resting at home, coming to the office is more likely to keep them sick longer and infect their colleagues at the same time. As a result, you end up losing more hours of work by other people needing free time to recover.
Take a look at your official policies as well as what's really going on when an employee is sick, and consider making some adjustments.
Do you supervise your employees as unreliable children, or do you trust them to do their work when you are not looking?
Allow your staff to have some autonomy during their hours (but again, encouraging the use of good judgment) demonstrates a level of respect that is more likely to be returned when you are in a pinch. For example, letting employees leave early on Friday once they have finished their work, or giving the green light for occasional days at home means that your team will be more likely to rally to an additional workload or to work overtime.
If your business does not operate under a traditional 9 to 5 system and it relies on shiftworkers, you can still empower them by using shift scheduling software. These platforms allow your teams to check their hours, find their own cover, swap teams, and communicate with each other on the cloud, rather than having to check a physical rotation and schedule. develop last-minute requests.
To actively encourage vacation leave
Like sickness policies and flexible hours, many workplaces have a vacation policy on paper and another in action. If your staff has the impression of having too much work to take a vacation, it does not matter if you offer 30 days of PTO or not at all. Work with your services to create a reliable work coverage system, encourage staff to book five days off at least once a year, and watch for anyone who does not seem to be on vacation.
Revise your policy for unused leave, too. You do not want business to be penalized by everyone using their remaining vacations at the end of the year, but denying requests completely is actually robbing your staff. Consider a buyback system, a one – month grace period or an allowance to postpone a few days to the next year. Google applies a very effective policy that allows staff to give unused days to their colleagues – perhaps one who is preparing for a life changing event or a trip around the world.
Managing the love life of your staff is always tricky, and since we spend about a third of our lives at work, it's no surprise that 41% of people have met a colleague. While it is important to ensure the welfare of employees (abuse of power, sexual harassment, etc.), it is futile to try to completely eradicate office relationships.
Google and Facebook have recently released updates to their policies, setting up ground rules and clearly explaining what is acceptable and what is not when it's safe. 39, acts of love at work.
Keeping your employees healthy reduces downtime – a benefit to you and your staff. Depending on the budget you can allocate, it may be to provide free fresh fruit or subsidized subscriptions to a gym. Free flu vaccines, medical exams, massages, and outdoor team building sessions are just some of the other ways you can help improve the physical well-being of your teams. .
Between 10 and 25% of your team are likely to experience mental health problems, so it makes sense to incorporate this into your policies. The first step is to demonstrate that your company supports the discussions and actions needed to manage mental health issues. You can also offer designated quilt days so that exhausted staff do not feel obliged to lie about the illness.
Rewards do not have to be financial. Reinforcing the culture of your business can actually be done by showing that you care about the individual needs and development of your workers beyond their daily work.
An example would be to send people to attend training that might not be immediately related to their role, but that could benefit their work in a broader way. Talk to your teams and use evaluation meetings to develop the best types of training.
Alternatively, you can designate a few hours per month for staff to work on any project or task that interests you. Perhaps it is a creative work in the background, or a tool that the employee thinks can improve the efficiency of his team. Encouraging passionate work-related projects can lead to innovation and greater ownership of their work. Coding jams, creative writing projects.
Conduct exit interviews
When it's time for staff to move on, enjoy a candid interview about their work experience for your company and ask them if they have any suggestions for improving the systems, policies, atmosphere or culture. Provided you have already given them a reference, an employee at the end of their career is more likely to feel comfortable about being honest about areas in which management misses the mark.