Good companies understand that their employees are important.
Great companies acknowledge that their employees are the most important asset for their organisation’s health, progress and success.
It is the latter group that understands their employees’ aspirations with respect to career development and growth opportunities. That’s why they work hard to attract, develop and most importantly, retain them. These firms want their workforce to feel supported, happy and engaged at work. In order to do this, they develop a deep understanding of what their people are looking for in their ‘employee experience’.
Are you leading or managing one such firm? Well done!
Do you aspire to? Great! But how can you make your company a great place for your employees?
Try the ‘love it or list it’ approach!
This approach is inspired by the Canadian home design reality TV show where homeowners decide if they want to renovate their existing home (‘Love it’) or buy a new one (‘List it’).
It can work equally well for an organisation and its people with these 3 tips!
1. Ask your employees what’s working for them and what’s not
Encourage honesty in your people and ask them what they’re looking for in an employer. Be prepared to face some brutal realities!
Use these insights to develop plans and address key areas. Look for ways that work well for all parties. Let them know that their inputs are appreciated. Most importantly, be transparent and honest about what is and is not possible, and why.
2. Understand what you’re offering (and if someone else is doing it better)
In every organisation, employees are analysing their situations and weighing their available options with respect to opportunities, benefits, etc. This is especially true if they’re not currently happy and engaged at work, and are looking for opportunities where they can be engaged and happy.
As an employer, you need to understand if your employees are disengaged or worse, unhappy. To start, know what you’re offering vis-à-vis what the market is offering. Is it better? Worse? Are you investing in the right types of training programmes and other support resources for your people? If not, you need to start! Encourage ongoing dialogues about career goals. Provide new assignments that stretch employees’ abilities, expand their skillset and lead to professional growth.
All these efforts are critical in order to help your people with their ‘love it or list it’ decision-making process. Ultimately, you will foster a great employee experience that will ensure they stick around for the long term.
3. Lip service doesn’t work. Support employees in meaningful ways
Simply creating a policy, plan or strategy that talks about ‘employee engagement’ or ‘workplace support’ is meaningless if it is not supported by significant actions. Focus on high-value and high-impact changes, even if they’re not high-profile. Even adding a few maternity parking spaces or providing a coffee brand that people actually like to drink can make a difference to the ‘love it or list it’ decision. Larger changes that organisations can foster (and thus expect a profound effect) include simplifying processes, establishing a formal internal promotion programme and providing more employee-friendly benefits.
The world of work is ever-evolving and so there’s always room for improvement as far as organisations are concerned. Therefore it’s important for firms to aspire to and hold themselves to the highest standards, not only for their employees, but their customers and shareholders as well. And this is why the ‘love it or list it’ process is never-ending. And that’s how it should be!
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