In the past three years, companies have faced one challenge after another and have had to rethink their work environment and company culture. Many employees are looking for optimal work-life balance, flexible working options and resources for professional development, among other benefits. Keeping your best talent on board will be a top priority moving forward. Investing in people not only makes them feel valued, but provides your business with stability. In this article, we are going to look at four practices to help companies adapt in order to meet their team’s expectations.
4 Practices to help companies adapt to team expectations
As the global workforce moves away from uncertain times, it is important for employers to offer employees support, both physically and mentally. Onboarding new starters can be costly and while annual recruiting costs may already be budgeted for, an unexpected increase in employee turnover could hit companies hard. If employers do not put the correct measures in place, the impact of talent drain could be substantial. Before focusing on creating new policies, it is crucial to understand which initiatives would be most beneficial to both new and existing employees.
1. Create positive employee experiences
Company culture and employee experience are actually interconnected, meaning each one affects the other in a visible way.
- Focus on the employee experiences that affect them everyday. These are called micro-experiences, which include conversations between co-workers, the physical spaces they work in or have meetings in and the regular emails they receive from HR.
- Encouraging regular team activities and discussions and sending appreciative and enthusiastic communications will help foster positive workplace experiences.
2. Connect people to a purpose
HR teams can be more successful at recruiting by making sure that the organization’s purpose is not only defined but tied to their employee value proposition and social good. Younger generations of the workforce are more likely to feel a sense of purpose at work than older ones and may be more likely to remain at a company that has a clearly defined mission statement. Fully articulate the difference your company makes and get very specific as to how it serves its employees, customers and community.
3. Build strong employee relationships
It is very important for leaders to set the overall tone of their workplace culture. Focus less on talking “to your employees” and more on talking with them. This practice will elevate their experience and help establish a foundation for a good culture. When this happens, your team will feel more supported and appreciated and feel like they belong in the organization. Moreover, employees who are more likely to be fully committed to working for a company long-term are the ones who identify with their core beliefs and purpose.
4. Give teams more autonomy
In the HR world, one of the ways to exercise autonomy is by implementing an employee referral program to bring recommended candidates on board. And if your employees are pleased with your company’s culture, it is likely they will refer potential candidates who share similar character qualities and values. What is more, team members who are involved in the hiring process will be more likely to feel empowered and even more integrated into the organization.
There are many more practices companies can implement in order to improve company culture but these are just a few of the foundational ones.
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