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Employer attractiveness: 5 impulses for employee loyalty

There are numerous approaches to sustainably strengthen the sense of community in the team. (Photo: George Rudy / shutterstock)

“Digital Talents” are few and far between and more sought-after than ever – not least because they are also big ones Corporations are becoming more and more digital and enticing with good salaries. That money is by far not everything is shown by the changed wishes and needs on the employee side, especially in the context of New Work.

The following are five ideas on how companies can position themselves as attractive employers and retain talented people in their own organization in the long term.

1. Establish the buddy system

Networked with one another, strong with one another: Um The so-called buddy system is a promising approach to sustainably strengthen the sense of community in the team: The buddies – that is, pairs of two who are repeatedly “combined” – meet weekly, exchange ideas about customers and brainstorm together. Employers can create real synergies in this way: If, for example, one: e campaign manager and one: e account manager: are part of the buddy team, an excellent four-eyes principle is automatically established here.

With this system, your company also achieves a perfect and uncomplicated holiday handover – after all, the buddies exchange information with customers on a weekly basis and are therefore already involved in each other’s processes. So that the buddies not only work with each other, but also for the entire team, it is recommended, for example, to put the organization of team events in the hands of the buddies.

2. Provide feedback culture and opportunities for further development

To make progress , sound feedback is the be-all and end-all. This is why managers and founders should hold discussions with all of their employees at regular intervals, at least every four months. These appointments are used to define “firm” and “soft” goals that can be easily reflected in the next conversation.

Very important : In the discussion, the hierarchy should never count, but the better argument. And: The defined goals should never cause fear, but only serve as a basis for discussion. If a goal has not been achieved, there are usually understandable reasons – those who have personnel responsibility should definitely internalize this.

To be within the team Regular and anonymous employee surveys are ideal for identifying tensions that might not be apparent to outsiders at first glance. Of course, such processes are time-consuming, but in retrospect they can ensure a better climate and a much more effective way of working – by clarifying discrepancies.

Have confidence in your team and encourage your employees to continue their education. Offer internal workshops and external training courses to pass on existing know-how and develop new skills. This is how you show your employees that you value them and that everyone has the opportunity to grow. This also includes clearly showing growth opportunities in the company, even in small teams.

3. Consider personal interests

Especially in the service sector, founders and managing directors should : inside ensure at all levels that the cooperation between the customer and the team always takes place on an equal footing. Of course, customers pay for a service – but there should always be fair and professional dealings with one another. All those involved should be aware that they can only benefit from the expertise of the other person.

And it is precisely this knowledge that is more likely to be willing to share if it fits well between both sides. Perhaps you have such a good knowledge of your team that you know exactly what kind of customer you can bring together with whom from your team so that the chemistry is right. The personal interests of your employees could also be a criterion: the greater the overlap with the topics and preferences of the customers, the better.

4. Actively promote employee health

Last but not least, the corona pandemic has clearly demonstrated that employee health must be one of the central issues for every company. Another aspect that has often been underestimated in the past is mental wellbeing. An open approach and the pure appreciation of each person in the team are an absolute prerequisite for this.

In addition, employers can take specific measures , for example by setting up places of retreat in the office or making offers that promote awareness. You can also encourage a healthy diet by providing fruit, water, and tea. There remains the aspect of ergonomics in the workplace: Height-adjustable desks, chairs that are easy on the back and training specifically on this topic should be considered by every company.

5. Benefits that go beyond the money

Finally, a question that you should ask yourself as the person in charge: “Why should you apply for a position in my company?” Put yourself in the shoes of the talents you want to attract and openly question the advantages Work in your organization really offers. The first thing that probably comes up here is monetary incentives, which in addition to the salary itself also include capital-building benefits and a company pension scheme.

Another factor is the work-life balance: You can nip the fear of overtime in the bud. Applicants and your employees do not have a life besides their job, but a job besides life. If overtime really does happen, it should be compensated for by free time as soon as possible. Only those who have enough relaxation and free time can develop creative ideas and always find motivation for the next working day.

Conclusion: transparency instead of black box!

With the knowledge that in addition to good framework conditions, the well-being of your team is also in the foreground, you are already creating the best basis for a good framework for employee loyalty: internal loyalty. Your efforts will be noticed, but above all you will prevent frustration and dissatisfaction.

If you are also transparent about costs, sales and other relevant parameters communicate, you reduce the risk of leaving your colleagues behind in hierarchical black boxes. At the same time, you can get your employees even more enthusiastic about your mission – and thus ensure that you work together towards the same goals.

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Sallie Anderson
Sallie works as the Writer at World Weekly News. She likes to write about the latest trends going on in our world and share it with our readers.

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