You see it just about every year: the business across the street from you gets some type of “Best Place to Work” award. The business down the street is named “Favorite Place to Work” for the fourth year in a row by its employees. This article offers 6 ways your company can be a “best place to work” for real.
When we think about the “best place to work” awards though, one has to wonder how are these accolades earned? Are they real or fake? Should your company be one of those “Best Places of Something”?
There are plenty of organizations that release these kinds of lists and awards. So if you are seriously interested in participating, make sure that any company that’s putting out a “Best Places to Work” list knows you’re in business or you’ll be left off no matter how fantastic your workplace may be.
Before you launch into reshaping how you do business, make sure these are real awards given by an independent organization. When you see a particular restaurant or hair salon win some “Best of the Best” award, there’s a chance that they bought an advertisement that comes with an “award.” They might fool the public, but the employees will often tell you a different story.
If you want to be seen as a great place to work, your entire effort begins and ends with your employees.
So how do you go from good to great?
Here are 6 Ways Your Company Can achieve being a true “Best Place to Work”
Reflect Your Employees’ Values — According to the 2018 Best Places to Work List released by job board site Glassdoor, it’s far more than just a sweet benefits package that’s going to get quality employees through the door. Employees and potential employees want to know that the company has a commitment to do good in the world the way they are trying to do good.
Don’t Discount Those Benefits — Over the last decade, many companies have been in “cut mode” with benefits. It has become nearly impossible to find a company that covers not only a good chunk of an employee’s health care, but also a good chunk of their spouse and family’s healthcare as well. When a company still offers a good package, this sends the message that health and wellness, along with valuing the employee and their family is part of a company’s core culture.
Recognizing There is Life After Work Hours (and sometimes during) is Important — When a company doesn’t act like a stickler overlord on the 50+/- hours per week an employee works, it can make a big difference. From adjusting hours to allow for the morning drop-off at school, to installing a gymnasium for employees to use free of charge. By simply recognizing that an employee has a life outside of the office goes a long way toward morale.
Growth and Education — There are recently-graduated high school students entering their freshman year in college who will be taking jobs in four years that don’t exist today. Do you have a program where your current employees can stay on the educational track so they qualify for those jobs? How about truly developing your leaders? Being given tools to improve, and improving professional standing loom large in many employees’ minds.
Mirror Employee Input — If you’re going to ask for employee feedback, don’t do it simply as a necessary gesture that gets shelved. Show employees that you care about what they think when you conduct a survey or put out a suggestion box. Try not to just look for that one diamond-in-the-rough idea and also take negative feedback to heart. Believing that their opinion counts for something is valuable for building trust and loyalty.
Always Be Honest — You’ve had a record year, and there’s much extra money. When an employee asks where it’s going, what do you say? Flip it…you’ve just had the worst quarter in history. An employee asks if they should be concerned. You’re concerned, so what do you say? Telling employees the truth, even if it may not be what they want to hear, shows them that you view the employer/employee relationship like a partnership. Because it is.
Are you a leader or employer who needs to confidently lead a culture of high employee morale and engagement? If so, let’s talk. Contact us to schedule a complimentary consultation at http://maricarmenpizarro.com/contact-mari-carmen/
