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Become an employer of choice: Some key strategies

An 'employer of choice' is an organisation recognised for treating its employees exceptionally well, creating opportunities, and instituting work/life policies and benefits on an organisation-wide basis to create an enjoyable and fulfilling employment experience. It has been well-documented that employer of choice organisations with innovative programs that build workforce capability and commitment out-perform their competitors in attraction, retention and development of people.

For example, a UK company that was recently awarded with an 'employer of choice' accolade incorporates work-life balance into their business plan - including an IVF policy, providing childcare vouchers, and an active reward and recognition programme which complements the support provided to employees, such as flexible working hours, career development and training opportunities.

The employer of choice strategy is being adopted by a wide range of organisations and implemented as part of core strategic planning priorities to affect business performance. So how do you go about achieving 'employer of choice' status?

Pay attention to what employees really want.

In order of preference, a recent survey found that employees rate their job satisfaction on the following factors: having a good manager; working on challenging projects; being rewarded and recognized for their work; learning and growing on the leading edge of technology, products, ideas and business; collaborative communication; having a degree of control, autonomy in their day – types of projects, dress, etc.; and then salary.

Create a corporate culture that isn't 100% corporate.

Customers and clients should feel comfortable that they are being cared for, but let employees set the organisation's culture. Taking this initiative is best done from within, developed and managed by those who know the company best-employees and managers. Outside experts can give parameters, guidance and tips.

Encourage collaboration.

Silos are out! Share information and involvement across the organisation. Knowledge is power. Employees can and will outperform if they're empowered.

Clear paths for getting the work done.

Removing obstacles and bureaucracy reduces frustration, which leads the way for employees to be more productive and career progressive. Hire according to company values. Match the employee to your particular culture. Finding employees with the right 'cultural fit', personality and attitudes is just as important as skills. It's the whole package that is important, which is an important factor to retaining them over the long-term.

Address the reasons why top employees leave.

  • 1 Lack of opportunity with the company;
  • 2 Dissatisfaction with work conditions;
  • 3 Non-competitive pay and benefits;
  • 4 Lack of confidence in management or lack of empowerment to successfully perform job tasks are the most common reasons why employees leave. Address it.

Foster innovation and new ideas to create a work / life balance environment.

Offer flexible hours, telecommuting, compressed working weeks, job-sharing, job rotation, pets at work, reward and recognition programs, workplace massages, paid tuition, days off, casual Fridays etc.

Employer of choice strategies are by no means a quick fix. They require long term planning and commitment to achieve sustainable competitive advantage through the people they employ.

There is no doubt that organisations need to work harder at becoming "employers of choice" and one of the most important things employers can do to attract key staff is to make themselves attractive as an organisation, so that potential highly talented employees go to them.

The brand, the performance of the organisation, the successful harmonious executives who run the organisation, and the management style they apply are all vitally important and often ignored from within.

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