Best to Work For?

We’d all like to say that we are the best company to work for or an “Employer of Choice”. The reality is that the only way to really know or find out if you are is through open communication, employee engagement surveys, and a constant dialogue with your team members.

Communication

You must first build a trust with your employees. In my opinion this always starts with communication. That can mean via an intranet for the staff (provided they all have access to it); a monthly or bi-monthly all-staff meeting; departmental meetings with supervisors, managers, and directors passing along information, goals, and accomplishments; or group email announcements (again, the employees must have access).

If you have diversity in your organization, English will most likely be a second language and need to be taken into consideration when creating an article or group emails for all-staff distribution. You must be sensitive to all employees in the organization.

Meat and Potatoes

The next items are the intrinsic and extrinsic values the employees need to have in order to feel safe in your workplace. We have covered these meat and potato items before but a short list here doesn’t hurt to repeat.

  • Compensation
  • Medical
  • Dental
  • Vision
  • Recognition

Mission and Vision

Does the organization have a clear mission and vision that could be stated by any employee in the company at all levels? If not, then that should be your priority. It shouldn’t be more than a sentence or two and should be verbalized and demonstrated from the executives through the entire management team. You must model the behavior you wish t see from your team.

This mission and vision statement is the foundation of your culture. Look at the tenure of your employees. Are you tapping into their knowledge of the organization? It is very likely that they were here before you and have a lot to say. Give them a safe place to say it.

Recognition

Recognition is a key component towards a good culture and a great place to work. Don’t use it as a tool to tame the troops. Recognition has to be genuine and I have recently read a book on the five “love” languages of recognition in the workplace. Not all of your team members are going to appreciate a gift card. Especially since they will have to taxed for it.

Some employees just want you to personally say “Thank you” to them. Others might appreciate a nod in a staff newsletter or department meeting. Knowing what your team members appreciate is part of the solution to being a great place to work. It means you are paying attention and are invested in them. They see it. They see almost everything you do or at least their perception of what you do.

Employee Engagement Surveys

The best advice I can give is to really make the survey as easy and anonymous as possible. You don’t want your team to answer the questions the way they “think” you want them answered. You want them to give you real, straight feedback. The Good, Bad, and the Ugly. It might sting a bit but this is how an organization that is truly committed to culture change will find out the best they have to offer and the worst. This will make you an employer of choice. Suck it up and do it right.

Author: peoplewrangler

HR Professional, Teacher/Trainer, and Writer passionate about human resources and helping others become the best they can be.

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