Employers Advice


03-flexibility1. Flexibility

The best and most talented candidates are confident in their bargaining power and want to have some degree of job flexibility. Some will ask for four-day weeks, reduced hours or remote working. Others will just want the flexibility to stay at home and look after their sick kids when the need arises and not feel guilty about it.

Increasingly, employees don't want to be tied to their desks, so switched-on employers are focusing more on what gets done by staff – using and developing key performance indicators – instead of measuring performance by how long people spend at work. Rather than 'clocking in' and 'out' each day, employers can afford employees some freedom and flexibility, providing they deliver on their targets.


2. Mentoring and Training

Staff want to know that they are progressing and developing through their role. The scope for personal and professional development through further training is one of the most sought-after qualities candidates look for in an employer.

Training and developing staff need not mean a lot of time spent away from important tasks or sending them on expensive management courses. There are many informal, cost effective ways to develop people and let them know they are valued. This might include launching an internal mentoring / development programme or simply educating management to take a more active interest in their staff's careers.


3. Salary Packaging

Staff don't just want work flexibility, but pay flexibility too. Salary packaging can provide that, allowing employees to take certain benefits paid for out of pre-tax income – such as cars, personal computers and superannuation.


03-positive-reputation4. Positive Reputation

Employers who experience a high staff turnover will need to look deeper into their organisation and examine the reasons why this is the case.

  • Do you provide employees with an enjoyable working environment or is it tense and stressful?
  • Is there a strong sense of team in the organisation or is everyone simply doing their own thing?
  • Do certain personalities take away from a great working atmosphere, rather than contributing to it?

Frequently in business our reputation precedes us – so it is worth asking the question: If I didn't work here already, would I want to? Treating employees with kindness, appreciation and respect typically yields a response of hard work, dedication and commitment.

The most popular companies to work for are those who possess strong brand recognition and have a reputation for excellence in their market. Discerning professionals will use their relational networks to establish the 'real picture' of what it's like to work there. The fact is, happy employees become great ambassadors for great companies. It is worth while engaging and motivating your staff, because when it comes to attracting talent, they are your most powerful advertisement.


5. Clear Development Pathways

For high achieving professionals, the opportunity to develop both personally and professionally is crucial for job satisfaction. They want to invest their talent in an organisation that can help progress their career and expand their skill set in return for their hard work.

  • Do you offer on-going training and development?
  • Do you have clear pathways for growth and promotion?
  • Can you offer your executives tasks that are both challenging and rewarding?

Creating a culture of continual learning and progression helps to both engage existing employees and enhance your reputation to others as an attractive employer – especially for high level executive or senior leadership roles.

 

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