Every company wants to be the company that’s always flooded with resumes, yet most aren’t. If this sounds like your company, you’re probably wondering what to do. Keep reading to learn five ways you can transform your company.
An exceedingly small number of families conform to the traditional model of an income-earning husband and stay at home mom. That means the traditional, rigid 8-5 schedule works for almost no one. While some job categories must adhere to a fixed schedule, you’ll become a place people want to work if they’ve got wiggle room in their schedules.
Takeaway: You can build some minor flexibility into rigid schedule jobs by including a no-penalty grace period of 10-15 minutes at the beginning of each shift.
Some companies probably still encourage 80-hour workweeks, but that is a path to losing good employees. Your workers don’t want to burn out on the job or have heart attacks. They want more balanced lives that leave them healthy and active. Encouraging health and wellness activities will make your company more desirable for potential employees who want those balanced lives.
Provide Development Opportunities
No one wants to feel like they’re stuck in a rut in their job. This is especially true in jobs where there is a small chance of promotion or no clear path to it. Left to their own devices, employees will seek out professional development elsewhere. Offering professional development signals that you take a healthy interest in your employees’ progress.
Takeaway: If you don’t provide development opportunities, your best employees will find another way.
A Culture of Recognition
Study after study and article after article talk about how people desire recognition at work, often more than they crave a raise. It’s a big ask in companies where managers often struggle to manage their existing workloads. Carving out time to provide employee recognition can feel impossible. This priority must start from the top and may require bringing on more managers to lighten the workload. The upshot is that inculcating a culture of recognition will create a vastly happier group of workers.
It’s a sad truth that managers and supervisors will sometimes tell outright lies to get subordinates to do what they want. They’ll exaggerate how soon something must be finished or pretend higher-ups are angry about the degree of progress. While this might work in the short-term, it drives a permanent wedge the second the lies get exposed, as they almost always do.
Takeaway: Always keep things on the level. It only takes a single lie for a supervisor, manager, or business owner to lose credibility forever.
The key to becoming a company where people want to work starts and ends with never treating people like a number. If you treat everyone like a human being and show a modicum of human concern, people will flock to your company.
Put in the work to become one of these companies.