Honestly, am pretty tired of so many surveys and writings on why an employee will stay engaged in a company. Volumes of analyses are penned on why the employees need to be engaged with the best practices, contemporary practices, and ‘designer’ employee retention tools which are a great tool in the armor of the employer brand.
But, let me bluntly put across a few things which makes the employee hang on, and why he will not look elsewhere to do the same job.
- treatment with dignity – this is the bedrock. you do the best of practices and yet have a jerk as a manager in one of the functions, who loves and lives by stamping on the ego and dignity of his colleague, then with all the cosmetic engagement tools, you are not going to retain a soul, a good employee. so, spot the jerks today, and do something about their behavioral change if you can – a great service to your employer brand.
- a role appropriate to the skills and competencies – how many times does your HR/line/recruitment function jump and say “here’s a great talent”.. and you go ahead and hire the person just for the heck of showing the world that your ’employer brand’ is capable of attracting the best of talent out there. without any sense of what role and responsibility you will give the person – in your present and future ‘scheme’ of things? if there is nothing like that, then your ’employer brand’ is not just ruining another career, and even worse self-inflicting a blow on the face of your brand. so, think of a proper plan before you want to go out and get the best of talent – is your brand ready for such great talent?
- great talent is never retained by frivolous engagement tools. period. at best, the buzz you build around the ’employer brand’ with such fun tools may last for a month or so. even that, in this information age, is a stretch. great talent looks for real ‘meat’ in the job content, in the career path, in the span of control and challenges – besides off-course the best of money. notice that money will mostly come in the bottom of the aspiration ladder for someone who is serous about ‘growing’ a career. so, pay attention to the ‘meat’ your employer brand can proffer and spice it up with the money. as you will know, just the spice sans the ‘content’ food will be inedible and propel attrition, no matter what you do.
- is your employer brand a school of learning, and the best in that – most organisations which win the serious employer brand surveys are there mainly because they are solid learning grounds. every person who stays with you wants to grow, intellectually as well. and most times, people exit the organisation getting tired of doing the same thing, in the same way everyday. there is nothing called learning in your brand – if that is the case, then all the buzz you create around the employer brand will fizzle out in no time.
- work life balance – in this wired world, as we all get more connected, and telecommuting is the order of the day, it is no surprise that what is hit most is work-life balance. technology is meant to ease our lives, and help us get more productive; yet in reality the opposite has happened. our handheld work devices have got to our bedroom and kitchen – every ring or buzz hits the nerve even at home. it is time great employer brands offer real work life balance – to take it further, i would opine that today’s employer brands must have a documented work-life balance policy, which clearly facilitates each employee in being a balanced person (i have taken it too far? 🙂
All the best for your ’employer branding’ life cycle.