1️⃣ Let employees define the company culture
The first strategy I have identified is to let employees define company culture. By doing this, you will empower your employees, and in turn create a more diverse, inclusive, creative, and flexible environment, qualities that are highly sought after in the modern workplace.
2️⃣ Have a flexible environment with open communication and opportunities for education
Employees who feel valued and heard will perform better in their jobs and oftentimes offer innovative solutions to improve gaps within the organization.
3️⃣ Allow “Tour of Duty” assignments
Welcome to the new age of “tour of duty” assignments. In this day in age, many talented employees are not looking to stay with one company their entire career — they want new opportunities, new challenges, and new workplaces that value agile innovation. So instead of expecting to lock in employees forever, it may be best to respect that they will seek new ventures, and you can celebrate this by offering short-term “tour of duty” (2-4 years) employment contracts — a win-win for both the employer and employee.
4️⃣ Offer longer periods of time off and sabbaticals
Allowing employees to take extended time off to rest and recharge is not only an obvious perk for a potential new hire, it is a huge benefit for existing personnel. Employees who are provided with opportunities to take longer periods of time off or go on a sabbatical will return to work with new knowledge, innovative solutions, and invaluable insight due to their change in environment.
5️⃣ Always be clear on what you stand for as an employer
“To connect the world’s professionals to make them more productive and successful.” – LinkedIn
“To give people the power to share and make the world more open and connected” – Facebook
“Establish Starbucks as the premier purveyor of the finest coffee in the world while maintaining our uncompromising principles while we grow.” – Starbucks
“Our deepest purpose as an organization is helping support the health, well-being, and healing of both people — customers, Team Members, and business organizations in general — and the planet.” – Whole Foods
These are just a few examples of mission statements from the top companies with a global presence. What makes these companies stand out? They are crystal clear on what they stand for, allowing employees and stakeholders to rally around them
6️⃣ Provide opportunities for employees to engage in purpose driven assignments inside and outside the business
When people’s passions are stoked outside the office, they bring equal if not greater passion to their work in the office. Give your employees the opportunity to draw energy from their work, but also from the things they love. Purpose drives performance!
7️⃣ Create less of a “boss culture” and more of “coaching culture”
By creating less of a “boss culture” and more of a “coaching culture” your employees will feel valued, heard and respected by their peers and subordinates. This is not just applicable for leadership roles. A corporate culture that emulates empathy is felt at every level of an organization whether big or small.
8️⃣ Bring in external people for workplace experiences
This can be a fun one for employers! Bringing in external people for workplace experiences does not have to be directly skills or tasks related to one’s job or industry. Think cooking classes, health and wellness activities, a mindfulness coach, or motivational speaker! You will attract talent and increase your retention rate.
9️⃣ Listen to and give employees a voice
This one is always important for companies to remember, especially in these Covid times when many of us are solely reliant on technology and virtual meetings. When you are not seeing employees in person, employers need to go that extra mile to reach out and ask how things are going. Check in before they check out. We all need to feel heard!
🔟 Reduce barriers for remote employees so they have equal opportunity to be promoted, interact with peers and management, and input into work
The final strategy for employers to win the war on talent is to reduce barriers for remote employees. An October 2020 Gallup poll of US workers revealed that 33% are permanently remote, 25% are hybrid remote, and 41% are never remote. We now have more than half of the country’s workforce working exclusively or partially remote. This shift to remote to remote has permanently shifted the employment landscape. Sound investments in ensuring that remote employees feel connected are not short-term solutions. Connecting with employees are now long term strategies for performance, efficiency and productivity.