5 Things that Top Workplaces Do Differently
Over the years, we’ve found a few simple, but consistent practices that differentiate average employers from top workplaces. Here are 5 things top workplaces do differently than other organizations to attract and retain the best talent.
They make investments where it matters most.
Like many businesses, top workplaces are forced to make tradeoffs in offerings and programs, but keep investing in the things that are most meaningful to their top performers. They don’t just throw money at programs with little value – they know what matters most to their top people and put cash where it counts. For example, they invest wisely in strategic development programs, aimed at advancing their top performers into future leadership roles and growing talent pipelines; reserve funds for meaningful rewards to show appreciation to their top people for jobs well done; keep their compensation practices updated and competitive; and also don’t skimp on basic benefits.
They keep their people passionate and engaged in their work.
Top workplaces keep their top performers motivated on the job and passionate about their work, and for these reasons, it’s no wonder that these organizations employ individuals that are more engaged, innovative, and successful than other employers. The best places to work have found simple, but creative ways to engage their top performers through the work itself – spending plenty of time on job design, getting employees involved in brainstorming and implementing ideas, encouraging and coordinating personal development, moving employees into new jobs and roles, and giving employees the autonomy they need to do their best work. Instead of spending time rolling out elaborate motivational tools and programs, they focus on keeping the work fresh and exciting.
They talk to and interact with their employees.
Take a walk through any top workplace and you’ll notice a different climate than other organizations, specifically leaders and managers talking to their employees and engaging with top performers and not huddled in meetings all day with their management teams. You may even notice leaders mentoring employees, recognizing them on the spot, working side-by-side with staff, or participating in an on-boarding event. They aren’t leading from the corner office, but rather from their daily examples. The best places to work simply talk to and interact with their top talent more often than other employers, request their feedback and involvement in the business, and as a result understand what makes them tick. Consequently, their top people feel more valued by the highest levels of the organization, and develop strong relationships with their managers.
They respect and support employees’ personal time.
In an age where businesses and employees are faced with greater challenges, demands, and stressors and fewer resources, top workplaces are realizing that employees have greater needs for support in their work/life – whether those are balancing family responsibilities, pursuing personal goals, improving their well-being, or dealing with losses and other personal circumstances. These organizations take steps to ensure that their top people are able to balance their personal and work lives by addressing workload issues, offering flexible scheduling, providing support services and generous leave, and using a supportive approach in the workplace.
They build and sustain a great culture and work environment.
Ask any top performer: a major reason they love their organization is the work culture. It’s the unique work environment and the people inside the organization that keep many top performers happy and satisfied. In fact, culture is perhaps the most frequently cited “reason for staying” at their organizations. Top workplaces are able to create cultures and work environments that their top people grow to cherish and don’t want to leave. Described as positive, fun, supportive, flexible, collaborative, open, and performance-based, top workplaces have cultures that attract the very best talent. These organizations have a knack for sustaining these cultures through the many ups and downs of business and as their workforce changes.
Many employers believe that creating a top workplace means offering all the bells and whistles, and that their quest is out of reach. Yet our research continues to show that these simple strategies can make all the difference when building a great workplace to attract and retain the very best talent.
For more information about Northeast Ohio’s top workplaces, the 2011 NorthCoast 99 winners, please visit www.northcoast99.com. In addition, for more information about the NorthCoast 99 winners’ best practices, please click here.