Seven signs that show you are the per­fect em­ployer

Kuwait Times - - BUSINESS -

It is no se­cret that great com­pa­nies want to hire great tal­ent, and the se­cret sauce to ev­ery com­pa­nyís suc­cess is the ef­fort and hard work of its teams and em­ploy­ees. This is why in­vest­ing in your em­ploy­ees and your tal­ent ac­qui­si­tion strat­egy is so vi­tal. But how do you en­sure that you have a great com­pany that is at­tract­ing the best tal­ent and re­tain­ing its ex­ist­ing top em­ploy­ees? From Bayt.com, the Mid­dle Eastís #1 Job site, here are the seven traits that ev­ery great or­ga­ni­za­tion has and how you can achieve them too!

1. Help em­ploy­ees plan their ca­reer paths

There are very few things that are more im­por­tant than op­por­tu­ni­ties for growth and de­vel­op­ment. No one wants to be stuck in the same po­si­tion, do­ing the same things for­ever. There­fore, it is ex­ceed­ingly im­por­tant for em­ploy­ers to fo­cus on ca­reer de­vel­op­ment and to have a clear track for the growth of their em­ploy­ees. In fact, ac­cord­ing to the Bayt.com Ca­reer De­vel­op­ment in the Mid­dle East sur­vey, 82% of MENA pro­fes­sion­als would leave their com­pa­nies in search of bet­ter ca­reer growth op­por­tu­ni­ties. Show your em­ploy­ees that there is in fact am­ple room to learn, de­velop their ca­reers, and climb the cor­po­rate lad­der.

2. Of­fer train­ing and learn­ing op­por­tu­ni­ties

This one goes hand in hand with of­fer­ing ca­reer growth op­por­tu­ni­ties. Em­ploy­ees highly value the op­por­tu­nity to fur­ther de­velop their skills and abil­i­ties. Im­ple­ment learn­ing pro­grams, ei­ther in­ter­nally or ex­ter­nally. This can be done through on­line cour­ses, sem­i­nars, so­cial learn­ing, men­tor­ship, in-house train­ing pro­grams, and com­pany-spon­sored schol­ar­ships for higher ed­u­ca­tion. If youíre on a tighter bud­get, you can al­ways find ways to de­velop a low-cost yet ef­fec­tive train­ing pro­grams for your em­ploy­ees.

3. Rec­og­nize ef­fort and re­ward achieve­ments

Stud­ies have proven over and over again that em­ploy­ees who feel ap­pre­ci­ated, val­ued and rec­og­nized by their em­ploy­ers are the most pro­duc­tive and most loyal to their com­pa­nies. Ac­knowl­edg­ing ef­fort, hard work, and achieve­ments is among the high­est mo­ti­va­tors for em­ploy­ees. This means cel­e­brat­ing their suc­cesses, as well as the risks they may have taken, even if they donít re­sult in per­fect out­comes. Do­ing so is im­por­tant to build a sat­is­fied work­force. For­mal­ize the process by in­tro­duc­ing reg­u­lar eval­u­a­tion sys­tems and re­ward pro­grams for your em­ploy­ees. You can even get cre­ative with your re­wards re­gard­less to your bud­get and size of com­pany.

4. En­cour­age di­ver­sity, in­no­va­tion and cre­ativ­ity

Di­ver­sity is not just about hav­ing dif­fer­ent peo­ple from dif­fer­ent back­grounds work­ing in the same place. It is also about ac­cept­ing new ideas and be­ing open to a com­pletely dif­fer­ent school of thought. This means wel­com­ing di­verse opin­ions and ideas within the work­place. Foster the in­no­va­tion and the cre­ativ­ity of all of your em­ploy­ees, trust their in­tel­lect, and be open to new and fresh projects that may en­hance the com­pa­nyís suc­cess, and im­prove pro­duc­tiv­ity and ef­fi­ciency.

5. Com­mu­ni­cate openly and often

The health­i­est work en­vi­ron­ments are those where em­ploy­ees and man­agers are hon­est and open with each other. Teams can share thoughts, dis­cuss new ideas, and even give neg­a­tive feed­back, when nec­es­sary, with­out wor­ry­ing about con­se­quences from their man­agers. Al­ways make sure your com­pany is trans­par­ent and does­nít leave em­ploy­ees in the dark about new devel­op­ments and changes to the or­ga­ni­za­tion, whether they are im­prove­ments or prob­lems. En­sure that all man­agers have an open­door pol­icy, which al­lows for open con­ver­sa­tions and trust among all em­ploy­ees.

6. Fo­cus on health and well­ness

A re­cent Bayt.com study re­vealed that 96% of pro­fes­sion­als in the MENA re­gion be­lieve it is the em­ploy­erís re­spon­si­bil­ity to pro­mote their em­ploy­eesí health and well­ness. Struc­tured health pro­grams and well­ness poli­cies are among the top ben­e­fits that job seek­ers look for when ap­ply­ing for jobs. This can also be a great mo­tive for loy­alty. En­cour­age all your em­ploy­ees to lead a healthy life­style, in­tro­duce healthy snacks to the work­place, of­fer dis­counts or free gym sub­scrip­tions, hold reg­u­lar events out­side of the of­fice that pro­mote ac­tiv­ity, such as rock climb­ing, which can also dou­ble as a great team build­ing ac­tiv­ity.

7. Pri­or­i­tize work-life bal­ance

Hav­ing a good work-life bal­ance is essen­tial and af­fects the morale of ev­ery em­ployee. Though some peo­ple might find trou­ble achiev­ing it, oth­ers rel­ish it. It is the mangerís re­spon­si­bil­ity to set a good ex­am­ple for their em­ploy­ees and help them achieve a bal­anced state. Of­fer perks such as flex­i­ble hours or re­mote work. Al­low your em­ploy­ees to work on their own time and to choose what­ever is most con­ve­nient for them, de­pend­ing on their life­style and other com­mit­ments they may have, such as child­care. Im­ple­ment telecom­mut­ing pro­grams that al­low peo­ple to work from home ev­ery once in a while, if the na­ture of their work al­lows it. Flex­i­ble work ar­range­ments help em­ploy­ees achieve a bet­ter bal­ance and yields hap­pier and more sat­is­fied em­ploy­ees all around. —Cour­tesy of Bayt.com

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