4. Foster inclusivity and a sense of ‘belonging’
Build employee engagement strategies that truly bring to life an inclusive culture. Post-pandemic, it was hard to imagine going back to everyone being in the office every day. Hybrid and flexible working opportunities had also widened talent pools, making sure those who required greater flexibility could be included in the labour market. A robust commitment to equality, diversity and inclusion is an important factor informing the culture of workplaces. Many seek out environments where everyone is valued for their lived experiences and can bring their whole self to work.
However, there has been reports of a new trend of ‘coffee badging’, which refers to employees entering the office building briefly, tapping in to grab a coffee and speak to colleagues, before leaving to work from home for the rest of the day. The new buzz word has been identified as a response to the greater call to spend more time in the office. The drivers behind this range from wanting to ensure more cohesiveness and ‘water cooler’ moments, creating stronger teams, to organisations wanting to make use of the office space more regularly.
According to Charmi Patel, associate professor in international human resource management at Henley Business School, “It’s crucial to address trust issues that may arise between employers and employees concerning productivity. Micromanaging through office attendance monitoring can erode trust. Instead, a culture of accountability and setting clear performance expectations can make all the difference.”
To overcome the challenges associated with a lack of in-person interaction for hybrid teams, dedicated strategy days or designated days when certain teams are in the office are good compromises to create greater flexibility. According to a poll by People Management, more than two thirds of employees would start looking for a new job if they were required to be present in the office more often. To avoid presenteeism, harnessing the power of technology on a daily basis can drive connections, to be supplemented by in-person events. The individual requirements of the team and accommodating their personal commitments is a vital balance for employers to navigate.
5. Prioritise wellbeing and a values-led culture
Supporting wellbeing by encouraging and promoting a work-life balance is a priority for many employees. The pandemic enabled remote working that allowed working parents to be more involved with childcare and balance all facets of their working life. This has resulted in employers increasingly reviewing their employee value proposition – the sum of benefits and promises about their working environment being strong enough to attract and retain the right skills and people.
The employee experience is critical in successful retention strategies. Organisations are increasingly considering how to create a culture that employees want to be part of and thrive in. This includes examining the values of the organisation itself and whether this aligns with those of their people.
Values-led benefits are also increasingly adopted by companies who want their people to choose the benefits that they derive the most value from, such as pay as you earn initiatives and volunteering days. There are also those that recognise the individual and the importance of accommodating the lifetime milestones they are facing, such as leave being extended for fertility treatments or those going through the menopause.
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The longevity of employee relationships really depends on the strength of each individual employer and employee relationship. When employers ensure that they are offering pay and benefits packages that successfully balance affordability with being competitive in the market or for particular roles, these should be widely communicated to employees so they understand the true value being offered in the total reward strategy. Once this is taken off of the table by fair and competitive pay being satisfied, this unlocks the competitive benefits of an organisation’s employee value proposition that’s wide in its remit. Those that support the values and wellbeing of their employees, and foster a sense of acceptance and belonging, will build cultures that employees want to stay and join.
Contact us today to discuss how you can bolster your employee retention strategy and ensure that you are offering employees an experience that makes them enjoy working for your company. Register to contribute your views to our upcoming UK Reward Management Survey for spring 2024.
