Attracting and retaining talent
Attracting the right talent is key to a well-functioning business, but retaining that talent can be a challenge if care isn’t taken over internal comms. By engaging your employees in the values of your organisation, you increase their investment in their work.
The key to retaining talent is making an investment in your company culture. Individuals in your organisation need to feel they are catered for and valued. There should be opportunities for training and self-improvement, opportunities to socialise and focus on creating a harmonious work environment.
Employees that feel that they are a priority in your company are much more engaged, can become advocates externally, and a much more likely to stay a part of your team.
Employer branding
Excellent employer branding attracts employees and displays the good practices that make them successful.
According to LinkedIn’s Global Recruiting Trends 2016, 59% of companies are investing more in their employer brand, with up to 70% of internal comms budgets going to communicating company values.
Taking this builds your company reputation internally and in the marketplace as an employer of choice. It transforms your efforts into word-of-mouth referrals and employee reviews on job boards. In today’s connected candidate marketplace, anything that can generate positive peer reviews is worth investing.
However, don’t allow your quest for talent attraction to outrun development and retention of your current employees. The ability to attract and recruit talent is vital to any company’s success – but by enhancing your employer branding across the board, you stand to improve your employee retention in the long run as well.
Honey put this into practice with our work for Spinlock. Adventure is the heartbeat of the Spinlock brand. It’s who they are and what they believe in. It connects them with their customers, so it was important to communicate this to their employees too – uniting them as a community. By producing tone of voice and bringing their brand to life internally, we created compelling tension in their brand voice that drives how they communicate and retains employees through engagement.
Flexible working
By 2020 millennials and gen-Z will make up 50% of the work-force – a majority in the workforce that has strong expectations of working less than two years at any given company.
The rise of the gig economy and entrepreneurial exploration are also luring fresh talent away from full-time jobs. All this creates retention challenges, regardless of sector.
However, better planning and work schedules help employees strengthen commitment to tasks and responsibilities. To reduce staff shortages, management can improve recruitment, selection, and talent training by investing in improving employee engagement.
By 2020 millennials and gen-Z will make up 50% of the workforce
Building teams of brand ambassadors
Retaining the best employees ensures client satisfaction, increased sales, satisfied workers, and deeply embedded organisational knowledge, so it is in every company’s interest to make this a priority.
To create a culture of reliable contributors across your organisation, you must give employees a voice by equipping teams with the necessary tools, activities and programmes for heightened engagement. Viewing your employees as fundamental building blocks of your company allows you to shift your internal mindset and resources towards continual development and growth. People are reluctant to leave successful companies, so this will contribute to employee retention.
Retaining the best employees ensures client satisfaction, increased sales, satisfied workers, and deeply embedded organisational knowledge and learning, so it is in every company’s interest to make this a priority.
To create a culture of reliable internal content contributors … you must give employees a voice.
Got you thinking?
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If you recognise any of these challenges and would like to know more, please get in touch to start a conversation.