Attracting top talent to your organization is a challenge many companies face. The best candidates typically aren’t looking for a job; they’ve already got a good one. As a result, we’ve established a trend in the workplace that goes well beyond titles and compensation. And while seeing dogs around the office is a nice perk, it’s SO 2014.
What do your people really care about once you’ve taken care of their basic needs? Read on for things you might want to be considering to attract – and retain – your top talent.
FLEXIBILITY
While “unlimited vacation” policies have become the new normal, they only truly work if you manage them the way they were intended. The rationale behind them? You hire adults. Treat them as such. If your team is performing, what purpose does it serve to nickel and dime them on each and every hour worked? I work with a new mother who is struggling with that infant syndrome of a new ear infection or sore throat every other week. She is a phenomenal employee; why on earth would I penalize her if she needs to duck out for a morning to take her baby to the doctor? Flexibility contributes greatly to loyalty. Show your people you trust them to get their work done in a manner that supports their work outside of life too, and you’ll likely find them even more productive and efficient.
CONTINUOUS LEARNING
Years ago, professional development efforts were focused on skill building specific to that organization. While that is still important, learning and development has become a true competitive advantage when it comes to attracting and retaining people. Think about it; the majority of people leave their jobs not just for a bigger paycheck. It’s often times about the opportunity to take the next step in their career.
There are numerous different ways to get started. You could assign a learning budget for each person, and allow them to select the professional development opportunities that work best for exceling and learning within their roles. You could commit to sending people to an industry conference where they can gain the exposure to new connections and networks, as well as learning. Really limited budget? Provide access to learning sites such as Lynda, Udemy and Pluralsite. Engaged managers will cheer on their team member’s learning, and help them apply it in their roles.
FUN AND GAMES
There’s not a competitive company out there in today’s world that isn’t trying to entice people to join with creative perks like free food, beer on tap and ping pong tables. Of course these items can up your company’s “cool” factor, but at this point, they are no longer novel; they are table stakes. A few things to consider, however. Choose the items you believe are most aligned with your culture, as well as how well they scale. Companies that offer daily free lunch when they are small are extraordinarily generous, but will that perk be scalable as that team grows? People love free perks, and items that make their lives simpler. Just be wary that you can sustain what you offer; nothing worse than taking perks people have become accustomed to away because they are no longer affordable. As you introduce new items, keep things flexible. Offering free fruit? Watch what people eat and adjust your order if you learn apples are far more popular than the bananas. You’ll save waste, and provide people with what they want. Want to add a little fun? While ping pong tables have become status quo at most startups, talk to your people and find out what appeals to them. The point isn’t to create a Dave and Buster’s in your workspace; you are trying to create a space where people can unwind, partner together in a relaxed manner, and build relationships away from their desks. Just choose what appeals most to your staff; not what’s most popular at every other company.
HEALTH SUPPORTS WEALTH
With the lines of professional and personal lives often blurred, health and wellness is one of those things people know is truly important and yet it often falls to the bottom of the priority list. Here’s the thing: healthy employees are more productive employees. Productive employees are more impactful in their work – and to your bottom line. It’s one thing to provide people with ample free food, but then you need to help them get out from behind their desks and work it off a bit as well. While gym memberships are an easy fix, there are other simple solutions as well. Try an onsite yoga program, or assemble a team of people for an after work running club. Many companies host “Biggest Loser” competitions so they can lose weight together, or sponsor teams participating in events like “Tough Mudder.” It doesn’t have to be costly; the point is to realize that work is stressful. Providing and supporting an environment where people can keep their minds and bodies healthy is a small price to pay in comparison to the cost to replace an employee who leaves due to burnout.
GIVE TO ME – AND TO OTHERS
Work is often focused on employees doing impactful work to build their careers, and support the company’s bottom line efforts. However, it’s not so black and white anymore. Many people don’t just want a paycheck; they want to contribute to something meaningful that’s bigger than themselves. Many companies are taking this to heart, and feeding their employee’s philanthropic needs. Whether it’s an employee match program that supports their favorite charities or adopting a cause that your people can contribute time and money too, enabling your people in their efforts to be good citizens is just smart business. At Rapid7, we committed to doing a “day of service” across the globe each fall. Each office selects the organization or two it wants to support, and organizes around that effort. It’s not just an incredible day to give back to our communities; the new relationships formed have an exceptional impact on collaboration and productivity once back in the office.
Not every company is in the position to offer top shelf perks like free daily meals and college tuition reimbursement. However, by adapting some of the ideas above to meet the culture, needs, and budget of your company, you might find you don’t just attract more people; you retain them as well.
Christina Luconi is Chief People Officer for Rapid7. Follow her on Twitter: @peopleinnovator.