Employees want to work in environments that are more meaningful. When companies prioritize hiring for purpose, and make HR decisions based on this approach, they end up bringing on employees who are more engaged with their work.
Using communication platforms such as video conferencing early on in the screening process when interviewing candidates makes hiring for purpose not only feasible, but scalable. Employers can better pre-screen applicants via verbal and nonverbal expressions versus a phone interview or worse, just the words included in their resumes. Also, when using a video conferencing platform to interview candidates, you open your talent pool to a wider base and can drastically cut down the time it takes to hire quality talent.
Once you’ve hired a workforce that is united on a common purpose, then catering to that purpose, even when it extends beyond the walls of the business is what drives loyalty. Meaningful, fulfilling work is the baseline, but two other trends are rising in the pursuit of employee loyalty.
First is work friendships. As Adam Grant notes in his column in the New York Times:
“Once, work was a major source of friendships. We took our families to company picnics and invited our colleagues over for dinner. Now, work is a more transactional place. We go to the office to be efficient, not to form bonds. We have plenty of productive conversations but fewer meaningful relationships.”
Reestablishing these friendships can be a key motivator to stay at a job. One study found that positive relationships at work can bring us as much happiness as earning $100,000 more per year. Organizing your own company picnic is a good start, but not enough. If employees are instant-messaging each other from a few feet away, they are stunting their chances at making real connections. When executives put a premium on face-to-face conversations, it trickles down through the rest of the organization. And with video conferencing, geographic location needn’t hinder that face time.
The second trend is allowing employees to work where it’s most productive for them. Even the organizations rescinding their flex work policies acknowledge it’s not a productivity issue. And with a flexible work environment, employees not only get to do their work in an environment that suits them, but the ability to engage fully in their personal life (e.g. make it to a child’s sporting event) is a benefit with immeasurable value.
Companies that cater toward providing flexible working arrangements with the right collaboration tools end up with employees who are more engaged and productive. And when companies hire for purpose, promote connections between coworkers, and provide flex working, employees remain loyal to your organization, which lowers turnover costs.
Option 1: Re-establish Relationships with Employees