FEATURE
THE PROCESS OF SIMPLY CONDUCTING EMPLOYEE SATISFACTION SURVEYS MAKES EMPLOYEES FEEL LIKE THEIR OPINION IS VALUED – AND THIS ITSELF ADDS VALUE .
Ben Hogg , Managing Director , International , Lucid are constantly on the lookout for gaps – what perspectives or skills we ’ re currently missing on our teams . The last thing we want to do is add more people with identical skillsets , mindsets and experiences . Diverse backgrounds bring diverse thinking , enabling more creative solutions for clients and a more inclusive work environment . It ’ s vital for making any business stronger . Our Head of Sales was a schoolteacher immediately before joining !
The training of employees is essential and can take many forms – anything from expensive outsourced affairs to employee lead resource groups . From productivity , management skills and assertiveness training to business or industry-specific competencies – having these opportunities available creates a sense of commitment and worth to your workforce .
Money can ’ t sustain happiness
Offering an attractive salary will certainly pique interest in a role but a competitive financial package isn ’ t enough . Someone who takes the role for the money and not the role itself is unlikely to be happy , almost definitely won ’ t be productive and certainly won ’ t work out long-term . And that could mean starting the recruitment process all over again .
Packages that include softer benefits , such as healthcare , generous holiday allowance and flexible working are better , but to really attract and keep an employee in today ’ s cutthroat environment , there needs to be something extra . Not unlike personal relationships , there needs to be a future .
Visible career development pathways are a huge motivating factor , but promotion isn ’ t the only way to progress . Practices , like a ‘ Career Mobility Programme ’, that promotes internal transfers and lateral moves throughout an organisation can be just as attractive to future employees . Understanding that a person ’ s professional direction can change just as much as a personal one , allows for transferable skills to be utilised in a different way – to the benefit of all involved .
Don ’ t dictate , communicate !
Gone are the days when people used to worry about their own prospects being diminished by ‘ smarter ’ people joining their team . Employees want to see their organisations continue ‘ levelling up ’ because bringing in the brightest and best enables existing teams to learn , develop and grow , too . Our employees support this approach , and we know this because we keep the lines of communication very much open .
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