Every organization wants the right person in the right job.<\/p>\n
Every person contemplating the roughly\u00a090,000 hours they\u2019ll be spending at work wants to be in the right job. <\/a><\/p>\n This is why magazines such as Forbes release annual lists of the world\u2019s best employers<\/a>, and why sites like\u00a0Glassdoor<\/a>, where employees rate their employers, exist. If you\u2019re going to spend a third of<\/p>\n your lifetime at work, you\u2019re going to research what different organizations offer.<\/p>\n So how can employers ensure their Employer Brand<\/a> is viewed favourably and can compete against its contemporaries? Know what motivates the people you want to hire.<\/p>\n Yes, salaries and perks matter but they\u2019re fairly generic. There\u2019s probably not much you offer that your competitors can\u2019t match. \u00a0Where you can differentiate yourself is through your<\/p>\n principles. It\u2019s increasingly important for potential employees to find companies with values that align with their own, particularly (but not only) to millennials who will comprise 75% of the<\/p>\n workforce in 2025.<\/p>\n One of the effects of the pandemic is that it has thrown into sharp relief what matters to people, in their personal and professional lives. Whether it\u2019s flexible working hours, changing where they<\/p>\n live or ditching their commute, people now know what\u2019s possible. In the years to come, they\u2019ll be looking for companies that accommodate those choices, and allow them to bring their whole selves to<\/p>\n work. They\u2019ve also watched how organizations have treated their staff in this crisis and taken note.<\/p>\n \u201cIt\u2019s increasingly important for potential employees to find companies with values that align with their own, particularly (but not only) to millennials who will comprise 75% of the workforce in 2025.\u201d<\/p><\/blockquote>\n Organizational values can no longer be the laminated sheet on the wall of the office kitchen. They need to be the authentic foundations of company processes and systems, informing decision-making<\/p>\n and making the company\u2019s actions consistent and transparent.\u00a0 Those values need to genuinely permeate the daily experience of employees.<\/p>\n This starts at the top. Staff are significant stakeholders and need to be recognized as such. People want to make a positive impact. They want to genuinely speak with pride about what their company<\/p>\n stands for. They want to work for leaders with integrity, and they expect a high degree of transparency about decisions that affect them. Employees flourish when working with ethical leaders; those<\/p>\n who create a culture in which employees can safely challenge decisions, and where contributions are welcomed.<\/p>\n The right organizational culture produces a secure and productive workforce \u2013 proud ambassadors who\u2019ll champion your brand on their social channels and in their professional interactions.<\/p>\n Once you\u2019ve got the right people on board, how do you keep them there? Organizational churn is disruptive, and costly. It\u2019s estimated that the Canadian economy loses $3.8bn each year in lost<\/p>\n productivity due to staff turnover. Work perks aren\u2019t enough to keep staff hanging on in the face of toxic organizational culture and unethical leadership. The resulting low morale tends to breed a<\/p>\n culture of mere compliance and minimum effort amongst those who stay, and high turnover as those who can leave do.<\/p>\n Invest in your human resources the way you do any other.\u00a0 Everyone in their career will face challenges that can\u2019t be solved by a Code of Conduct. Help your people meet these challenges by<\/p>\n providing professional development which exposes them to different ethical decision-making frameworks and increases their ability to work through ambiguity. Empower them to move from simply<\/p>\n following rules to being able to question the rightness of an action or circumstance. Ethical fade is real and needs to be consciously addressed.<\/p>\n Strengthen their judgement and critical thinking skills. Support people who are motivated to create change along ethical lines and make sure their efforts are recognized. Equip your employees with<\/p>\n the capabilities to assess the impact of the organization\u2019s priorities and overtly give permission for them to act constructively on what they may uncover. All of these measures will help them, and<\/p>\n the organization, make the right decisions for the right reasons at the right time.<\/p>\n There are\u00a0many positive benefits<\/a> of strong ethical leadership \u2013 brand safety, reputation management and growing market share. But among the most important is attracting and retaining high calibre staff who will share their experience of your organization widely. Word of mouth is a powerful force, and it\u2019s a recruitment tool you want to get right.<\/p>\n If you would like to learn more about how to improve your Employer Brand,<\/a> get in touch with us here.\u00a0<\/a><\/strong><\/p>","protected":false},"excerpt":{"rendered":" Every organization wants the right person in the right job. Every person contemplating the roughly\u00a090,000 hours they\u2019ll be spending at work wants to be in the right job. This is why magazines such as Forbes release annual lists of the world\u2019s best employers, and why sites like\u00a0Glassdoor, where employees rate their employers, exist. If you\u2019re going to spend a third of your lifetime at work, you\u2019re going to research what different organizations offer. So how can employers ensure their Employer Brand is viewed favourably and can compete against its contemporaries? Know what motivates the people you want to hire. Understanding what motivates your people Yes, salaries and perks matter but they\u2019re fairly generic. There\u2019s probably not much you offer that your competitors can\u2019t match. \u00a0Where you can differentiate yourself is through your principles. It\u2019s increasingly important for potential employees to find companies with values that align with their own, particularly (but not only) to millennials who will comprise 75% of the workforce in 2025. One of the effects of the pandemic is that it has thrown into sharp relief what matters to people, in their personal and professional lives. Whether it\u2019s flexible working hours, changing where they live or ditching their commute, people now know what\u2019s possible. In the years to come, they\u2019ll be looking for companies that accommodate those choices, and allow them to bring their whole selves to work. They\u2019ve also watched how organizations have treated their staff in this crisis and taken note. \u201cIt\u2019s increasingly important for potential employees to find companies with values that align with their own, particularly (but not only) to millennials who will comprise 75% of the workforce in 2025.\u201d Organizational values can no longer be the laminated sheet on the wall of the office kitchen. They need to be the authentic foundations of company processes and systems, informing decision-making and making the company\u2019s actions consistent and transparent.\u00a0 Those values need to genuinely permeate the daily experience of employees. It starts from the top This starts at the top. Staff are significant stakeholders and need to be recognized as such. People want to make a positive impact. They want to genuinely speak with pride about what their company stands for. They want to work for leaders with integrity, and they expect a high degree of transparency about decisions that affect them. Employees flourish when working with ethical leaders; those who create a culture in which employees can safely challenge decisions, and where contributions are welcomed. The right organizational culture produces a secure and productive workforce \u2013 proud ambassadors who\u2019ll champion your brand on their social channels and in their professional interactions. Once you\u2019ve got the right people on board, how do you keep them there? Organizational churn is disruptive, and costly. It\u2019s estimated that the Canadian economy loses $3.8bn each year in lost productivity due to staff turnover. Work perks aren\u2019t enough to keep staff hanging on in the face of toxic organizational culture and unethical leadership. The resulting low morale tends to breed a culture of mere compliance and minimum effort amongst those who stay, and high turnover as those who can leave do. Creating ethical decision-making frameworks Invest in your human resources the way you do any other.\u00a0 Everyone in their career will face challenges that can\u2019t be solved by a Code of Conduct. Help your people meet these challenges by providing professional development which exposes them to different ethical decision-making frameworks and increases their ability to work through ambiguity. Empower them to move from simply following rules to being able to question the rightness of an action or circumstance. Ethical fade is real and needs to be consciously addressed. Strengthen their judgement and critical thinking skills. Support people who are motivated to create change along ethical lines and make sure their efforts are recognized. Equip your employees with the capabilities to assess the impact of the organization\u2019s priorities and overtly give permission for them to act constructively on what they may uncover. All of these measures will help them, and the organization, make the right decisions for the right reasons at the right time. There are\u00a0many positive benefits of strong ethical leadership \u2013 brand safety, reputation management and growing market share. But among the most important is attracting and retaining high calibre staff who will share their experience of your organization widely. Word of mouth is a powerful force, and it\u2019s a recruitment tool you want to get right. If you would like to learn more about how to improve your Employer Brand, get in touch with us here.\u00a0<\/p>","protected":false},"author":2,"featured_media":15148,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[374,6],"tags":[],"class_list":["post-11488","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-employer-branding"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\tUnderstanding what motivates your people<\/h3>\n
It starts from the top<\/h3>\n
Creating ethical decision-making frameworks<\/h3>\n