Title - Perks you can give your employees without breaking the bank - i
PERKS YOU CAN GIVE YOUR EMPLOYEES WITHOUT BREAKING THE BANK

Employer brand is defined as the company’s reputation and popularity from a potential employee’s perspective. It describes the values the company gives to its employees[1]. Leaders quite often overlook their employer brand or devote few resources to develop and grow it. A strong employer brand attracts and retains workers while turning them into advocates for the company. Harvard Business Review estimates that a bad reputation costs companies at least 10% more per hire[2]. And according to Gallup, 51% of employees are actively looking for different jobs or watching for opportunities[3]. Organisations that ignore the need for employer branding will miss their chance to keep talented staff onboard.

In addition to the standard benefit packages (Health insurance, retirement fund contribution etc.), here are a few more suggestions to strengthen your employer brand:

  1. Experiences, Employee discounts, rewards and freebies

Your employees deserve some time-out after a particularly demanding week. Think movie tickets, meals or gift cards. Companies will commonly offer a monthly ‘rotating’ gift card to a local spa or restaurant wherein a different employee benefits each month.

  1. Flexible schedule

According to Gallup, a job that allows a greater work-life balance is “very important” to 53% of employees[4]. Allowing your employees some leeway to dictate their hours heightens their engagement with no cost to the employer. Depending on how you adopt the model, some companies set minimum working hours for their employees, while letting them arrange how to fit it into their day. For example, if I had an 8 hour work day, I might prefer to begin at 10 am and end it at 6pm. Whereas another employee might prefer to start at 7am and end 3pm.

  1. Wellness programmes

Employee health should be as big a concern for employers as it is to their subordinates. Unhealthy employees don’t perform – and if they do, they don’t fulfil their potential. Cost, time and responsibilities are the most common barriers inhibiting the pursuit of wellness. Companies can implement a range of measures to tackle this issue. Subsidising gym memberships, organising regularly scheduled walks after lunch and offering healthy snack options are a number of ways to achieve employee wellness. Our personal favourite is hiring a personal trainer for a group session, which is very cost effective while benefiting a larger number of employees.

  1. Generous paid time off

No doubt the topic of time off makes managers and employers very anxious. If that sounds like you, consider focusing on results, not output. If employees deliver on performance goals, does it make a difference how much time they spend at their desks? You’ll find when you trust employees to decide how much time to take off, they work harder to meet deadlines thus increasing productivity and efficiency.

  1. Improve the office environment

While we’re not urging you to invest in expensive extra curricular options, making an office more receptive to the people who spend ALL their time there will boost your bottom line. Consider adding free snacks, Apple Music/Spotify memberships or a comfortable break room to your office. Better yet, all three!

  1. Peer Recognition

While we may not like to admit it, acknowledgement of what we contribute is important to us. So why should it not be the same for our employees? Try having your employees offer a reward to a fellow employee of their choosing. Recognition goes a long way in fostering employee confidence and loyalty

  1. Career Development Opportunities

45% of millennials and 31% of Generation Xers say a job that accelerates their professional development is very important to them[5]. With the world literally at our fingertips, knowledge has been made readily accessible. It’s easier than ever before to learn new skills with platforms like Udemy and Edx. Encouraging employees to pursue the subsidised courses will likely increase their value to your organisation.

  1. Mental health days

Burnout is a reality for a lot of people. While your employees’ mental health should be incentive enough to provide mental health days, here’s more: Organisations with highly engaged employees outperform low engagement organisations financially by 202%[7]. It’s good business to provide space and time for your employees to reset when they ask for it.

  1. Commuter benefits

Unfortunately the rates at which cost of living is rising isn’t proportional to the rate at which salaries increase. This means people continue to earn less while their bills go up. Offering to help employees manage their costs in getting to work is a major perk they’d be interested in. Consider fuel allowances, public transportation budgets or even a company bus.

This list isn’t in any way exhaustive. There’s a lot more action organisations can take to build their employer brand. A great employer brand costs businesses 50% less per hire and results in 50% more qualified applicants[6]. No business wants to pay a premium in higher salaries because of a bad or non-existent reputation. Like any other aspect of your company, you must invest the required time and resources to reap the benefits.

Tune in Every Monday and Thursday for more tips and tricks.

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[1] https://www.talentlyft.com/en/resources/what-is-employer-brand

[2] https://hbr.org/2016/03/a-bad-reputation-costs-company-at-least-10-more-per-hire

[3] State of the American Workplace, Gallup, 2017.

[4] State of the American Workplace, Gallup, 2017

[5] State of the American Workplace, Gallup, 2017

[6] https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/ultimate-list-of-employer-brand-stats.pdf

[7] State of the American Workplace, Gallup, 2017

How to Fix your Companies Talent Problem
HOW TO FIX YOUR COMPANY’S TALENT PROBLEM
What is a healthy and productive workforce worth to you?

Whether you’re a budding entrepreneur or an established organisation we all undoubtedly share one particular challenge – growing the right team. Beyond question this gets trickier the more niche your market. While you may have all the dedication and get all the results, a chain is only as strong as its weakest link. To remedy the lack of talent more and more companies are turning to remote workers aka telecommuters.

Economic strategy or workplace fad?

In all likelihood you’ve encountered countless trends, fads and instant-result solutions to your problems. Some overpromised their results, others flat out failed and maybe one actually worked. With the seismic growth of the Internet, pandemic prevention, congestion relief and even more factors, talk of remote work is growing. As Laurel Farrer, CEO of Distribute Consulting asks – is this particular trend economically justified or is it our evolving workforce craving modern convenience?[1] Well you know what they say, when in doubt – look at the numbers.

Sourcing information from Global Research Powerhouses – Stanford University, Gallup and Harvard University. Here’s what we found:

  1. Retention

In a survey, 54% of employees said they would switch to a job that offered them more flexibility. While, a further 54% said they were actively searching.[2] Further, an experiment conducted by Stanford, found that the attrition rate in employees who took up the opportunity to work from home more than halved compared to their office counterparts[3].

  1. Productivity

Remote workers are an average 20 -30% more productive than their office counterparts[4] and, another study revealed work output also increased 4.4% in teleworkers[5].

  1. Engagement

Gallup found 51% of the workforce was not engaged and this translated to a loss for companies[6]. Whereas remote workers had a greater return on engagement with a 41% reduction in absenteeism. Engaged workers produce 40% lower quality defects, 21% higher profitability and of course a 24-59% lower turnover[7].

  1. Performance

Remote workers showed a 13% performance increase in another study by Harvard. They attributed this increase to a reduction in break time and sick days in addition to a more comfortable work environment.[8]

  1. Profitability

The Chinese travel agency in a study, reported saving an average of $2,000 dollars a year per employee working remotely as a result of productivity boost and reduction in office space[9]. Further, Harvard noted that the average worker was willing to accept 8% less pay for the option to work from home and there is an effective increase in real salary without cost to the organisation –thanks to saving on commutes.

  1. Plenty of Fish

Lastly, remote workers offer you unflinching access to the best, qualified candidates in your market. Numbers are on your side and your options are limitless when hiring. You’d be fishing where the fish are.

Work place flexibility is no doubt a critical topic in the future of work, and employers who fail to consider it will renege on its benefit. If you believe remote work could be a key ingredient in your brand’s sustainability, you must invest in its development as a resource.

At The Manpower Company we dare to innovate, pioneer and evolve in the world of work. Outsourcing Human resources, relieves businesses of human resource management responsibilities thus allowing you to focus on what you do best. After all, isn’t it worth getting it right the first time?

What are your thoughts on workplace flexibility?

Follow us on Facebook at ‘TMC Kenya” for even more tips and tricks.

See you on Thursday for our next post.


[1] https://www.forbes.com/sites/laurelfarrer/2020/02/12/top-5-benefits-of-remote-work-for-companies/#39d4b95216c8

[2] https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx (pg. 169)

[3] https://nbloom.people.stanford.edu/sites/g/files/sbiybj4746/f/wfh.pdf (pg 1)

[4] https://nbloom.people.stanford.edu/sites/g/files/sbiybj4746/f/wfh.pdf (Pg 172)

[5] https://hbr.org/2019/08/is-it-time-to-let-employees-work-from-anywhere

[6] https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx

(Page 61)

[7] https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx (page 68)

[8] https://hbr.org/2019/08/is-it-time-to-let-employees-work-from-anywhere

[9] https://nbloom.people.stanford.edu/sites/g/files/sbiybj4746/f/wfh.pdf (Page 170)

title - why human resource is the ultimate resource
WHY HUMAN RESOURCE IS THE ULTIMATE RESOURCE

Today’s world is seemingly rife with entrepreneurial minds looking for the fastest route to a million – competition is everywhere. Monetising your own services, hobbies and talents is so common. It’s easy to forget the value other people can bring you. Fact – Healthy, educated and motivated people develop resources per their requirements i.e. only people can give value to anything by making it useful. Here’s three reasons human resource is the ultimate resource:

Team, Product, Success – In that order:

Microsoft, Apple and Facebook have created success by cultivating a working environment with three key ingredients – qualified staff, resources and the freedom to create. Alongside genuine innovation, more companies would approach the phenomenal success created by ‘the big three’ if more directors built the ‘right’ teams to research and experiment, and afforded them the freedom to find the “golden angle”.

In an unprecedented experiment, Microsoft Japan tested out a four day work week and the results were what you would expect. Employees were happier, meetings more efficient and productivity rose a staggering 40%. While you may not have the significant resources Microsoft does, the principle remains the same – we are all people and should be treated as such. Benefit packages, paid time off and open door policies are a myriad of ways your human resources department can boost creativity and productivity in your employees.[1]

Invest in them and they’ll invest in you.

Brilliance attracts brilliance:

You might find yourself asking – What if I invest in my employees and they leave? Consider the alternative – What if you don’t and they stay? People coming and going is as predictable as the sun rising in the east and setting in the west. It’s a reality you’ll continually have to accept, regardless of ‘who’ you are. The only thing worse than a valuable employee leaving is paying for an unproductive, uncreative and uninspired employee. It is your duty as an employer to create the best environment for your employees to flourish. Do that and your company will attract the brightest minds without much effort while happy customers sing praises of your excellent products and services.

Diversify your team, Diversify your portfolio:

Conglomerates have proven time and time again that diversified investments are a sure way of making money in what can be risky and unpredictable industries. Think Louis Vuitton, Moët and Hennessy (LVMH) who’s reach spans massive fashion houses like Fenty, Bulgari and Dior to renowned distilleries like Moët and Hennessy![2]

Organisations should openly embrace ‘business diversity’ because people are creative! Encourage them to experiment, fail and learn. If the result is that a company will produce multiple concepts and products isn’t it worth it to find a team capable of doing just that from the very beginning? [3]

Now that you realise all you have to gain by recruiting and training the best, you’re wondering – What now? While we still maintain that the best environments attract the best employees, sometimes you need a head start. We strive to deliver the most innovative human resource solutions to add value to our customers. Whether you have a position that needs filling or a team you would like to invest in, here at The Manpower Company, we believe in people.

Follow us on Facebook at “TMC Kenya” for even more insights.


[1] https://www.theguardian.com/technology/2019/nov/04/microsoft-japan-four-day-work-week-productivity

[2] https://www.lvmh.com/

[3] https://www.forbes.com/sites/ilyapozin/2015/10/08/4-reasons-to-invest-in-people-not-companies/#7e95d7e247cb

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