The Activities Of Brands

In addition, we see that more and more organizations with a positive employer image no longer apply a limit to the number of vacation days. In these organizations, employees are given the freedom to schedule rest moments themselves when they are ready. All this, of course, on the basis of trust and responsibility. Because if an employee feels good about himself, this contributes positively to the results. For example , our parent company Jobsrepublic has chosen to offer

There are even organizations that are also putting the wellbeing of employees first this summer. During the summer they give employees a (half) day off to ‘go outside’. In addition, there are also organizations that use a standard full-time working week of four days. Deedmob is a good Dutch example of this. This social tech venture is focused on making an impact on the world. With that extra day off in the week, our own employees have room to do something good for the world or to work on personal development.

2. Focus on personal growth and development of employees

Organizations where people want to work for a longer period of time are focused on the personal growth and development of their employees. You can think of offering in-company training and a personal training budget, with which employees continue to develop.

But not only that. Employees in these organizations are also well coached by a manager or HR employee. In 1-on-1 conversations there is room for compliments and constructive feedback from which the employee can learn. Attention is paid to growth and development.

There are organizations that take this a step further, for example by having every employee do a personality survey. This survey gives the organization a good picture of the personality of the employee and thus more insight into the strengths and weaknesses. In addition, it gives the employee more self-insight, which is the basis for personal and professional growth. On the basis of this profile, an optimal fit between personality and function/tasks can be determin. An employee who is in the right place is less likely to make the switch to another organization.

3. Increasing employee engagement through openness

Employees love to be involv in the organization they work for. They want to know exactly where the organization stands and what is going on in the background. What important decisions are coming? And what impact does that have on their daily work? Be open, involve employees in decisions and be honest if things don’t go as well as you hoped.

Openness creates trust in the Quality Directors Email Lists management of the organization. And trust forms the basis of good employment practices and business success.

4. Feedback is one of the priorities

Quality Directors Managers Email Lists

Good employers know that they don’t have all the answers to all questions. And that there are many specialized employees who can provide valuable input. In organizations where good employment practices are an important spearhead, feedback is of paramount importance. New ideas from employees are welcome. Complaints are listened to and treated with empathy. Listening to and responding to feedback is one of the best ways employers can make their employees feel empowered .

What does good employment mean to you?

As you have been able to read, being a good employer is about more than concrete terms and conditions of employment. It is about standards, values ​​and a safe company culture for your employees. But what does that ultimately mean?

The benefits of being a good employer:

  • In this tight labor market, it is easier for you to attract top talent when you position yourself as an attractive employer for your employees.
  • Your own employees become ambassadors. They are ‘fans’ of the organization and are happy to share this with their network. This also expands the network of the organization and can be put to good use for new vacancies.
  • If you do it really well, the costs for recruitment will go down. Attractive employers often have less difficulty attracting staff. People know where to find them, so they don’t have to spend as much money and energy on finding top talent. They put it on.

Never before in the history of the Netherlands has the labor market been so tight as it is today. The predictions indicate with all the consequences that entails. Organizations that do not pay full attention to this are already losing out.

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