5 impulses for employee loyalty

“Digital talents” are few and far between and are in greater demand than ever – not least because large corporations are also becoming more and more digital and attracting people with good salaries. The changed wishes and needs on the employee side show that money is by far not everything, especially in the context of New Work.

The following are five ideas on how companies can position themselves as attractive employers and retain talent in their own organization over the long term.

Networked with one another, strong with one another: The so-called buddy system is a promising approach in order to sustainably strengthen the sense of community in the team: The buddies – that is, pairs of two who are repeatedly “combined” – meet weekly to exchange ideas about customers : inside out and brainstorm together. Employers can create real synergies in this way: If, for example, a: e campaign manager and an: e account manager: are part of the buddy team, an excellent four-eyes principle is automatically established here.

With this system, your company also achieves a perfect and uncomplicated holiday handover – after all, the buddies exchange information with customers on a weekly basis and are therefore already involved in each other’s processes. So that the buddies not only work with each other, but also for the entire team, it is advisable to put the organization of team events in the hands of the buddies, for example.

In order to achieve progress, well-founded feedback is the be-all and end-all. This is why managers and founders should hold discussions with all of their employees at regular intervals, at least every four months. These appointments are used to define “firm” and “soft” goals that can easily be reflected on in the next conversation.

Very important: In the discussion, the hierarchy should never count, but always the better argument. And: The defined goals should never cause fear, but only serve as a basis for discussion. If a goal has not been achieved, there are usually understandable reasons – anyone who has personal responsibility should definitely internalize this.

Regular and anonymous employee surveys are a good way to identify tensions within the team that might not be apparent to outsiders at first glance. Of course, such processes are time-consuming, but in retrospect they can ensure a better climate and a far more effective way of working – by clearing up discrepancies.

Trust your team and encourage your employees to continue their education. Offer internal workshops and external training courses to pass on existing know-how and develop new skills. This is how you show your employees that you value them and that everyone has the opportunity to grow. This also includes clearly showing growth opportunities in the company, even in small teams.

In the service sector in particular, founders and managing directors should ensure at all levels that the collaboration between the customer and the team is always on an equal footing. Of course, customers pay for a service – but there should always be fair and professional dealings with one another. All those involved should be aware that they can only benefit from the expertise of the other party.

And it is precisely this knowledge that one is more willing to share if it fits well between both sides. Perhaps you have such a good knowledge of your team that you know exactly what kind of customer you can bring together with whom from your team so that the chemistry is right. The personal interests of your employees could also be a criterion: the greater the overlap with the topics and preferences of the customers, the better.

Last but not least, the corona pandemic has clearly shown that employee health must be one of the central issues for every company. Another aspect that has often been underestimated in the past is mental wellbeing. An open approach and the pure appreciation of each person in the team are an absolute prerequisite for this.

In addition, employers can take targeted measures, for example by setting up places of retreat in the office or by making offers that promote awareness. You can also encourage a healthy diet by providing fruit, water, and tea. There remains the aspect of ergonomics in the workplace: height-adjustable desks, chairs that are easy on the back, and training specifically on this topic should be considered by every company.

Last but not least, a question that you should ask yourself again and again as a responsible person: “Why should you apply for a position in my company?” Put yourself in the shoes of the talents you want to attract and question them completely open to the advantages of working in your organization. The first thing that probably comes to mind here are monetary incentives, which, in addition to the salary itself, also include capital-building benefits and a company pension scheme.

Another factor is the work-life balance: You can nip the fear of overtime in the bud. Applicants and your employees do not have a life besides their job, but a job besides life. If overtime really does happen, it should be compensated for by free time as soon as possible. Only those who have enough relaxation and free time can develop creative ideas and always find motivation for the next working day.

With the knowledge that in addition to good framework conditions, the well-being of your team is also in the foreground, you are already creating the best basis for a good framework for employee loyalty. Your efforts will be noticed, but most importantly, you will prevent frustration and dissatisfaction.

If you also communicate transparently about costs, sales and other relevant parameters, you reduce the risk of leaving your colleagues behind in hierarchical black boxes. At the same time, you can possibly get your employees even more enthusiastic about your mission – and thus ensure that you work together towards the same goals.