Job Perks That Retain Top Talent

Just as you’re adjusting to the new normal, it’s time to readjust to something else. However, if you want to maintain a successful business reputation and make a difference in your bottom line during this era of uncertainty, it’s vital to readjust and re-evaluate your company culture.

Beth Sunshine, VP of Talent Services at The Center for Sales Strategy (CSS) advises management, “Don’t let these unusual times drive your culture! Take this opportunity to be highly intentional.” Are you offering your employees the job perks that will keep them happy, motivated, and engaged?

Make Remote Work Fun

How many people do you know who love going into work every day? For some, working from home is a dream – for others, it’s anything but fun. How can you create a fun atmosphere when in-person group activities are currently discouraged?

First, think about your team and what activities you enjoyed when in the office. Are they a competitive bunch? Think of ways to tap into this competition.
Since video calls are the new normal, have a contest where everyone creates a short pitch to perform over video. Then vote on who does it best and offer strategies for everyone to improve.
What about a scavenger hunt that everyone does from home?
Or maybe send a “mystery treat” that everyone opens during a team meeting and enjoys together.

Beyond the virtual happy hour, think of creative ways for your group to stay connected. While you’re brainstorming fun ideas, give some thought to how you’ll make those first few days/weeks back in the office fun as well. Some people are nervous about returning to the office. How will make returning fun and inviting for your team?

Virtual Team Building Resources

Provide More Flexibility

Before the pandemic, remote work was a luxury, with only 7% of U.S. workers having the option to work from home regularly. Working from home affects everyone differently, depending on their living situations and responsibilities. That’s why when we talk with salespeople, there’s a constant theme with the need for flexibility in planning their day.

Can you adjust employee schedules to allow for things like childcare? With abnormal back to school schedules, employees may need a bit more leeway than in previous years. And as important as allowing for flexibility, is communicating that flexibility to the team. If your organization is open to flexible schedules, can your team set their own hours as long as the work is done, and goals are met?

Flexible Schedule Statistics and Facts You Should See

One-third of workers have sought out a new job because their current workplace didn't offer flexible work opportunities.
Two-thirds of managers report that employees who work from home increase their overall productivity.
86% of employees say they’re most productive when they work on their own time.
Employees who enjoy flexible scheduling have a healthier work-life balance, which helps prevent burnout.
When employees aren’t stressed about personal obligations, they concentrate better during work.
Flexible scheduling empowers employees to work when they’re at their most productive.

Create a Family-Friendly Workplace

According to the Bureau of Labor Statistics, both parents work in 60% of the households with children in the U.S. As with scheduling flexibility, allowing employees to focus on their families, especially during these stressful times, is incredibly important.

What happens if a family member becomes sick?
Do your employees know what sick time is available to them?
Are family members “welcome” in your company?

In this video conferencing world, what happens when a child, or pet, walks (or bursts) in on a call? Do your employees feel free to excuse themselves for a minute, or even introduce their furry or non-furry child, or are they made to feel embarrassed by the interruption?

In a world where people are working in their kitchens, living rooms, or even nursery’s, letting parents know that their situation is accepted, or even celebrated, can be a huge culture boost.

Taking a minute at the end of a meeting to have everyone introduce their current “coworkers” creates a feeling of family and caring on your team.

Offer Professional Growth

SnackNation recently released an article and infographic showing employee development programs are 19% more valuable to employees than a pay raise. Here are a few ideas to help get you started:

Search for webinars that benefit specific team members, or the whole company.
Find blogs or newsletters that will help educate your team and give them talking points with their prospects and clients.
Start a book club for your group and encourage everyone to read one or more books each quarter that relates to their job, to the company, or to the culture and then share some insights from that book with the group. Tip: Offer an incentive to join and participate in the book club to transform it from a chore to something everyone wants to participate in!

Offer Support

For some, mental health support is something they desperately need in these stressful times but may not be willing to ask for. How can companies and management help?

Start with your insurance company.
- What services do they offer, and is there a charge?
What free resources are available in your state and local area?
- Something as simple as being able to direct a struggling teammate to the help they need can make a huge difference.
What kind of support do you offer within the office?
- Is there someone on your team who has been through a previous recession and can offer insight and hope on how to cope and come out stronger? They may have some trusted strategies that can help your team.

Retain Top Talent and Attract New Employees

Constantly readjusting to the new normal is challenging. Even more challenging is losing top performers due to a stagnant company culture that doesn’t adapt to changing times.

From a better remote work environment to flexible schedules, you can offer several job to retain employees, and attract new ones in the future.

The Center for Sales Strategy Blog