Engagement and retention

A culture of employee recognition contributes to retention

Carol Yeoh — Mon, 03 Nov 2025 18:01:00 +0000

A culture of employee recognition contributes to retention Carol Yeoh

Employee retention remains one of the most pressing challenges for employers across Asia Pacific. While pay and progression continue to influence career choices, employee recognition is a critical driver of engagement and loyalty.

When consistently practised, employee recognition fosters motivation, boosts morale and enhances productivity – making individuals more likely to stay with their organisation.

Recent global surveys reinforce this link. Gallup and Workhuman’s 2022–2024 research found that employees who receive high-quality recognition are 45% less likely to leave within two years.

Deloitte’s 2024 Human Capital Trends report also highlighted recognition as a top factor influencing retention across the region, underscoring its role in building a culture of recognition.

For business leaders, recognition is not simply a morale booster – it's a proven way for rewarding employees and improving retention across APAC.

Read on to earn insights to any of the following questions:

Why employee recognition outperforms costly retention tactics?
What are the effective employee recognition efforts?
How can employers make employee recognition credible and consistent?
How to make employee recognition a part of company culture?
How to measure the ROI of employee recognition?

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Why employee recognition outperforms costly retention tactics

The benefits of employee recognition are tangible. When acknowledgement is embedded in workplace culture, it contributes to:

Lower turnover costs – when employees feel appreciated, they are more likely to stay, reducing recruitment and training expenses.
Stronger engagement – recognition reinforces performance-driven behaviours and collaboration, while boosting job satisfaction.
Employer branding – organisations known for valuing their people gain an advantage in competitive talent markets.

Employee recognition initiatives are also cost-effective, delivering a deeper, more positive impact than financial incentives alone. While employee rewards like gift cards or extra leave days may offer short-term satisfaction, they rarely foster the sense of value and belonging that genuine appreciation creates.

Thoughtful gestures – like verbal praise, written acknowledgement or opportunities for growth – build emotional connection and long-term loyalty, making recognition a far more powerful tool than transactional rewards.

For employers evaluating employee retention strategies in APAC, recognition offers one of the most immediate returns.

What effective employee appreciation looks like

Recognition is most effective when it is timely, specific and fair. These principles are particularly important in APAC, where cultural diversity means employees value acknowledgement in different ways.

For instance, applauding an outstanding performance over a challenging project helps keep employees motivated and reinforces their contributions. Other effective employee recognition examples include celebrating milestones, acknowledging behind-the-scenes efforts, or highlighting team wins in public forums.

In hybrid or remote environments, acknowledging employees' work effectively requires additional effort. Remote employees especially benefit from visible and timely recognition, which helps bridge the gap created by physical distance.

Employers should use digital platforms to enable peer-to-peer recognition, ensure managers recognise contributions in virtual meetings, and create visibility for achievements across dispersed teams.

Tools like Microsoft Teams can be leveraged to celebrate employee achievements in real time, keeping the entire team engaged. This strengthens the culture of recognition regardless of working arrangement.

How can employers make staff recognition credible and consistent

While frequent recognition can impact employee engagement positively, they can lose its impact if it becomes inconsistent or insincere. Employers should avoid bias, ensure that recognition does not feel generic, and provide training so managers deliver feedback authentically.

Encourage employees to give feedback on recognition practices to ensure they feel meaningful and inclusive. Addressing these challenges ensures recognition strengthens – rather than undermines – employee trust and engagement.

For employers, credibility is critical in embedding recognition programmes as a long-term retention strategy.

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How to make employee recognition a part of company culture

Sustainable recognition goes beyond isolated gestures. It should be integrated into performance management, leadership behaviours and organisational values. Examples include:

Making recognition a regular agenda item in team meetings.
Encouraging peer-to-peer appreciation through internal platforms.
Linking recognition to company values, reinforcing behaviours that align with strategy.

Integrating employee recognition initiatives into daily routines helps motivate employees and strengthen team bonds. By embedding recognition into everyday culture, organisations reinforce the benefits of employee recognition and build stronger retention strategies across APAC.

How to measure the ROI of employee recognition

To ensure recognition delivers results, employers should measure its effectiveness. Key indicators include retention rates, engagement survey results, internal mobility and productivity.

Recognition platforms can also provide real-time data, enabling HR leaders to track outcomes and refine approaches. Tracking the employee experience through surveys and feedback loops helps quantify the positive impact of recognition efforts.

Clear metrics not only validate recognition programmes but also demonstrate their contribution to business performance.

Employee recognition as a foundation for retention success

Employee recognition is no longer optional. In today’s APAC workplace, where mobility is high and competition for talent is fierce, recognition directly influences engagement, loyalty among team members, and retention.

By embedding it into culture, ensuring it is credible and consistent, and tracking its impact, employers can turn recognition into a strategic driver of workforce stability and business growth.

Want to explore employee recognition ideas that empower employees and boost morale across your entire team? Get in touch with Michael Page consultants to explore tailored strategies for your organisation.

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Carol Yeoh

employee retention

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How to conduct a 360 degree appraisal

Naren Sankar — Fri, 19 Jul 2024 05:39:14 +0000

How to conduct a 360 degree appraisal Naren Sankar

In today's competitive environment, organisations and employees alike can benefit significantly from conducting professional 360-degree appraisals. These appraisals collect anonymous feedback from colleagues, offering a well-rounded view of an employee’s performance. This includes customer focus, teamwork, communication skills, leadership, technical know-how, and ethics.

What is a 360-degree appraisal?

A 360-degree feedback survey collects insights from multiple perspectives within the organisation —managers, peers, and direct reports. Gathering feedback from various perspectives is the key to conducting a comprehensive 360-degree appraisal. The diverse input helps create a comprehensive picture of an employee's performance and behaviour.

Mid to senior-level roles, especially those with leadership responsibilities, are perfect candidates for 360-degree appraisals. These positions involve interacting with various stakeholders and can greatly impact an organisation’s performance.

It is important to remember that the feedback collected is based on perceptions, not absolute facts. So, 360-degree appraisals should complement, not replace, the traditional appraisals done by line managers.

Benefits of a 360 appraisal

While 360-degree feedback provides valuable insights, it should not be seen as a definitive measure of competence. Instead, it serves as a valuable tool both for self-improvement and professional development.

The feedback process enhances self-awareness and helps employees understand how they are perceived by others. It can identify areas for growth and be a powerful motivator to strengthen their skills. Constructive feedback can highlight specific behaviours needing improvement, providing a clear path for development.

Conducting a 360 performance review offers numerous benefits for both the organisation and its employees:

Improved communication: The process encourages open and honest feedback, fostering a culture of transparency and continuous improvement.
Balanced feedback: By gathering constructive feedback from multiple sources, organisations can obtain a more balanced and objective view of an employee's performance.
Professional development: Insights from a performance appraisal can help employees identify specific areas for development, leading to targeted training and skill enhancement.

Steps to conduct a 360-degree appraisal

Select a representative group: To gain a well-rounded perspective, it is essential to collect feedback from a group of 5 to 10 colleagues who interact regularly with the employee. This group should include managers, peers, and direct reports to provide a well-rounded perspective.
Choose the data collection method: Online surveys are commonly used for gathering feedback in 360-degree appraisals due to their efficiency and anonymity. Alternatively, face-to-face interviews or structured discussions can be conducted for more in-depth insights, especially in smaller teams or organisations.
Ensure anonymity: Guarantee respondents that their feedback will remain anonymous. This assurance encourages honest responses, which are essential for the appraisal's effectiveness.
Communicate the purpose: Clearly explain the purpose of the 360-degree survey to all employees. Transparency helps prevent misunderstandings and ensures everyone understands the goal of fostering professional growth and development.
Involve the employee: Ask the employee to complete their own survey. Self-assessment allows the employee to reflect on their performance and provides a baseline to compare with the feedback from others.
Set a minimum interaction period: All participants should have worked with the employee for at least six months. This requirement ensures that the feedback is based on sufficient interaction and observation.
Compile and analyse data: Once the performance feedback is collected, compile and analyse the feedback data to identify patterns and trends. Look for consistent themes that can provide valuable insights into the employee's behaviour and performance. Utilise software or tools designed for data analysis to simplify the process.

Human resources should be involved in successfully implementing a 360-degree appraisal system. HR professionals are often responsible for designing the feedback system, ensuring the anonymity of responses, and guiding managers and employees through the appraisal process.

By effectively managing the collection and analysis of feedback, HR can help create a culture of continuous improvement and development within the organisation.

Addressing common challenges

Implementing 360-degree appraisals can pose various challenges for organisations. Here are some common challenges and strategies for addressing them:

Resistance to feedback: Some employees may resist participating in the appraisal process due to fear of criticism or discomfort with receiving feedback. To address this challenge, emphasise the benefits of feedback for personal and professional growth and create a supportive environment that encourages open communication.
Concerns about anonymity: Employees may be hesitant to provide honest feedback if they are concerned about anonymity. To alleviate these concerns, ensure that feedback mechanisms are confidential and that respondents' identities are protected. Communicate clearly about the anonymity of responses and reassure employees that their feedback will be used constructively.
Difficulties in data analysis: Analysing large volumes of feedback data can be overwhelming and time-consuming. Consider using software or tools designed for this purpose to simplify the data analysis process. Focus on identifying key themes and trends in the feedback to inform decision-making and action planning.

The comprehensive nature of 360-degree appraisals transforms feedback into a valuable learning experience for employees, helping them identify strengths and areas for improvement.

Best practices for follow-up after performance appraisal

Follow-up is essential for ensuring that the insights gained from the appraisal process translate into meaningful action and improvement. Here are some best practices for follow-up after the appraisal process:

Regular check-ins: Schedule regular check-in meetings to review progress on development goals and discuss any challenges or obstacles encountered. These meetings provide an opportunity to offer support and guidance and adjust goals as needed.
Revisiting development goals: Periodically revisit development goals to assess progress and make adjustments as necessary. Celebrate achievements and milestones and set new goals to continue the growth journey.
Ongoing support and resources: Provide ongoing support and resources for employee growth and development. This could include access to training programs, coaching or mentoring opportunities, and other development resources.

By addressing challenges and implementing best practices for follow-up, organisations can maximise the effectiveness of their 360-degree appraisal process and foster a culture of continuous improvement and growth.

Tips for handling negative feedback

Handling negative feedback can be challenging but essential for personal and professional growth. Here are some tips for helping employees effectively manage challenging feedback:

Maintain a positive mindset: Approach negative feedback with an open mind and a willingness to learn and grow. Instead of viewing it as criticism, see it as an opportunity for improvement.
Seek clarification: Don't hesitate to seek clarification if feedback is unclear or ambiguous. Ask for specific examples or suggestions for improvement to understand better the areas needing development.
Develop action plans: Use the feedback as a catalyst for action. Identify specific steps you can take to address the feedback and improve in areas of weakness. Set realistic goals and timelines for implementing changes.
Focus on solutions: Rather than dwelling on the negative aspects of the feedback, focus on making improvements. Use the feedback to identify areas where you can excel and make a positive impact.
Seek support: Don't be afraid to seek support from mentors, colleagues, or a coach. Discussing feedback with others can provide valuable insights and perspectives, helping you navigate challenges and develop effective strategies for improvement.

Fostering growth through constructive feedback

360-degree appraisals are a valuable employee performance management tool for fostering professional development and improving overall organisational performance. By carefully collecting and analysing feedback and focusing on constructive criticism, organisations can help employees develop their skills and behaviours, ultimately contributing to the company's success.

Performance evaluations can significantly boost employee engagement by fostering a culture of transparency and continuous feedback to track progress, making employees feel valued and involved in their personal and professional development.

Implementing these appraisals thoughtfully and effectively ensures that the organisation and its employees can reap the benefits of this comprehensive feedback tool.

Start a hiring conversation with Michael Page to find out how you, too, can reap the many benefits of a leading global recruitment agency.

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How to prevent employees from job hopping

Naren Sankar — Thu, 11 Jan 2024 06:56:42 +0000

How to prevent employees from job hopping Naren Sankar

In today’s fast-paced job market, job hopping has become prevalent. The culture of long-term service to a single company is becoming obsolete.

People are increasingly open to exploring new opportunities, and job hopping has become the norm. Employers are often faced with the challenge of retaining their employees and preventing them from seeking new opportunities elsewhere.

Understanding the reasons behind job hopping and implementing effective strategies to prevent it is crucial for businesses to maintain a stable workforce.

Understanding the phenomenon of job hopping

Before delving into the strategies to prevent job hopping, it is crucial to understand what job hopping means. Job hopping is defined as the act of frequently changing jobs within a short period of time. This trend has risen in recent years, with employees being more willing to explore different opportunities.

Defining job hopping

Job hopping is characterised by employees who change jobs every few years or months. It is a departure from the traditional career path, where individuals would commit to a single employer for a longer period.

It can be seen as a strategic move for individuals looking to enhance their skill sets, broaden their professional network and increase their salaries. By switching jobs, employees and job seekers can gain exposure to different industries, work cultures, and management styles, ultimately contributing to their overall career development.

Job hopping can also result from external factors such as economic instability or company downsizing. In such situations, employees may have no choice but to seek new employment opportunities to secure their financial stability.

The rising trend of job hopping

The workforce, especially among younger generations like Millennials and Gen Z, is more inclined towards job hopping as a means of career advancement, skill acquisition, and personal fulfilment. While the trend of job-hopping predated the pandemic, COVID-19 influenced and amplified its trajectory. Here’s why:

Remote work opportunities: The widespread adoption of remote work during the pandemic made it easier for people to explore new careers and job opportunities without geographical constraints, and away from prying eyes in the office.

Reevaluation of work-life balance: The pandemic led many to reassess their work-life balance and career choices, prioritising personal well-being and flexibility. People are more empowered to seek opportunities that best fit their lifestyle and career goals.

Increased focus on mental health: There was a heightened awareness of mental health and its importance in the workplace. Employees began seeking out employers who offered better support in this area.

Economic uncertainty and resilience: The economic impact of the pandemic also played a role, as some individuals were forced to job-hop due to layoffs or to seek more secure or better-compensated positions.

Demand for specialised skills: Technological advancements created new industries and job roles, and this has resulted in a higher demand for specialised skills and expertise. As a result, employees are more inclined to switch jobs to capitalise on these emerging opportunities and stay relevant in the ever-evolving job market.

Traditionally, employers may view frequent job changes as a lack of commitment or loyalty, impacting an individual’s reputation and future job prospects. They still do. However, given the prevalence of job-hopping, employers who view a candidate’s history of frequent job changes unfavourably risk missing out on qualified talent in a highly competitive talent market.

At the same time, employers need to be cautious about candidates who leave jobs too quickly without clear reasons, as it could indicate issues with commitment or performance.

Related: How to be a good team leader

How job hopping impacts businesses

Job hopping can have significant implications for businesses, both financially and operationally. Employers need to recognise the impact and devise strategies to mitigate its effects.

When employees frequently switch jobs, it can create a ripple effect of financial burdens for businesses. The costs associated with recruitment, training, and onboarding new hires can be substantial. Not only does the company have to invest time and resources in finding suitable candidates to hire, but they also need to allocate resources to train these new employees.

This constant turnover can drain the company’s financial resources, hindering its ability to invest in other areas of growth and development. The financial implications of job hopping go beyond recruitment and training costs. Losing intellectual capital and institutional knowledge can have long-term financial consequences for businesses.

When experienced employees leave, they take with them valuable insights, expertise, and relationships that they have built over time. This loss can result in a decline in productivity and performance, as new hires may take time to adjust and learn the intricacies of the job.

How job-hopping affects team dynamics and morale

Job hopping not only affects a business’s financial stability but also significantly impacts team dynamics and morale within an organisation.

Frequent departures can create a sense of instability among the remaining employees. The constant turnover can make employees question the stability and prospects of the company, leading to decreased morale and job satisfaction.

When employees see their colleagues leaving one after another, it can create a domino effect, where more employees consider job opportunities elsewhere. This can further exacerbate the turnover problem, resulting in a vicious cycle of departures.

On top of that, the constant flux of new faces can disrupt team dynamics as employees struggle to build cohesive working relationships. This can hinder collaboration, communication, and overall productivity within the organisation.

The departure of experienced employees can lead to losing mentorship and guidance for junior staff members. Without experienced individuals to learn from, employees may feel a lack of professional growth opportunities, which can further impact morale and job satisfaction.

Why do people job-hop?

To effectively prevent job hopping, employers must understand the underlying reasons that drive employees to seek new opportunities. By addressing these root causes, businesses can create an environment that encourages loyalty and commitment.

Lack of career growth opportunities

Employees strive for career growth and development, and if they feel stagnant in their current roles, they are more likely to explore opportunities elsewhere. Employers can prevent this by providing clear career paths, promoting from within, and offering training programs for skill development.

Inadequate compensation and benefits

Employees who feel undervalued or underpaid are more likely to seek higher-paying positions, so employers should regularly evaluate their compensation packages and ensure they are competitive.

Besides a higher salary, offering attractive benefits such as healthcare, insurance plans, gym memberships and flexible work arrangements can also enhance job satisfaction and loyalty.

Poor work-life balance

A healthy work-life balance is a priority for many employees. Those who feel overwhelmed and unable to maintain a satisfactory balance are more susceptible to job hopping.

Employers can address this issue by promoting flexible work arrangements, encouraging time off, and promoting employee well-being and work-life balance initiatives.

Actionable strategies to prevent job hopping

Understanding the underlying causes of job hopping empowers businesses to craft effective strategies aimed at curbing this trend.

By addressing these key factors, companies can foster a more stable and satisfied workforce, reducing the frequency of employees seeking opportunities elsewhere.

1. Create a positive work environment

A positive work environment plays a crucial role in employee satisfaction and retention. Employers should foster a culture of respect, open communication, and collaboration. Recognising and rewarding employee achievements can also contribute to a sense of belonging and loyalty.

2. Offer competitive compensation packages

Competitive compensation packages are vital in attracting qualified talent and retaining top performers. Employers should regularly benchmark their salaries against industry standards and adjust accordingly. Besides salary, performance-based incentives and bonuses can further incentivise employees to stay with the company.

3. Provide opportunities for professional development

Investing in employee development can demonstrate a commitment to their growth and success. Offering training programs, mentorship opportunities, and career coaching can help employees develop new skills and advance within the organisation. Providing opportunities for personal and professional growth can significantly reduce the urge to job-hop.

4. Implement employee retention programs

While implementing strategies to prevent job hopping is crucial, it is equally important to proactively engage employees and foster their loyalty through well-designed employee retention programs.

Employee engagement initiatives

Engaged employees are more likely to stay committed to their organisation. Implementing initiatives such as regular feedback sessions, team-building activities, and employee recognition programs can foster a sense of loyalty and satisfaction. Employers should strive to create an inclusive and supportive work environment that values each individual’s contributions.

Mentorship and leadership programmes

Mentorship and leadership development programs can provide employees with guidance and support, encouraging their professional growth within the organisation.

By connecting employees with experienced mentors and providing leadership training opportunities, employers can nurture their talent and promote long-term loyalty.

Creating a loyal workforce through effective communication, empathetic leadership, and a culture of appreciation

Besides what organisations can do for their employees, the journey towards mitigating job hopping in the modern workplace also hinges on the management team.

Foremost among these is fostering open, two-way communication channels between employees and management. Regular feedback sessions are not just a formality but a crucial tool in identifying and addressing concerns before they escalate into reasons for employees to seek opportunities elsewhere.

Equally important is the role of leadership and company culture in shaping an environment that nurtures employee satisfaction and retention. Leaders who demonstrate empathy, support, and inclusivity are more likely to cultivate a workforce that is engaged and committed.

This leadership style, complemented by a company culture that actively recognises and appreciates employee efforts, goes a long way in enhancing job satisfaction and loyalty. Celebrating achievements and milestones, both big and small, can significantly boost morale and a sense of belonging.

By integrating these approaches, businesses can create a work environment where employees feel valued, heard, and motivated to grow alongside the organisation, significantly reducing the inclination towards job hopping.

Start a hiring conversation with Michael Page to find out how you, too, can reap the many benefits of a leading global recruitment agency.

Simone Wu

12 ways to create work-life balance for employees

Simone Wu — Mon, 24 Jul 2023 16:59:55 +0000

12 ways to create work-life balance for employees Simone Wu

As we navigate through the ripples of an era that the COVID-19 pandemic so sternly marked, the paradigm of work has drastically shifted. The pandemic has acted as an impetus for millions around the globe to reassess their work-life situations and determine what truly matters.

Priorities, which once hovered around career advancement and hefty paychecks, have been realigned, painting a different picture of what employees now covet the most – a balanced life.

In an unprecedented surge of introspection, the pursuit of happiness and fulfilment, characterised by an equilibrium between professional commitments and personal well-being, has emerged as paramount. This shift signals a new age for workplace culture, where achieving work-life balance surpasses the lure of higher salaries.

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The new workforce mindset: Work-life balance as a priority

Amid the lingering shadows of the pandemic, the concept of work-life balance changed from being a largely intangible and hypothetical conversation before the pandemic to a very real and undeniable aspect of everyday life.

Page Insights’ Vietnam Talent Trends 2023 Report titled, ‘The Invisible Revolution’, sheds some light on this global shift. It illustrates the universal significance of work-life balance that no longer seems an elusive idea but a tangible, everyday necessity.

A notable 42% of parents acknowledged work-life balance as the critical determinant of job satisfaction, and 44% of individuals without children echoed the same sentiment.

This report also reveals a startling revelation – an overwhelming 95% of the workforce is open to exploring new career paths. This finding points to an unprecedented surge in professional introspection.

Furthermore, when deciding factors in job choices, work-life balance has emerged as the top contender, with 42% of the respondents listed work-life balance as being just as important as financial remuneration.

The shift towards this balanced life has been so profound that it hasn’t shied away from influencing some of the most pivotal career decisions. People would place more value on work if they feel valued by their employers.

If they do not feel valued, they will leave and look for a new job that aligns with their personal values. A significant 48% of individuals admitted their willingness to forgo a promotion if it poses a threat to their well-being.

This is an undeniable testament to the changing landscape of work culture, where work-life balance is now prioritised over potential advancements in career or earnings.

In this new epoch, the narrative is clear. The desire for better work-life balance has trumped the allure of bigger paychecks and lofty career advancement. The recent pandemic has tested our resilience and catalysed a profound transformation in our perception of work, success, and, ultimately, the quality of life.

The role of leadership in promoting work-life balance

This paradigm shift demands a rethinking from employers seeking to attract top talent and retain top performers. The reliance on non-monetary incentives to enhance their talent offerings is no longer enough.

The onus is now on the leadership within organisations to look beyond the allure of grand salaries and lucrative promotions and, instead, foster an environment conducive to work-life balance.

Achieving such balance is not a one-size-fits-all concept; it morphs and adapts, shifting in accordance with the culture and unique needs of each organisation. And then there’s the role itself. For a 9-to-6 office worker, the elements required to attain a work-life balance might differ vastly from a retail worker.

Moving forward, leaders need to remember that the path to a healthier work-life balance will be a unique journey for each company. At its core, these practices are not merely for ticking off boxes; rather, they should aim at fostering a workforce that makes employees feel not just seen but truly valued.

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How to achieve work-life balance in the workplace

Cultivating an environment where employees are more supported and engaged can enhance productivity and create a harmonious, fulfilling workplace. Ahead are 12 ways to help companies create a good work-life balance for employees in the workplace.

1. Communicate the importance of wellness and work-life balance

Make it clear that employees’ well-being is a priority to the company, and actively encourage them to seek a balance between their professional and personal lives. This can be done through internal communications as well as daily interactions, which also contribute to employee engagement.

Workshops and educational programs focusing on wellness and work-life balance can become regular features in a company’s repertoire, offering opportunities for personal growth, ranging from strategic thinking, fitness, culinary arts, or parenting.

2. Establish a clear understanding of working hours

To prevent the spectre of work from invading the sanctuary of personal time, it is vital to define a healthy range of working hours and discourage unnecessary overtime. This could mean leaders taking the initiative to avoid sending emails after work hours, thus reinforcing a boundary between professional commitments and personal time.

3. Incorporate recharge periods or synchronous breaks

To prevent burnout and enhance productivity, building regular breaks into the work culture is essential. This could mean being flexible and providing a day off after a peak-work period to compensate for the additional efforts employees put into meeting deadlines. Instituting an extra paid leave day for employees to focus on their personal well-being could be another step in this direction.

4. Offer flexible working arrangements

Flexibility in scheduling and work location can help employees better manage their personal responsibilities and preferences. This is also largely dependent on the type of job. While it may be easier for desk-bound employees to adopt a hybrid or remote work model, flexible work schedules could be considered for employees working in retail or factories.

5. Focus on productivity and not hours worked

Shift the focus from time spent working to the quality and outcomes of work produced, fostering a results-oriented culture. A company might introduce a results-oriented work environment (ROWE) where employees are evaluated on their performance, not their time spent in the office.

6. Get to know employees’ personal situations

Understanding the individual needs and challenges of your employees can help tailor support and flexibility, promoting a more inclusive and understanding workplace. Learn about their personal relationships, home life and their personal goals.

For example, employees may come to you for time off because they need to bring their pets to the vet or perhaps visit family at the hospital. Being flexible with such situations can also help build employee loyalty.

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7. Encourage people to ask for help

Foster a company culture where seeking assistance is seen as a strength, not a weakness, to ease workload pressures and promote collaboration. The aim is to form a secure haven where team members feel confident to seek help when faced with roadblocks or difficulties.

The focus is not just to institute initiatives that encourage help-seeking but to foster an ambience where assistance is readily available, and help-seeking is comfortable.

8. Encourage employees to use vacation time

Stress the importance of taking time off to rejuvenate. This can help reduce burnout and boost productivity upon return. Many employees feel that they need to justify their time off, which can be a barrier to them taking their vacation.

Remind them it’s their personal time, and they can use it as they wish. Managers can also provide gentle reminders to those with a surplus of unused vacation days to encourage them to take a breather for their overall well-being and better work-life balance.

9. Don’t glorify overworking

Underlining that rest is a cornerstone of high-quality output. Leaders must set the right example by demonstrating the importance of a work-life balance. This may involve logging off at an appropriate hour and prioritising self-care.

A leader must foster open communication, transparency, and empathetic leadership. It is crucial that managers regularly review workloads to make sure employees can manage their workload, improve their time management skills, and employees should feel comfortable sharing if they feel overwhelmed.

10. Support your employees’ physical and mental health

Provide resources and benefits to help employees manage their health, such as fitness memberships or wellness programs. Similarly, offering mental health resources, flexible work arrangements, consistent work schedules, and adequate staffing to prevent health issues and burnout can bolster mental health and job satisfaction.

11. Get rid of toxic employees

Foster a positive workplace culture by addressing toxic behaviour promptly, as that will improve morale and reduce stress among the team. Toxic culture, when not addressed, can lead to chronic stress in employees. A clear code of conduct, transparent reporting systems, and prompt responses to harmful behaviour are all measures that can help foster a respectful and positive work ambience.

12. Lead by example and model work-life balance

The most important aspect that can contribute significantly to helping employees achieve true work-life balance is for leaders to lead by example and mirror the work-life balance they desire for their employees. Taking time off for personal engagements, avoiding work emails after work hours, and even taking a substantial vacation to unwind and recharge will set a powerful example for employees to do the same.

Organisations should keep in mind that there isn’t a one-size-fits-all approach to achieving work-life balance and employee well-being. Leaders must be discerning and adaptable to meet the unique needs of their organisations and employees.

Open communication and purposeful action can cultivate a healthier, more balanced workplace. With these measures, employers can aim to traverse this new talent landscape to support employees and create a work environment that prioritises healthy work-life balance.

Start a hiring conversation with Michael Page to find out how you, too, can reap the many benefits of a leading global recruitment agency.

Michael Page

How employer branding can help your company attract the best talent

willchin — Wed, 28 Apr 2021 06:37:11 +0000

How employer branding can help your company attract the best talent willchin

Today’s increasingly competitive job market doesn’t only mean that candidates have had to get creative to stand out. Employers too, have had to adapt to woo the brightest, most sought-after candidates and for that, employer branding is key.

Selling your company to potential talent is an art. Today’s job seekers have high expectations, and while salary and paid time off remain important factors in talent attraction, there are other intangible benefits and day-to-day experiences that have become just as important.

According to LinkedIn’s Talent Solutions report, a good employer brand can reduce turnover rates by 28% and cut your costs-per-hire by half. Companies will also find themselves with 50% more qualified applicants, cutting down the time needed for recruiting.

The biggest obstacle candidates face when searching for a job is not knowing what it’s like to work at an organisation, therefore employer branding can help to gain the trust and commitment of potential applicants from the start.

In a Glassdoor survey, 75% of active job seekers are more likely to apply to a job if the employer actively manages its employer brand.

Job candidates today are also looking for a lot more information from their potential employer than just an offer. Some areas of interest include the company’s values, identity, diversity and inclusion, as well as corporate social responsibility (CSR) initiatives. Employers need to look as appealing to prospective candidates as possible.

Employer branding is important to get right. Here’s how your company can make a positive and lasting impact on job seekers amid the fast paced, ever-changing world of work.

Develop an Employer Value Proposition (EVP)

Companies need to create a long term employment plan that focuses on their values and culture. An EVP will help candidates better understand what you and your company stand for. This can make all the difference when it comes to standing out from your competitors and will answer the age-old question of: Why should people want to work for you?

To create a powerful employer brand, focus on your company’s mission statement, values, and culture. It’s also helpful to identify what your company’s needs are, in order to gain better insight into the type of talent you’re seeking – and target them accordingly. Ensuring your workplace is an environment that encourages personal and professional growth is also paramount to retaining current talent and attracting new ones.

Communication

The next step is to communicate that culture to the outside world. Building a great looking website that showcases your company’s image, what it’s like to work there, and what potential employees can expect will be highly beneficial, and this goes beyond the About Us section. The journey of communicating your employer brand typically starts from the home page.

Social media has also become an increasingly popular way for candidates to suss out whether their potential employers have values aligned with their own. 68% of talent acquisition leaders agree that social professional networks are an effective tool for spreading awareness about employer brand.

It is, however, important to understand which platforms are better suited for your audience and industry.

While Facebook and LinkedIn remain to be two of the biggest social media sites that can reach a very wide audience, those in fast-paced industries like technology and IT can be more inclined to Twitter, where bite-sized messages are favoured over lengthy blog posts.

On the other hand, the massive talent pool in the creative industry might find platforms like YouTube and Instagram more relatable and engaging. Sharing pictures of your workspaces and group gatherings on social media gives a voice to your employees through videos, posts, and testimonials, which are helpful for those job seekers deciding if they believe they are the right fit for that business.

A new platform that can make a big impact on job seekers today is Clubhouse. On this invitation-only app, you can effortlessly hold talks and informal Q&A sessions with people in your industry to give them a first-hand glimpse into the company’s values and culture.

Be consistent

How you engage with fresh graduates for junior positions will greatly differ from the way you approach talent at the director level. Segmenting your audience and speaking to them as specific groups, instead of as one group with differing needs, will ensure you’re tailoring the right messages to potential employees.

Regardless of which platform you use and what message you want to get across, however, it’s important to ensure you are consistent in delivering your employer branding, plus the business tone throughout.

Ace your candidate experience and onboarding processes

First impressions count, and it starts from the candidate experience – one of the most important factors in attracting talent. Essentially, it’s how candidates feel about your company after undergoing your hiring process, and affects how they perceive your job culture, work ethics, and eventually, whether or not they accept your offer. Job candidates who have a bad experience during the interview process may also leave reviews on Glassdoor, which can negatively affect employer branding.

Onboarding is just as important, and a smooth and effective transition can be critical in instilling a positive impression. This engages and motivates the newcomer from the get-go, and the enthusiasm this generates will likely carry on to the rest of the employee’s career. People who have had a negative experience are twice as likely to seek a different opportunity. Arm your new employees with the tools and instructions needed to excel in the role from the start.

As many people continue to work from home, there’s never been a better time to ensure you have a good digital onboarding process in place. Ongoing efforts such as setting up regular meetings with employees working from home and those in the office via video calls, organising online training sessions, and keeping work files on the cloud can make the initial stages of a new hire’s tenure much more efficient and enjoyable. This raises the company’s profile and improves its employer branding.

A thought-out and well-implemented employer branding strategy can help you attract better talent and reduce your hiring costs and turnover rate.

Start a hiring conversation with Michael Page to find out how you, too, can reap the many benefits of a leading global recruitment agency.

Michael Page

7 reasons why employees lose motivation

Anonymous — Tue, 16 Aug 2016 00:53:11 +0000

7 reasons why employees lose motivation Anonymous (not verified)

As an employer, you have a certain amount of responsibility for the motivation and well-being of your workforce. For a team to function to the best of its ability, all members must be fully engaged and fully committed. It’s important to recognise that true engagement will mean different things to different people and to understand what really drives an individual’s motivation.

Really listen and respond to your employees’ needs to ensure high levels of engagement throughout your company. Spotting the warning signs of a disengaged employee early and addressing them quickly can help encourage retention.

If you fear that one of your employees may be lacking in motivation, here are seven common causes that could be at the root of the issue.

1. Lack of career vision

Money is merely one part of an employee’s motivation. Most people want clear career objectives in place to feel that there’s progression for them within their organisation. Career visioning can be a useful process in setting clear, long-term goals for an employee so that they can proactively work towards projected outcomes.

2. Job insecurity

Following on from the above point, a lack of career vision can give rise to feelings of insecurity. All employees want to feel a sense of security and longevity in their roles and an employer must help facilitate this with regular coaching and objective setting.

3. Feeling under-valued

If an employee feels that their efforts are not being recognised or appreciated, they’ll soon begin to lack energy and commitment in their role. It’s important to celebrate successes and give credit where it’s due. Try to make sure that achievements are rewarded – even if it’s just with a pat on the back.

4. No development opportunities

Regular training and development opportunities can help boost employee motivation and engagement. Most employees will value the opportunity to expand and improve their skills and knowledge. If a workplace feels stagnant, non-progressive and uninspired, your employees’ motivation levels will soon dwindle. Get regular feedback from your team to see where increased training or development opportunities would be best placed and appreciated.

5. Poor leadership

Effective leadership is an essential factor in motivating your staff. If strong leadership is lacking, some employees may start to feel demoralised. Leaders must have a flexible, inclusive approach when it comes to managing a team and be able to communicate clearly while instilling confidence and focus.

6. Conflict

Conflict in the workplace is hugely detrimental. Healthy debate is often productive, but it’s important to keep an eye out for any workplace intimidation or bullying. Some employees may feel worried to come forward about issues relating to a fellow colleague - which is why an anonymous employee survey may help to reveal any problem areas.

7. Unrealistic workload

It is important to keep a check on the expectations and demands that are being placed on your employees. If someone feels overburdened by a large, impossible workload – they can soon become disillusioned, stressed and lose motivation. Equally, if an employee has a workload that’s too light or not varied enough, they might quickly lose interest.

If you would like advice from one of our specialist recruitment consultants, please get in touch today.

Michael Page

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