While one employee works well from 9 a.m. to 5 p.m., other employees need more freedom to pick up some work in the evenings or weekends, for example when the children are sleeping. Like Marieke in the example below. She works at a municipality, where the 9-to-5 mentality is one of the prejudices. By aligning her working hours with her private agenda, she also surprises customers:
I had a huge prejudice. Gosh, then I’m a civil servant with a 9-to-5 mentality. It’s so different from what I imagined. Customers are also really surprised when I call at 7 o’clock. I determine those times myself. – Mary (47)
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. This is how our parent company chooses Jobsre
There are even organizations putting the well-being of employees first this summer as well. They give employees a (half) day off during the summer 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 CEO Email Lists 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. Based on this profile, an optimal fit between personality and function/tasks can be looked for. 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 involved 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 management of the organization. And trust forms the basis of good employment practices and business success.
4. Feedback is one of the priorities