Every year, the Great Place To Work Institute researches, you guessed it, the Best Places to Work.
Here’s one of their stats:
“The best added $1.07B to the Australian economy
with an average revenue growth of 39.6%.”
Those numbers talk, don’t they!
Some Organisations Have A Reputation For Being Downright Compelling To Work With
Also importantly, once someone secures a job at one of these organisations, they show high levels of discretionary effort.
Employee Engagement at the Best Places To Work is 89%!
That’s high, no matter how you slice it. It’s particularly high when compared to the workforce generally—which is a paltry 24%.
It seems that employees of the Best Places To Work are the best employees too!
How To Create This Win/Win Arrangement
The key contributors to companies being nominated as the “50 Best” are.
a) Flexible Work Arrangements:
The best companies offer flexible working arrangements that include:
—Flexible scheduling (offered by 96%)
—Working from home or telecommuting (offered by 96%)
—Job sharing (offered by 54%)
—Flexible phased retirement (offered by 54%)
b) Employee development opportunities
“Lack of opportunity for development and progression is one of the main contributing factors of employee turnover” cites the Great Place To Work Institute.
Leaders at the “50 Best Places To Work” are well aware that their-company-flourishes when employees-flourish.
And they know that their employees flourish when:
—They’re coached and mentored
—They enhance their skills through group training or on-the-job development
—They discover where they can make their greatest contribution in the organisation.
The best organisations offer their employees:
—Individual Development Plans (offered by 96%)
—Unpaid educational leave (offered by 64%)
—Unpaid career leave (offered by 64%)
—Exchange programs with international affiliates (offered by 58%)
How Can You Use This Research To Strengthen Your Business?
Which bits of the research could you apply to increase your employees’ engagement—and the revenue growth of your business?
Creating more flexible working hours?
Have Individual Development Plans for every employee?
They’re two of the commonly implemented big-impact-items.
Would they be too difficult for you to carry out? (Not for most organisations.)
I’m interested to know what you decide to do—plus how it pans out for you. Looking forward to your reports rolling in :-).
ABOUT THE AUTHOR:
Carolyn Stevens has worked with leaders for more than 25-years—hundreds of them.
She’s supported leader after leader (including those who previously struggled to confront the difficult, let alone persuasively deal with the it) flourish—and become confident, courageous and impressively influential.
Carolyn is authentic and results-oriented. She draws on an eclectic array of approaches, tools and techniques to suit the situation.
