Are you Putting your Employees First? image

Are you Putting your Employees First?

Staff Squared date icon24th July 2018

Tag iconManaging staff

Is your company one that people love to work for? Do you put your employees first and value them over your other assets? You might be shocked to find out what your staff really think.

When asked by HR Grapevine whether or not they considered themselves to be a ‘people company’ 55% of senior executives stated the affirmative. Aside from the fact this leaves a rather high percentage of companies who don’t think of themselves as putting their people first, the other shocking statistic is that only 29% of these senior execs’ employees agreed with them.

So why should you care about being a ‘people company’? After all, you’re paying your staff to do a job, you’re not a charity, and surely it’s not your responsibility to hold their hand as they navigate the world of work? Well, that may be true, but consider that ‘people companies’ typically see higher rates of growth thanks to their investment in one of their greatest assets: their people.

After all, doesn’t it stand to reason that the more a company respects the contributions of its staff, the harder they will work for it? If you’ve a nagging suspicion you could be doing more to achieve ‘people company’ status, read on.

A good starting point is to ask your employees how they feel about the company; this is the first step to demonstrating that you value their input. How you go about this is up to you: one-on-one meetings between managers and employees are a way to engage, or maybe you’d prefer to ask staff to complete an anonymous questionnaire.

If step one is asking, step two is showing you’re listening. Let staff know which ideas you’ve implemented or what changes you’ve made, and give a valid reason if it’s not viable to change something immediately.

Recognising a job well done is crucial in ensuring your people feel valued. Don’t forget that not everyone shouts about their achievements so make sure you’re acknowledging quieter members of the team too when it’s deserved. Finding different ways to reward people on the successful completion of a project, or for coming up with a great idea that saves the company money is also important. You’ll have people that relish the thought of a shout out at a company meeting, while others would rather something more discreet such as a heartfelt email from a manager.

Finally, to become known as a ‘people company’ you need to think of potential employees – the top talent you’d like to attract – as you do your clients. You use marketing to win customers; in today’s competitive environment you need to do the same to attract skilled staff. Research has shown that salary is not the only thing jobseekers are interested in; company culture ranks highly too. Applicants will want to see that your company offers the opportunity to progress within it via internal promotions.

Are you ready to find out what your employees think about your organisation? If that’s a yes, you might just be a people company after all.

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