What Makes a Top Employer?

Let’s be honest, the pandemic has changed the “normal” of corporate work life and has forced MANY companies to shift.

You know what I mean. Over the last couple of years, employees have personally changed their approach of how they work, where they work, and why they work. These shifts have many companies wondering what it takes to be considered a top employer. So, as the Great Resignation continues, I want to look at some areas of importance for employees and what it may take today to retain and attract professional talent.

Earlier this year, Forbes partnered with Statista to survey working Americans to create their 2022 list of America’s Top Employers. Employees were asked to rate their companies on a scale of 0 to 10, based on how likely they would be to recommend the company to a friend or colleague. It also asked many questions about the company culture, internal growth opportunities, and overall compensation.

Before we look at the results, ask yourself, would our employees consider us a top employer? Or as an employee, would you give your organization top marks? If not, what holds you back?

As you sit with that, let’s look into these commonalities recorded in the survey on what employees considered top employer attributes. 

Drum roll please … 

COMPANY CULTURE

Employees rank company culture HIGH on their list. The question becomes: how good are you at creating a VALUABLE place for employees to work? Post-pandemic, many companies that ranked high on Forbes lists have incorporated remote and flexible work options. This has become a make or break for many people. The pandemic showed us that remote work is possible, and it doesn’t compromise productivity or performance.

Other high-ranking organizations offered valuable employee perks, like daycare options (huge plus), fun lunchroom choices (that won’t get old), and “free” time within the workday (we all need playtime). When employees feel supported, both professionally and personally, they are more willing to commit more energy to work. Creating a company culture where employees feel safe and valued can go a long way when it comes to retention and attraction. It can also increase referral rates for new hires. 

DIVERSITY, EQUITY, AND INCLUSION 

Another top employer attribute? Being progressive with diversity, equity, and inclusion. This is key. Employees want to see inclusion across the organization. Having women throughout all levels of the organization is impactful for all female employees to see. Not to mention for prospective employees as well. It shows female employees that growth to the highest level is possible and valued. The results also drew attention to the fact that the inclusion of the LGBTQ+ community garnered a high ranking. When your employees feel safe to be themselves at work, they are more invested in the well-being of the organization. Companies that focus on strong diversity, equity, and inclusion, are showing their employees that they value their differences and they support them regardless of any non-work-related factors. 

HANDLING OF CRISIS

Institutes of education and healthcare companies both ranked high on the top employer’s list. This may seem like a bit of a surprise, considering both educators and healthcare workers experienced HIGH levels of burnout AND overall fatigue during the pandemic … but listen. Workers in both professions were impressed by their respective organizations' handling of the crisis. In times of intense uncertainty, they had open and honest communication and that alone is an extremely valuable tool. Employees respect being kept up to date and also being considered when high-level decisions are made. 

EMPLOYEES FEEL IMPORTANT

A very common theme seen across employees was the feeling that their work is important. Who doesn’t want to feel that the work they spent a lot of time and energy on was important? As we touched on earlier, people are changing the way they view work. There is a desire to take part in more meaningful work that makes an IMPACT. When employees are invested and proud of the work they are completing or feel like it is impactful to the company/larger population, they are more likely to recommend the organization to others as well as stay at the organization. 

Okay so how does this feel? Now that I have touched on some of the key takeaways from the Forbes study, what does it boil down to? 

Employees want to feel important and valued. I mean c’mon don’t you? I know I do. There are many formal and informal ways to display this to employees. For example, it might be a lot easier for an employee to put in extra hours on a project when they know that at the end of any large project, they have 2 flex days off to rest and recover. I like the sound of that.

Or for example, offering on-site daycare for employees can increase retention among first-time moms. Top employers will show employees they belong and also support them throughout their careers and personal lives.

Don’t get me wrong, you don’t need all the flashy bells and whistles to make employees happy. Being authentic and connecting with your employees goes a long way. It could be as simple as offering speed mentoring between employees and executives, where employees can sign up for 15-minute 1:1 rounds with an executive mentor. Foster an environment of inclusion and continuous learning, and employees will have good reason to stick around.

SO… how does your company fare with these characteristics? And as we look to move into a post-pandemic world, what areas could you improve?

I’m Krista Ryan

My job is to help you learn a little, laugh a lot, and get clear on action steps for your success.

It may have taken a life changing event to shake me awake and decide I no longer wanted to live a comfortable life… I wanted to embrace the discomfort and live a life of courage and intention.

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