It is no surprise to anyone in business that employee retention is extremely important. There are a slew of reasons, including anything from team morale to cost effectiveness to maintaining production. With the number of competitors out in the field, the ease of their recruiters to reach your top talent, and the growing numbers of telecommuting positions, companies need to find ways to retain their talent.
Just last month, our in-house designer, Brian Dove, produced a video called “Workshop Digital: A Place Unlike Any Other.” Sounds great, right? It is, and I encourage you to watch it!
The idea behind the video was to have team members across the company discuss why they enjoy working at Workshop Digital. The intent was to use this video for recruitment so candidates could hear directly from our team why they choose to work here every day.
If you boil it down further, what we got from each employee is their unique answer as to why we are able to retain them as top talent. I’m going to break down the four ways we are able to drive company retention as discussed by these team members and how you can too!
1. Creating New Roles
We like to call this aspect of Workshop Digital culture, “Choose Your Own Adventure”. It is the idea that when you find the right people, you need to work with them to help shape the role they are in. This includes new people coming in to fill a need that hasn’t been fully outlined or helping existing employees find their niche.
We are able to do this by having open and honest conversations with each employee about what they enjoy doing and what zaps their energy. We work with them to identify areas where we are weak within the company and how they feel they can contribute.
I am one of the prime examples within the company of an employee that “chose their own adventure” moving roles. You can read about my journey in my post “Choose Your Own Adventure: Right Person, Right Seat.”
I understand that not all companies can do this, but if you have the wiggle room to create roles you didn’t initially plan out or are able to adjust how a person’s current role is outlined, you should.
2. Full Transparency: Admitting Mistakes & Encouraging New Ideas
There is a reason one of our six core values is transparency, and we don’t take it lightly. By having the management team fully transparent wherever we can with team members, we have created a culture where people feel comfortable being open and honest. In the work itself, it has resulted in people being willing to take calculated risks and given them the ability to tell a manager quickly when they make a mistake without fear. For business operations, it has aided in shaping our policies, processes, and procedures with open reasoning as to why these are being created through welcomed open feedback on changes.
Being transparent needs to start at the top. We couldn’t expect team members to be transparent about their work and lives if management wasn’t willing to do the same. It also ties in nicely with another one of our core values, the eagerness to learn and willingness to be wrong at all levels.
3. Having A Voice
Some companies are starting to shift their company cultures to better fit the desires and needs of young professionals entering the workforce. One of the biggest mindset shifts that’s happening is understanding the idea that young professionals are less focused on compensation and more focused on work that impacts something bigger than themselves. Employees want to have a voice in the company and feel as though their thoughts, ideas, and feedback are listened to and addressed.
As a company, we love feedback and ask for it constantly. We have an anonymous feedback link where employees can send a direct message to the management team about concerns or issues. Our managers have bi-weekly one-on-one meetings with each of their team members to not only discuss accounts, but talk about how things are going in their lives. We also shape our quarterly reviews to go beyond how the employee can do more for the company to focus on what more the company can do for everyone.
We want people to bring us new ideas, challenge existing ones, and work with us to make this place better. All you need to do is ask, listen, & respond!
4. Working With Friends That Happen To Be Co-Workers
Now, we aren’t saying we force everyone to be friends nor do we expect anyone to hang out together after work. There is value though in fostering camaraderie by helping people develop relationships beyond the work itself.
We do this by having team and company “fun budgets”—that is, money set aside each quarter for teams to choose group activities that get them out of the office together. This includes activities such as team lunches, visits to the local escape room, and a yearly gingerbread house building competition.
By providing the opportunity for these activities, we are directly encouraging team members to develop more relationships and create personal bonds that translate back into the office.
Employee retention is key for a happy and healthy business which requires us to continue to grow and change with the workforce. As a company, we will continue to receive open feedback and work with our team to create a place where we are all proud to work. I would love to hear from others in the comment section below on how they feel they drive employee retention.