Culture & Experience are Your Top Talent Magnets

Just wave a big bag of cash and you’ll get the best talent beating a path to your door!

That’s a version of reality… that’s not deeply rooted in reality. Most people are not coin-operated. If your company doesn’t have extra piles of cash lying around or you get people in, but can’t keep them very long, there are much more affordable ways to attract and retain quality talent.

High-performing candidates are looking deeper, evaluating how a company truly operates, and what they see and feel during the interview process often carries as much weight as the offer itself. For mid- and upper-management, this means a renewed focus on actively shaping and showcasing a robust workplace culture and a positive employee experience.

One path to a great employee experience flows from and through mid-level managers.

Definition: mid-management is every supervisor who is not in charge of everything and not a first-level individual contributor.

If middle managers are treated like administrative bloat or obstacles to get around, then the value they bring is greatly diminished. In fact, why in the world would a business that wants to stay relevant invest in people IN ORDER TO create a population of people who are undervalued? It may be the byproduct of a poor culture, but with nearly 100% certainly, their job descriptions don’t say, “create administrative burden in every way legally available.”

Significant power lies with the mid-level leaders. Their daily decisions, behaviors, and interactions directly shape the environment employees encounter. In fact, according to the Society for Human Resource Management (SHRM), 92% of HR executives agree that people managers are critical for overall organizational success.

However, many managers report feeling caught between executive priorities and team needs, which can negatively impact their stress levels and effectiveness. Companies and organizations can increase their return on investment with respect to mid-level managers by:

• Elevating their Role: Shift the perception from task executors to leaders responsible for people, talent development, and culture.

• Offer More Training, Earlier: Provide leadership readiness programs to emerging talent and early-career professionals, preparing them for leadership roles.

• Listen to Managers More: As a leader, you can’t be everywhere all the time, but your mid-level folks are in most places most of the time. Ask for their feedback (conversation, survey, etc.) in order to understand challenges and provide tailored support.

The Tangible ROI of Appreciation and Data-Driven Employee Relations

Beyond interviews, a thriving culture supports existing employees. Latest research reveals a clear link between employee appreciation and tangible business outcomes:

• Reduced Workplace Injuries: According to O.C. Tanner, frequently recognizing employees can decrease the likelihood of workplace injuries among workers by up to 50%. Feeling unappreciated worsens mental health, which leads to decreased concentration and impaired decision-making, increasing accident likelihood.

• Improved Well-being & Burnout Reduction: A formal recognition program can make employees suffering from burnout 50% less likely to have a workplace accident. Even for those with probable depression, recognition reduces accident odds from 11% to 8%. Encouraging sincere, tailored, and meaningful appreciation daily is key.

Cultivating a strong workplace culture and exceptional employee experience is no longer a nice-to-have but a strategic imperative. By empowering your managers, proactively showcasing your culture, prioritizing employee appreciation, and leveraging data in employee relations, you can attract top talent, safeguard your reputation, and build a workplace where everyone thrives.

Image by Moondance from Pixabay