Professor Mindy Treftz
15 November 2010
Becoming the Employer of Choice
During the course of a day, one is likely to be exposed to dozens of interactions with service providers. Whether at the coffee shop getting ready to start the day with a warm cup of coffee, the doctor's office signing in for an appointment or the taxi driver who has the important task of getting you to the airport in time for an important business trip. Each one of these interactions will contribute to a positive or negative experience that will lead to future decisions on whether or not to visit the same coffee shop tomorrow morning, the same doctor for your next annual visit or the same cab company for a future transportation needs. Many organizations understand the revenue impact of loyal customers and believe in investing in their employees. Employee satisfaction should be one of the top priorities of organizations because becoming the employer of choice will lead to increased revenues and lower labor costs. The term Employer of Choice can be defined in many different ways but often relates to employees making the choice to remain employed by a certain organization based on satisfaction at the workplace. According to Roger E. Herman and Joyce L. Gioia, authors of How to Become an Employer of Choice, "Any employer of any size in the public, private, or not-for-profit sector that attracts, optimizes, and holds top talent for long tenure ... because the employees choose to be there". Besides the choice process to remain employed by an organization, being the Employer of Choice also relates to the same employee performing to high standards dedicating themselves to the organization mission, vision and goals. Being the Employer of Choice today is the most important approach to attract qualified employees who will bring a great deal of knowledge, skills, enthusiasm towards the organization's values, building significant competitive advantage. During our grandparents’ generations, it was very common for an employee to remain with the same organization for the entire work life. Many would get hired during teen years and retire from the same company after a lifetime of dedication and loyalty. This is almost unheard of nowadays. According to The Daily Recruiter, employees are expected to change jobs at least seven times during their work career, many occasions several times more. One must question what makes employees leave an employer for another. It is possible that a long list of many different reasons could be created from better pay, promotion opportunity, luxurious office with view, to improved benefits and better work hours. However, one may be surprised when hearing about the three top reasons published by Gallup Organization: Lack of faith in the leadership or vision of the company. Concerns with the way employers/management are treating people. Lack of employer/management support in areas of performance reviews and employee development. It is fair to state the relationship with the direct boss is a main contributor for employees satisfaction at the workplace. Being able to trust those you report to is an important relationship building process that must take place in order to build loyalty. Understanding and believing on the organization's vision will also produce positive results through added commitment. Employees must feel appreciated and rewarded. The ability to identify opportunities for the future within the organization is a great motivator, along with fair and timely performance appraisals. Organizations that take the time to listen and understand what employees need and want at the workplace are more likely to deliver a desirable environment; a place employees feel welcome and want to stay. Simple examples of areas of opportunities in many organizations are the back of the house space, the areas customers do not see and do not know about. Some organizations believe in spending dollars to...