Putting People first
Over the last few years, businesses have learned that more than anything, everything comes down to employee experience. If you’re not offering your people what they want, then they are more than willing to look for a new position elsewhere. In fact, for much of 2022, the UK had more job vacancies than candidates, leading to a highly favourable market for jobseekers.
Culture can’t be underestimated
Companies that have demanded an unequivocal return to in-office work have been met with strong resistance and criticism. It’s becoming increasingly important to demonstrate a culture of trust, giving people the freedom to choose how, when, and where they work best.
The key to improving relationships with your people is the same as in any other relationship – communication. The best way to know what your people need from you is to ask them, and then to listen to what they share with you. Insight tools like surveys and performance management platforms are a great predictor of behaviour. They open a two way conversation — all driving engagement. Businesses with highly engaged teams are 21% more profitable than companies with lower engagement levels and are better able to build an emotional connection with their people.
Rethink benefits
People are also looking for a new take on benefits and perks in 2023 — and it’s here that tech can play an essential role.
Companies using digital platforms are seeing much better interaction and engagement. Amazon has expanded their cloud-based mentorship platform, Chronus, which matches mentors and mentees based on career level, location, and expertise. PwC has implemented My+, allowing people to switch between fully remote, hybrid, or in-office working with a few clicks and has encouraged people to take more time away from work by holding company-wide shutdowns multiple times during the year.
To attract and retain the best people in 2023, creating a benefits package that addresses compensation, well-being, workplace experience, individual autonomy, and personal and professional development will be essential.
At JT roles are varied and opportunities are endless, that’s the benefit of working in an industry that is ever changing, challenging and rewarding. To find out more about being part of JT visit: www.jtglobal.com/careers
Expand your talent pools
Expanding talent-sourcing efforts to reach new candidates will also be key. More people are switching industries than ever before, and a dwindling traditional workforce means hiring managers need to be more creative with their recruitment.
Targeting different types of talent will go a long way toward improving your hiring efforts. McKinsey suggests that companies should seek out a variety of people, including those looking for new opportunities to make a difference in the world and those looking to re-enter the workforce following a period of caring. Turning to younger talent just entering the workforce and those who have retired but are willing to work again for the perfect opportunity will also be important in the year ahead.
Prioritise recognition
Creating a new culture doesn’t happen overnight, and requires everyone’s commitment. At JT we’ve spent time listening to our people to ensure we prioritise their needs, we continually review our own best practise policies to make sure they remain relevant, recognising that balance is key to success, as one size, does not fit all.
We believe that recognition is the cornerstone of an employee-first strategy, and by recognising and celebrating the accomplishments of our people we’re showing them that the work they do and the contribution they make really does matter.
Nicola Reeves Group HR Director
