How do you become an employer of choice? We won’t make you sift through this article to find the answer…
It’s our belief here at Stribe, that the quickest (and most impactful) way to become an employer of choice, is to ask for feedback from your employees and action it meaningfully. It is that straightforward.
Because when teams are heard, people are happy. And happy employees advocate for their workplaces.
If you’d like to learn the best processes to do that – download our Guide to building surveys that create change. ➡️
And if you’d like to delve deeper into how surveys and feedback can help you to become an employer of choice – keep reading!
An employer of choice is simply the gold standard in the job market – it’s a workplace where employees feel highly valued, supported, and motivated.
Employers of choice are highly sought after by top talent because it’s well-known by their audiences just how well they treat their employees. From offering competitive pay and awesome perks to prioritising wellbeing and growth, these companies exemplify characteristics that go above and beyond to make sure their teams are happy and fulfilled at work.
Google is often regarded as the unofficial embodiment for being an employer of choice.
In addition to being a world-renowned trillion-dollar brand with mind-blowing offices in cities around the globe – they’re often recognised for their continuous innovative culture, amazing staff benefits and perks, and focus on diversity and inclusion.
In the UK, there are plenty of ‘best places to work’ lists – as there isn’t an official award or body as such that oversees giving out the ‘employer of choice’ title. Some of lists include:
Each of these lists have their own methods and metrics to take into consideration what makes a good employer – but across all of them we see common themes including a supportive and inclusive culture, trust in leadership, communication, and opportunities for growth.
While learning about how to become an employer of choice, you may have come across the Higgs Model which is essentially a framework for creating a workplace that is attractive to top talent and keeps current employees happy long-term. The model categorises organisations into four positions based on their approach to employment.
Employers of Cash
These are the companies that aim to lure talent with attractive salaries. And while the money may be appealing, employees often find themselves caught up in demanding roles with little time for a personal life.
Employers of Value
Unlike organisations focused solely on cash, these employers offer more than just big pay checks. They prioritise things like sense of belonging, job security, growth opportunities, and a fulfilling work environment – helping employees feel appreciated and satisfied.
Employers of Churn
This is where you don’t want to be categorised. Unfortunately, some employers prioritise cutting costs over caring for their employees. This results in poor treatment, low pay, and high turnover rates. They struggle to attract and retain talent due to their negative reputation.
Employers of Choice
As we’ve already established, these companies are the cream of the crop in the job market! They’ve built an environment where employees feel respected, valued, and connected. From competitive compensation to nurturing diversity and inclusion, they prioritise every aspect of employee needs and wants.
It depends! Determining whether you are an employer of choice in your industry will all depend on what metrics and values matter most to your organisation and its people. These are some of the tell-tale signs and measurements that will indicate if you’re on your way to being an employer people are proud to work for.
We’re big believers here at Stribe that a strong employee voice and healthy feedback loop is the number one driver of a happy and high-performing organisation.
One thing about employers of choice is that they prioritise being a feedback-driven culture. To do this, you need to create an environment where everyone feels comfortable sharing their thoughts, ideas, and concerns. Leadership plays a really important role here, setting the tone for open communication, and showing that feedback is not just welcome but valued and acted upon.
Anonymous employee surveys are a window into your team’s world, offering valuable insights into their feelings and experiences. By using surveys as a tool to prioritise employee voice, you will gain a holistic understanding of what’s working well and where improvements are needed.
By tracking survey metrics like overall satisfaction scores, engagement levels, and specific feedback themes, you can identify actionable insights and guide strategic decision-making to becoming an employer of choice.
Implementing meaningful changes is the most important part of the feedback loop. Take your survey findings and turn them into tangible improvements that benefit your people – trust us when we say that by involving employees in the decision-making process, you will gain genuine buy-in from your teams and win their advocacy.
Surveys aren’t a one and done situation – you should never stop asking your team for feedback.
Continuous improvement is crucial for ongoing success, and a hallmark of being an employer of choice. Commit to the process and keep your teams in the loop along the way – this way, your organisation will adapt to meet the evolving needs of your current employees and attract the wider job market.
Interested in knowing more about employee surveys and leveraging feedback? You’re in the right place.
