Employer branding benefits: employee development
The shortage of skilled workers is becoming more and more widespread, not only in the creative industries, and there is no end in sight. It is important to strategically arm yourself against the loss of experts in your own company. But how does this work? What keeps you attractive as an employer? How do you manage to recognize the needs of your employees? How do you find the right benefits for them?
In our other blog posts, we have already introduced you to some employer branding options for your employer brand and explained how to find the right strategy for you and your company. The following should be kept in mind: The basis for the implementation of employer branding measures always starts from your own ranks. This means that only if you really know the needs of your employees can you develop suitable benefits for them that actually offer added value.
Recommended action: Offering the right benefits for employees
We all know that a fruit basket is good and does you good. If your stomach is still empty when you arrive at the office in the morning, there's nothing better than a banana to quickly satisfy you. Free drinks are also a nice-to-have, but in addition to these basic benefits, there are the real advantages for employees. These are expressed through well-planned and benevolent employer branding, which not only makes employees feel valued but also provides them with individual support. This support can take the form of various measures. We would like to introduce you to one of our agency's own approaches in more detail.
Mentoring as an example of employer branding measures
So let's get back to basics and find out how you can recognize the real needs of your employees. Quite simply: by asking them. Create a survey and think about what your expectations are and what the added value for your team could be.
One example of a possible employer branding measure is the mentoring tandem. As part of employee development, you give your team the opportunity to actively shape both their day-to-day work and their learning curve.
Agile working methods and a holocratic structure form the basis for this. Instead of continuing to put people with different authorities in the foreground and assigning customers and projects hierarchically, PIO has been emphasizing different roles in the form of a tandem since 2018. The agility of the New Work principle is therefore not just a mindset, but has become a methodology at PIO. Read more about this in our guest article on the mentoring tandem at Fairgency.
The employer branding process in everyday working life
An employer branding measure thrives on continuity, monitoring and criticism, then it will also bring you long-term success. It is important to constantly question whether employees are satisfied and happy. You can offer surveys, AmA sessions (Ask me Anything) or workshops for this purpose. Offer your teams comprehensive insights into all specialist areas and let them have their say externally too. Use these practical checklists to keep an eye on your employer brand.
Be fair and transparent when communicating with your employees and establish respectful manners - regardless of the measures you take. In the end, it's still nice to have a fruit basket decorating the office and a banana, along with coffee and table football, as a power benefit before the next training session.