Attracting and retaining talented individuals has never been more difficult or important for organizations. Not only is the job market ultra-competitive, but the new challenges of recruiting, onboarding, and training new hires that the pandemic has brought about are making it more important than ever to provide a compelling employee value proposition to all potential employees. As job seekers narrow down their opportunities, companies that can uniquely attract talent through well thought out benefits will come out on top.
This is especially true for hiring remote workers, as many have accepted and thrived in the out of office environment. According to a recent survey from Prudential, “42% of current remote workers say if their current company does not continue to offer remote work options long term, they will look for a job at a company that does. This signals that a “war for talent” may be looming if companies don’t address workers’ needs.” It goes on to state that “the looming talent war will be won by companies who affirm their standing as a top destination for both current and future talent. These employers will cultivate cultures that reflect what is most important to workers, such as remote-work options and flexible work arrangements, opportunities for career development and mobility, and comprehensive benefits that foster employee health and well-being and build financial resiliency.”
So, what is an EVP, or employee value proposition? Simply put, EVP’s are benefits that an organization provides to its employees. Similar to a value proposition for a product or service, the EVP refers to the value the company promises to deliver to each and every employee that joins the team. These can include monetary benefits like sign on bonuses, compensation packages, and stock options. Additionally, these can include non-monetary benefits as well, such as training, support, and advancement opportunities.
Although these benefits have been relatively straightforward in the past, in these times of remote workforces, this topic is more complicated and dynamic. Companies are learning and making adjustments to have an attractive EVP for workers that will not be showing face in the office. Recruiters and HR professionals are looking for unique alternatives to the common practices of years past as the needs of employees, along with their overall demands in a position, have drastically changed.
For years, potential employees were enticed by companies that provided food and snacks, in-office fitness centers, recharge rooms, and by other similar perks that are now less frequent. However, many traditional benefits like these are not applicable to the remote workers who are employed by many companies worldwide. So, what are companies to do and what adjustments need to be made to have an attractive EVP for permanently remote employees? Let’s take a look at a number of ideas that can be implemented or re-evaluated during these times.
Provide some comfort with at home office perks
For anyone that has done it in the past or is currently working remotely, home offices are not always glamorous and working from home has its challenges. With kids screaming, spouses cooking, family members stopping by, and solicitors knocking on doors, distractions are plentiful. Not only that, many remote workers do not live in a house with a dedicated office or room for remote work. With that being said, unique and appreciated value propositions for home offices can include a new stand to sit desks, upgraded office chairs, computer monitors, bluetooth headsets for phone calls, and similar. Put yourself in the remote employees’ shoes (or socks at home), and consider providing items that will increase their comfort level and allow them to perform their jobs more efficiently.
Be creative with scheduling
The days of 9am to 5pm schedules are becoming less frequent. Millennials and others prefer flexibility when it comes to their positions. Rather than focusing on the clock, spend more time focusing on the overall tasks, metrics, deadlines, and completion of projects in your desired time frame. Allocate time for helping employees improve their focus and time management skills. This freedom and trust, versus punching the clock and tracking every hour, is preferential for remote workers and can even help improve productivity.
Fine tune your company culture
Regardless of where an employee is physically located, the right company culture is imperative for attracting the remote workforce and top talent. This is also one of the most important employee value propositions for many. Having a well-balanced, omnipresent strategy for using employees as brand ambassadors, using online technology and platforms to convey your brand messaging, and fine-tuning your company culture as times change will pay dividends over time. Clearly communicate the company’s mission and vision and create a sense of meaning to help retain your remote workforce.
Tailor onboarding and employee development for virtual and online platforms
More important than ever, onboarding remote employees needs to be methodical and accessible for an online workforce. Having unique and effective training programs to educate and empower employees will provide your remote team the skills they need to excel and fuel your company’s growth. Organizations that clearly skew their value when it comes to onboarding and development will attract better remote talent.
Engage and communicate often
Consistent communication and being engaged with the remote workers is critical to their success. Remote work can be lonely, making those staff members feel disconnected at times. Providing virtual networking, happy hours, and other activities can help minimize those issues. In addition, managing remote workers still requires at least the same level of mentorship, training, and performance reviews as in person staff. That open line of communication and sense of community will help ensure a successful relationship for all parties involved.
Compete with great benefits and rewards
Lastly, attracting talent and creating value can be done through employee benefits and other rewards that are made available. Vacation and paid time off, personal time off, health insurance, retirement perks, and other common new hire incentives are still highly regarded by prospective employees. Providing other value added benefits that relate to the challenges that remote workers might face can separate your organization from others. As an example, child care while working remotely is a serious challenge for many. Offering to pay or partially compensate your team for this type of service can help you stand out and win over recruits.
As your company evolves and the workforce adapts, so too should your employee value proposition. Continue to listen to remote employees, learn about their needs, receive feedback regularly, and make adjustments when needed to attract remote workers for a long and successful career. As the current pandemic and recent trends over the last few years have shown us, recruiting, training, and managing remote workers is here to stay. And the companies with the most attractive employee value propositions will likely gain an edge on their competitors.
