Today’s “best places to work” gain valuable recognition from employees, potential job candidates, investors, and customers. But, beyond the free snacks, sports teams, and happy hours, what makes their company culture so special? What exactly are these companies doing to manage their talent differently?
With the year coming to a close, and the newest list of best places to work to soon be named, here’s a look at some of the companies named on Glassdoor’s list of best small and medium companies to work for in 2015, and how they’re switching up talent management to create happy and hardworking teams:
Financial services company Motley Fool was rated the best small or medium company to work for in 2015 by Glassdoor, and that’s due in part to their focus on individual strengths and goals.
In addition to their guiding company values, each employee, lovingly called “fools,” creates their own value to incorporate into their work every day. Their value can be a short phrase or even one word that represents what gets them excited to go to work and what their overall goal is.
Employees create their value on their first day on the job and it hangs on a sign above their desk throughout their tenure with the company. These personal values are so important to the company because they help to celebrate everyone’s strengths and motivate employees.
The values also give leadership better insight into what each employee is good at and what they’re passionate about. Understanding the strengths of each employee helps them keep employees engaged on projects that interest them and sets them on career paths that match their passions and goals.
Instead of trying to fit each employee into a company culture mold, Motley Fool listens to the individual voices that make up their company, allowing each to play to their strengths and grow naturally with the company.
At Evolent Health, a company that partners with health systems to deliver value-based care, their work starts by listening. This core value of the company is relevant to working with clients and managing talent.
Employees are encouraged to listen to and consider the ideas of everyone in the company — they don’t assume there is an easy answer to a problem. Instead, everyone works together to find a solution. The office environment, therefore, strives to connect team members in person and virtually for the best collaboration possible.
A truly collaborative team starts with open communication and active listening among employees working toward the same goal, instead of individuals competing for their own advancement.
Trust and action
Tubemogul, a software provider for brand advertising, focuses their team on action. Their culture is guided by the principle that employees do what they say they’re going to do.
In this culture, speed is king. Employees are allowed to make mistakes as long as they’re working quickly, innovating, and making things happen. Instead of asking employees to wait to get their ideas and actions approved, they’re encouraged to go — there’s nothing holding them back, and that takes trust.
Managers trust employees to do their best work, team members trust each other with joint projects, and clients trust the brand. This trust allows employees to do what they do best, think creatively, and put their ideas into action — without hacking through red tape.
Instead of relying on company leaders, employees are given the freedom and autonomy to solve problems on their own, get things done, and innovate new approaches.
Alphasights, a service that connects clients with questions to experts with answers, keeps their talent on clear career paths, allowing them to grow and develop at a fast pace.
The company works on a unique model that forgoes the traditional business hierarchy. From their first day on the job, employees are set on very specific career paths and are immediately given a large amount of responsibility.
Employees know exactly where they can go in the company and how they can get there. Those who perform well are rewarded and promoted to the next level where they can take on a management role and greater responsibility.
This strict focus keeps employees engaged in their work, allowing them to hone their skills and develop professionally. When employees understand their career trajectory and are working toward the same goal as the company, they are motivated to exceed expectations, achieve personal and company objectives, and advance their careers.
In addition to flashy perks, the best places to work offer their talent unique management structures that allow them to do their best work and be happy doing it. Rethinking the way talent is managed can help improve employee satisfaction, retention, and business goals.
SOURCE: Matt Straz
How do you manage talent differently? Let us know in the comments below!