4 key factors needed for a progressive workplace
published 1/20/2022
Training & Development Health & Wellbeing Flexibility

 

Today’s employees tend to know their worth, and aren’t willing to work with just any employer happy to give them a job. Simply put, no one needs or wants to tolerate an outdated company culture anymore. Talented employees are choosing roles once they’ve determined the employer is interested in a relationship that is equal in terms of investment.

 

Being a progressive workplace doesn’t mean being perfect — it just means acknowledging that employees are people your company can grow with as much as they can grow with you. Progressive companies respect the needs of their employees and, in general, show that they respect their workers for what they are: the powerhouse pushing the company forward!

 

Read on for four key factors that are a must when creating the kind of progressive workplace that employees really benefit from (spoiler: the answer is not just having summer Fridays).

 

1. Flexibility - working location and hours

Paying attention to employee needs and encouraging both potential hires and current employees to openly and continuously communicate their scheduling needs are key to letting employees know your company is here to work with them, not against them.

 

Especially after a year of remote work during the pandemic, being open to flexibility is oh-so-attractive to both new employees and to the top talent you already have. Recent employee surveys have found that workers are highly interested in maintaining either a hybrid or fully remote work schedule after the pandemic, with many employees saying that a more flexible work situation allows them to do their jobs better. Looking for ways to embrace flexibility when it comes to both hours and work location shows that you both trust your employees to deliver results on their own terms and see their reasons for wanting more flexibility as valid.

 

2. Diversity & Inclusion

It’s not enough to talk about Diversity & Inclusion at your company — you have to show that you have a strong and continuous D&I strategy in action. Every industry has room for improvement when it comes to building strategies that make all workers feel uniquely supported, and any company looking to be truly progressive cannot afford to not put major time and investment into D&I.

 

3. Training & Development

As much as many of us, in principle, want to see a more diverse variety of employees in leadership roles, access to the training and development opportunities that lead to promotions aren’t always equal, nor are they invested in for junior employees (who, of course, can become the high-powered upper-level employees companies dream of with the right training). The cost of employee turnover varies by industry, but the Society for Human Resource Management (SHRM) has found that replacing an hourly worker costs an average of $1,500, and that inadequate career development is the leading reason people leave their jobs. Meanwhile, a LinkedIn Learning survey found that 94% of employees said they would stay at a company longer if it invested in their career development.

 

4. Health and well-being

Putting effort into building a strong health and wellness offering for your employees is one very important way of showing your employees that you do not expect them to simply be work machines — you see them as people and care about their wellbeing. Creating a well-rounded wellness plan for employees makes workers feel cared for and more inclined to stick around.

 

Progressive companies also take the time to examine their policies around vacation and paid time off. They acknowledge the varying needs of employees by being transparent and generous with the time off they allow, including maternity leave, paternity leave, sick leave, and time off for religious observances.

 

 

 

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