Microsoft must be feeling very pleased at the moment, and quite rightly-so having just been presented the Global Randstad Award for 2015.
Whilst Microsoft is a well-established name it is not by sheer luck that people want to work for this organisation. Much effort has been carried out by the board, HR and management to inter-weave the necessary actions into their business and people strategies, in order to achieve this accolade.
Despite Microsoft’s size, wealth and stronghold in the global market place, SMEs have the power to attract too. They just need to adopt strategies that attract the best talent and create a culture that is conducive to retention, and improving their performance in the market.
Does your organisation have an attractive brand?
Do existing employees recommend your organization as a good place to work?
Do your employees have the right attitude that are aligned to your values?
Do your managers have the necessary competencies to manage effectively?
Do you/your managers empower your staff to be innovative and achieve more output?
Do you/your managers engage with employees and know what motivates them?
Do you provide non-financial benefits, as well as financial benefits?
Do you develop your employees, encouraging a culture of continuous improvement?
Do your employees enjoy the culture that they work in?
Do you have a low turnover in employees?
If you have answered no to more than one of these questions, then I dare say that your business is not performing as well as it potentially could.
Organisational performance issues are not the same for each business, and only by being honest and facing the problem head on, with the right support can you hope to improve.
Let’s take a look at why people want to work at Microsoft and what you can take from these practices:
- Firstly, despite being a global organisation, they are consistent in their employee practices.
- They have values which employees are aligned to and live by.
- They have an effective recruitment process that ensures they employ the right talent to drive forward and continuously improve business performance.
- They reward and recognise employees.
- They understand the need to be flexible to accommodate that well versed ‘work-life-balance’, in order to retain skilled employees. This not prescriptive but rather personal to the individual’s need, for example study leave or time to run a marathon.
- Employees are encouraged to contribute their ideas for improvement or new products.
- Their workplace is bright and conducive to a positive work environment.
If you took a sharp in-take of breath at point 4 and decided that your organisation couldn’t possibly have a 'reward and recognition' system in place, then think again! Reward and recognition doesn’t have to be expensive – there a number of ways in which to acknowledge employees’ achievements - a simple face-to-face ‘thank you’ can have a positive impact which will obtain small wins. When you multiply that by the total number of employees, you then start to see a difference.
Essentially, Microsoft have made sure that they have the right tools and techniques in place to attract and to get the best out of their employees; and so can you.