If employers are still scratching their heads over what will entice employees to come and work for them, they simply need to ask about what makes the biggest difference in their lives.
For many employees, the ability to start a family is a top priority, and they're increasingly turning to their organizations for support. EBN's
This week, AT&T's director of communications, Jessica Swain, shared how the benefits offered through Progyny helped her freeze her eggs and afford IVF. She's now the mother to a newborn baby girl. Listen to the most recent episode, and why these benefits were so critical in fostering Swain's loyalty to AT&T, too.
Listen to the first episode of Season 3:
While employee benefits matter, policies play a big role, too. Despite employers pushing return-to-office mandates on their workers, many seem to be backing off: Just 4% of U.S. CEOs said they will continue to prioritize a
"The companies that land on the side of flexible work will be the winning companies," says Jennifer Dulski, CEO of software company Rising Team. "We already know that the highest performers have a preference for remote work and so when given the choice of companies to work for, they will move toward companies that do offer more flexibility."
Read more about the backlash to RTO, and why employers are finally listening:
Employers will also need to rethink their recruiting strategies to entice employees to stay with them when they're not contractually obligated to do so. Since the FTC banned non-compete agreements, employers have the opportunity to promote the other retention tools they can offer, be it career mobility, a dynamic culture or robust benefits.
"[The ban] changes the conversation away from 'You can't leave,' which is adversarial, to one where employers are saying 'We see promise in you and we're willing to invest in it,'" says Dan Russell, a partner and organizational psychologist at leadership consulting firm RHR International. "Once [employees] see that a company wants to invest in them and work towards their growth and development, then they're going to be more likely to stay."
Here's why employers may actually benefit from the ban on non-competes:
When employees are invested in a community at work, everyone benefits. This is a mission that resonates with Sandy Ko, who started her own women-centric mentorship and allyship program within her organization, market intelligence firm Customer Management Practice. Women leaders convene to share advice, provide guidance and support each other, no strings attached.
"We want to build a stage for women to share their stories and their insight and wisdom," Ko says. "We also want to celebrate and connect women and allies together, because resources, tools and opportunities are so important. The more we talk about them and share them, the more progress we can make globally in the workplace."
Read more about Ko's mission to help more women advance in the workplace:
