Post by account_disabled on Mar 4, 2024 20:53:10 GMT -8
Many companies today call themselves “employee-first,” however, it is difficult for a job candidate to know if their potential employer will deliver on that promise.
According to Fast Company , employee-first means much more than having high marks for company management transparency or photos of fun events on Instagram. It means that the organization appreciates that employees are human beings with diverse goals and needs, some of whom are achieving their goals through their professional careers and others pursuing them outside of work (for example, family time, hobbies and fitness goals).
The employee-first organization aims to help employees integrate and thrive in both work and life, always considering the whole person, rather than reflexively applying one-size-fits-all policies.
This attitude must start at the top, with leaders who include the employee experience among their performance objectives and invest in the continuous training of managers on the practical application of employee values in the workplace.
It's difficult for a job candidate to figure it out quickly, and you usually can't tell how an organization treats its employees from a job listing.
The job interview is probably your best chance Chile Mobile Number List to determine where a potential employer's priorities really lie, if you ask the right questions.
Your first clue about the company's priorities will come before the interview. An organization that cares about its employees understands that applicants invest a lot of time and energy in their applications and may be waiting to hear back from the company. They will respond promptly to your request and quickly set an interview time, or let you know that the company has decided not to propose you as a candidate.
The interview itself should be a two-way exchange, where you learn as much about the company as they learn from you. When you have the opportunity to ask the hiring manager some questions, be sure to ask the following.
3 questions to discover if your company really cares about its employees
1. What are the paid time off and leave (PTO) policies? How do they work in practice?
You don't want the interviewer to simply repeat company policies regarding vacations and medical or parental leave (although those things are important). Instead, try to understand how PTO actually accrues and how flexible the organization is in applying it.
For example, there are some organizations where employees only have bereavement time off if they have lost an immediate family member.
But an organization that cares about its employees understands that personal relationships often extend beyond our immediate families. In fact, the family we choose may be more important.
In general, an employee-first organization will allow more flexibility in PTO and leave policies to account for how we actually lead our lives, not just what is easy to manage and measure.
2. How do you personally reward and recognize collaborators?
Many organizations have formal processes to reward high performers with bonuses or gifts, but that's not what this question is trying to understand. Ask the hiring manager you're interviewing with what he or she does to help employees through tough times or recognize them on a day-to-day basis.
For example, when an employee is struggling with work and life during the pandemic, a leader friend of mine likes to send them a restaurant gift card so they can take care of dinner for their family one night. That's not company policy, it's just being an empathetic human being.
A manager of an organization that cares about its employees must have the full support of the company to take actions like this and must be able to give concrete examples.
3. What is your philosophy on talent development?
Any well-run organization should have a formal talent development program that defines job families and establishes clear criteria for determining when an employee is ready for the next step in their career. But an organization that puts employees first should take things a step further.
It is a good sign if, in response to this question, the interviewer says that he is interested in exploring what employees want to do as well as what they need to do to develop professionally.
In an employee-first organization, managers are the first line of opportunity for employees, and that should be reflected in your interviewer's answer to this question.
The wait is worth it
With unemployment still high amid an ongoing recession, not all job seekers have the option of waiting for a perfect job.
If you find yourself in that situation, try to frame your new, less-than-ideal role as an opportunity for growth. Identify ways this experience can prepare you for the job you want, whether it's learning new skills, expanding your network, or gaining experience in a new industry. Looking for the positive side will help you better overcome stress by reminding you of what you gain from the position.
However, if it is possible to be picky, it is often worth holding out for an offer from an organization.
Taking a job with an organization with an “employee first” attitude has immeasurable benefits for both you and your family. It can help you be a more present parent as you grow in your career, avoid burnout, and keep you energized enough to do your best at work every day.
According to Fast Company , employee-first means much more than having high marks for company management transparency or photos of fun events on Instagram. It means that the organization appreciates that employees are human beings with diverse goals and needs, some of whom are achieving their goals through their professional careers and others pursuing them outside of work (for example, family time, hobbies and fitness goals).
The employee-first organization aims to help employees integrate and thrive in both work and life, always considering the whole person, rather than reflexively applying one-size-fits-all policies.
This attitude must start at the top, with leaders who include the employee experience among their performance objectives and invest in the continuous training of managers on the practical application of employee values in the workplace.
It's difficult for a job candidate to figure it out quickly, and you usually can't tell how an organization treats its employees from a job listing.
The job interview is probably your best chance Chile Mobile Number List to determine where a potential employer's priorities really lie, if you ask the right questions.
Your first clue about the company's priorities will come before the interview. An organization that cares about its employees understands that applicants invest a lot of time and energy in their applications and may be waiting to hear back from the company. They will respond promptly to your request and quickly set an interview time, or let you know that the company has decided not to propose you as a candidate.
The interview itself should be a two-way exchange, where you learn as much about the company as they learn from you. When you have the opportunity to ask the hiring manager some questions, be sure to ask the following.
3 questions to discover if your company really cares about its employees
1. What are the paid time off and leave (PTO) policies? How do they work in practice?
You don't want the interviewer to simply repeat company policies regarding vacations and medical or parental leave (although those things are important). Instead, try to understand how PTO actually accrues and how flexible the organization is in applying it.
For example, there are some organizations where employees only have bereavement time off if they have lost an immediate family member.
But an organization that cares about its employees understands that personal relationships often extend beyond our immediate families. In fact, the family we choose may be more important.
In general, an employee-first organization will allow more flexibility in PTO and leave policies to account for how we actually lead our lives, not just what is easy to manage and measure.
2. How do you personally reward and recognize collaborators?
Many organizations have formal processes to reward high performers with bonuses or gifts, but that's not what this question is trying to understand. Ask the hiring manager you're interviewing with what he or she does to help employees through tough times or recognize them on a day-to-day basis.
For example, when an employee is struggling with work and life during the pandemic, a leader friend of mine likes to send them a restaurant gift card so they can take care of dinner for their family one night. That's not company policy, it's just being an empathetic human being.
A manager of an organization that cares about its employees must have the full support of the company to take actions like this and must be able to give concrete examples.
3. What is your philosophy on talent development?
Any well-run organization should have a formal talent development program that defines job families and establishes clear criteria for determining when an employee is ready for the next step in their career. But an organization that puts employees first should take things a step further.
It is a good sign if, in response to this question, the interviewer says that he is interested in exploring what employees want to do as well as what they need to do to develop professionally.
In an employee-first organization, managers are the first line of opportunity for employees, and that should be reflected in your interviewer's answer to this question.
The wait is worth it
With unemployment still high amid an ongoing recession, not all job seekers have the option of waiting for a perfect job.
If you find yourself in that situation, try to frame your new, less-than-ideal role as an opportunity for growth. Identify ways this experience can prepare you for the job you want, whether it's learning new skills, expanding your network, or gaining experience in a new industry. Looking for the positive side will help you better overcome stress by reminding you of what you gain from the position.
However, if it is possible to be picky, it is often worth holding out for an offer from an organization.
Taking a job with an organization with an “employee first” attitude has immeasurable benefits for both you and your family. It can help you be a more present parent as you grow in your career, avoid burnout, and keep you energized enough to do your best at work every day.