Something interesting is happening in the American business world: employees are expecting more of the companies they work for. An increasing number of employees have shifted their expectations of their job environment and leadership. “Employees want to be inspired. In short, they want their time at work to matter and be enjoyable,” says Daniel Herrera, the CEO of Evolv I.T., which has been included twice in the Birmingham Business Journal’s Best Places to Work and is in the running to win again in 2024. “At Evolv I.T., we are able to recruit and keep exceptional team members because we are just as committed to them as we are to our customers.”
Below, Herrera details Evolv I.T.’s blueprint for attracting a loyal workforce and fostering an environment that encourages them to stay.
- Communicate the meaning of the mission
In the United States, the average adult will spend 23% of each week working, if not more. With over 90% of employees willing to “trade a percentage of their lifetime earnings for greater meaning at work,” it is clear they value connection to an organization’s mission. Unfortunately, many are not finding it, as nearly 60% feel unfulfilled on the job. While the reasons are undoubtedly as complex as the people themselves, it can make it harder for companies to attract and retain the best talent in their industries.
“To encourage employee engagement and loyalty, it’s crucial that leaders ensure their team members understand the impact of their efforts,” says Herrera. “What problem is everyone solving? These are the kinds of answers that can pump up the enthusiasm of employees and make them want to arrive at work each day.”
At Evolv I.T., Herrera and his leadership team emphasize that their technicians stand between cybercriminals and their customers. They are also helping to prevent and solve IT issues that can keep companies from thriving.
“Our technicians are making other people’s lives easier, and that motivates them to come into work each morning,” says Herrera.
- Be intentional about creating an inclusive culture and weave it into all aspects of the company
This can be difficult to get right, as every team member will have their own unique personality. Herrera suggests trying to view a company through the eyes of a new employee. What happens when the person:
- Walks through the front door?
- Sits down for an interview?
- Receives a follow-up call or email?
- Is on-boarded and trained?
- Arrives for their first day at work?
- Is introduced to other team members?
- Attends a meeting?
- Has a question about their duties?
- Has an idea they would like to share?
“There are dozens, if not more, of potential intersections between the team member and the company, and it is vital that each one be made welcoming,” says Herrera. “When team members are included, they feel empowered to be authentic, and that leads to more retainment of talent.”
- See “on-boarding” as a long-term process, not just an initial step
Team members who can look into the future of their companies – and like what they see – are more likely to stay for years. One of the biggest mistakes an HR department can make is to see onboarding as simply having the person fill out W2 forms and sign up for medical insurance. Evolv I.T. suggests that organizations go beyond the initial paperwork and ask some strategic questions:
- Can the person be connected with a mentor who will guide them even further?
- How can we provide continuous support and training while onboarding this employee?
- How will they hear about any company volunteer and off-site activities?
- How can we integrate this employee into our company culture?
- How can we support their supervisor in fostering a healthy and productive relationship?
- How can we showcase this employee’s direct impact on the company and clients?
These extra steps can really help the new team member to feel part of the company, envision the evolution of their career with the company, and become excited about their future.
- Pick leaders carefully and invest in their development
How important are the managers of an organization? One study reports that “57% of respondents had previously left a job because of their leader.” Top talent, then, are likely looking just as closely at the managers as they are at their job description and the work environment.
“Investing in your employees is just as important as hiring the correct people. Bring in new training opportunities, and encourage your leaders to keep their skills fresh. Also, be sure to reward them for jobs well done. Leading can be very difficult, so help them to focus on their priorities and mental health and to keep a good work-life balance,” Herrera believes.
- Be proactive about expressing appreciation for team members
As busy as the days can get, don’t forget to acknowledge employees when their work is excellent. It can be as simple as a card that is left on their desks, a gift card that is emailed to a remote employee, or a shoutout in the company newsletter. Be sure, too, to acknowledge work anniversaries. Consider a blend of rewards that are competitive, such as for the person with the highest monthly sales, and those that are more personal, such as for people who stay late without being asked.
- Foster the engagement of employees and address burnout promptly
Every company wants team members who are enthusiastic about doing their jobs. To help encourage their engagement, try providing a platform where they can express their views and suggestions safely and anonymously.
Business owners will likely get valuable feedback that can drive innovation and energy. They may ask for more training, more opportunities to connect with each other off the clock, and other suggestions. When leaders feel that the pulse of the company is off a little, sometimes the best action to take is to simply ask their employees what they believe should be done to bring it back up again.
It’s time to become a magnet for your industry’s top talent
A company’s commitment to inclusivity, comprehensive onboarding, and strategic leadership selection can help solidify its position as a beacon for those seeking not just a job but a fulfilling and meaningful career. In an era where employees seek more than just a job, Evolv I.T. demonstrates that fostering a workplace where individuals thrive is a powerful magnet for the best and brightest.
About Evolv I.T.
Headquartered in Birmingham, AL, Evolv I.T. is a leading end-to-end Managed Services Provider with one of the industry’s highest client satisfaction ratings (99.8%). Evolv I.T. offers revolutionary technology solutions to companies, such as technology lifecycle planning, asset management, 24/7/365 breach prevention, in-app shortcuts that reduce the risk of suspicious emails, ERP systems, software management, IT support, and more. Its national services increase the efficiency, productivity, security, scalability, and productivity of its clients. Evolv I.T. has been included in the Birmingham Business Journal’s Best Places to Work two years in a row. For more information, please see Evolv I.T.’s website.
