This strategy involves the creation of unique values and traditions that form and shape the work environment and style of interaction between personnel. The sense of belonging to a unique corporate culture enhances employee loyalty, increases their motivation and devotion, and promotes team spirit.
For example, Google is known for its unique corporate culture, including iconic offices, free lunches, and a variety of employee benefits.
Google Office
Corporate culture is not only about chinese overseas europe data package communication and norms of behavior in a team. Many companies are increasingly building their own work processes, or, for example, offering employees the opportunity to choose their own work format.
This is what Microsoft 's management did . The remote mode was first established during the pandemic, but even after that, employees were allowed to work remotely for 50% of their working time.
According to the results of the Gullup study, 9 out of 10 professionals want to work remotely, most of them choose a hybrid mode. Those who are ready to accept these statistics and change the corporate culture receive a big advantage.
Sports giant Adidas has completely redesigned its headquarters in Germany to create a more creative space for its staff. The company now has common meeting areas for brainstorming ideas and spontaneous brainstorming sessions. There are also secluded areas where employees can focus on solving problems or work for people who value privacy. This “flexible” space increases employee loyalty and productivity.
Adidas office
Building a unique corporate culture may require additional resources and financial influence from the company, but the result is worth it. Employees who share the company's values experience greater job satisfaction and think less about changing jobs.
Strategy #2: Competitive Financial Compensation and Benefits
Decent wages, material and non-material motivation, as well as a system of benefits - this is what distinguishes a company that has a queue of candidates.
Methods of distribution and payment of monetary rewards
Base salary or fixed salary + KPI with bonuses and premiums – the level of staff turnover depends on how the company’s system of monetary rewards is structured.
Apple is known for its high salaries and generous bonuses for employees, which helps the company attract and retain highly skilled workers.
Working at Apple
Benefits provided to employees
Health insurance, pension contributions, paid vacations, reimbursement of training - all this in a good sense ties the employee to the company, reducing the outflow of valuable personnel.
Pharmaceutical company Pfizer offers employees bonuses aimed at caring for mental health: stress reduction courses, compensation for fitness and yoga classes, webinars with psychologists.
Regular assessment of employee satisfaction
Nike believes that engaged employees feel more valued, so the company conducts a survey to measure engagement and evaluate the workplace climate. Employees also noted that the survey, which is anonymous, makes them feel proud of their sense of belonging to the company and that their opinions are listened to.
Based on the results of these surveys, management can identify employee problems and revise benefit and financial compensation packages.
Working at Nike
Based on employee surveys, Dell is creating a social package and building a system of personnel support: flexible hours are introduced, corporate discounts on products are established.
This approach allows us to reduce staff turnover and maintain a