Amid a labor shortage, you managed to get their attention on work culture. They heard during the interview how you described the job. You had time to answer all the questions and also some follow-up questions the next day. They weighed the payment and benefits you promised. But they prefer to work elsewhere. While employees tend to work from home, workers don’t have that option. It becomes a question of inequality in the work culture. Why did this candidate work for you? The payment you offered was competitive. The work itself was not lost. The weather was not unusual. It had to do with the work culture. When the job market is tight, work culture is more important than ever.

It may seem a little obvious, but these two are the foundation of wonderful work culture. Employees want to feel valued. How do you do it?

1. Treat them the way you want to be treated following the work culture.

People live outside of work. You do this yourself and know that when things happen in your life, you expect others to understand and try to come to terms with it. Do the same with employees. Be respectful and understanding, even if you cannot personally identify or understand what they are going through.

2. Treat employees as individuals.

No employee wants to feel like a replaceable gear in the machine or just another number detected in the system. Is there anything worse than a manager who doesn’t even know the names of the people who work for him? While people can be easily categorized by demographics, job titles, and abilities for a variety of reasons, it’s easier to see them as members of a faceless category, treating them as less than human. Individuals have personalities, work styles, quirks, strengths, and weaknesses. Beware of things like that. Learn names and interests. Praise the great things they do. Communicate with them with their specific interests and personality in mind.

3. Learn to show empathy in tangible ways.

 Empathy sounds like a vague emotional thing that cannot be measured. Empathy in action is very tangible. A caring and empathetic work culture offer:

Simple appointment procedures. Finding a job, applying for jobs, and interviewing shouldn’t be a job in itself. Make the nomination process easier. Provide as much information as possible so they don’t waste time applying for a job that doesn’t suit them. Careful integration and training. Training is not only based on location but based on the preferences and personality of the new tenant. The nomination process should provide information about how they learn best. Good benefits and rewards. Especially during a labor market shortage, your benefits and additional pay must be very competitive.

4. Make your workplace flexible

Creating a flexible work environment is one of those tangible ways to show empathy. Instead of rigid shifts and hours that don’t fit anyone or every situation, a flexible workplace means employees have more control over their time. Doctor appointments, parent-teacher meetings, car service appointments, and virtually any other emergency can occur during an employee’s shift. Being flexible (and empathetic) means committing to allow them to handle these things without stress or undue pressure.

Do you know what happens when you give your employees the space to manage every aspect of their lives?

You will then have happier and less stressed employees. These are staff who accompany and provide good word of mouth to potential tenants. They are also employees who have a positive effect on your profit margin. This kind of flexibility can indeed be a challenge for you when it comes to scheduling services. That’s why it’s important to use the right planning tools that allow for flexible self-planning and coverage of unexpected changes.