To appreciate the employees and to make them happy few companies understand that they need to have fun in their staffers at least sometimes. Management shows employees they are valued with dance parties, field trips, unexpected financial giveaways and lots of free food.
That is not a priority for many employers. But it should be. Many say they are fretting about how expensive it is to advertise, recruit and train new employees, not to mention the toll it takes on morale. They're racking their collective brains over how to attract and keep the best talent. It's become such a key issue because unemployment is low, and the supply of jobs is high. That adds up to lots of options for employees.
Throwing money at staffers isn't always the answer. Neither is throwing a party every few months. Having fun at work and creating a organized team is just one element. The most successful companies also realize flexibility, values, career development and providing meaningful experiences are also important elements to minimizing turnover. The interesting thing is that many of the companies that value having a good time usually incorporate those other elements too.
It’s important to creating a great working environment instead of spending lot of money. It's an investment, and you can't figure out a return on investment on that event, but as long as we're, it's worth every dime.
You have to touch the heart of what is considered fun for the people that work for you. Companies that are good at retention are engaging people. They hire people who fit in there. The ones that are good at it tend to be a bit odd. They do things that are different.
Throwing money at people will only work for a little while. Pick people who fit into the organization both professionally and personality-wise; form small work teams that have their own authority and if you get a good result you get a bonus. He also allocates a "fun budget" for each team. They've used it for all sorts of activities including tubing, laser tag and videogames.
The next step is to advertise the culture of the company. Use those events as a way to recruit talent. The best thing to do if you're a company is make it clear what you have to offer. That way, when a candidate receives two job offers, and everything else is equal, they might go to the company that has a culture similar to theirs.
After all, bosses want employees to look forward to coming to work every day.
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