More than just talk: We are all looking for responsible companies

This is an extension of an earlier post on April 24th which highlights the diversified packages and benefits now available to employees. These changes have been driven primarily by Generation Y, who is looking at more than just salaries when they are trying to land a job. Many candidates are looking at company’s that feature volunteer programs.

The other day I came across a featured article in the New York Times that talked about that very subject. PriceWaterhouseCoopers, IBM and Merrill Lynch are featured in the article as companies that walk the talk when it comes to employee engagement. In a world where you have to attract the best talent and retain them, you have to offer the best overall package which is more than just a comfortable salary . It’s the workplace, the intent and culture that matters.

For Canadians interested in starting an employee-supported volunteer program at their company go to www.volunteertoronto.com or www.volunteer.ca.

Does your company offer one or more of these great benefits? Are they a place where everyone wants work? Now is your chance to nominate them for a Walk the Talk Top Employer Award.

New employment models raise fear in employers

Resistant to change? Well, we had better get comfortable with it if we want to find the best talent out there. Full time employment isn't always the drawing card for Gen Y and employers need to shift their thinking from away from a 'property' orientation to a talent orientation. If we want to find, stimulate and nurture creativity, innovation and frankly, happiness in employees, giving them a job is not always the way to do it. So how do you outsource creativity? Business school taught us that you insource your core business and outsource the rest. What we didn't take into account back then is that by insourcing our core we might not be able to attract the best people to get the job done on our terms. So, as uncomfortable as it may make us as employers, we need to explore different employment models where we can get the best work from the best people, protect our ideas and IP and do it through more outsourced or contracted relationships. Many flexible employment companies are cropping up in response to this demand. And, there is one particularly progressive organization, The Innovation Exchange, that has created a platform for outsourced innovation which is catching hold around the world and utilized by blue chip companies and talent alike. Worth checking out.

The ‘personal connection’ in the workplace. Good for employees, great for customers.

Creating a positive working environment can take many forms. In many ways, it is rejuvenating the personal contact that has been lost.

I was impressed to read in a recent Toronto Star article from March 25, 2008 that the Canadian Western Bank CEO, Larry Pollock, has instituted an interesting phone policy. Larry does not have voicemail, nor does any of the bank branches and he answers his own telephone. I found this No Voicemail article on a different site which elaborated on this customer-friendly practice-- "With us, the calls come through to the person you're looking for," said Pollock."Any customer can call me any time they want and complain or whatever. I surprise all kinds of people because they get through to me." It seems to be encouraging better customer service and a greater personal connection to their clients and co-workers.

Similarly, this idea of personal connection in the workplace is translated in an article on sbonline.com, CEO Bobby Yazdani of Saba Software explains that he does not have a corner office – but rather has his desk in the main employee area. He believes that he can better motivate his employees by creating enthusiasm through his availability and transparency on his everyday tasks. He highlights four key points that help to create this transparency at work.

There have been other trends that have been introduced by companies to encourage better communication between its employees.‘Email Free Days’ have been one way employees connect with each other in the real world. On Marketwatch.com, in an article from 2004, Veritas Software president, Jeremy Burton instituted Email Free Fridays at his company of 240 employees. At first they thought it was a joke, but it wasn’t. Burton’s goal was to increase the face-to-face time between co-workers, strengthening the relationships within the office which would translate outside the workplace to the clients as well.

Three great “walking the talk” practices. Employers take note!