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EURES (EURopean Employment Services)
News article2 June 2022European Labour Authority, Directorate-General for Employment, Social Affairs and Inclusion3 min read

How to be a great employer

Creating a positive working culture can help you retain existing employees and also attract new ones. If you want to stand out as a great employer among your competitors, consider these highly sought-after qualities.

How to be a great employer

A smooth recruitment process

First impressions count. Think back to your own experiences going through recruitment. It can be a long, confusing and sometimes nerve-wracking experience. Help make this process easier for candidates by being transparent about a role’s skill requirements and salary from the beginning, keeping them well-informed throughout and providing detailed (constructive) feedback for those who are unsuccessful. With the help of technology and the internet, this is easier than ever before.

Fair pay and additional benefits

Pay salaries that are in line with or above market rates, and offer a comprehensive employee benefits package that includes (where relevant) health insurance and paid leave. Not only will this afford staff a greater quality of life, but it will also help to show them that you respect and appreciate their hard work.

Recognition and rewards

Give employees regular feedback on their performance, including areas of accomplishment, and those in need of improvement. Where an employee has performed particularly well, provide appreciation and recognition in a way that is targeted to their successes, and use it to reinforce positive desired behaviour. Conversely, when there are issues with an employee’s performance, approach them discretely and sensitively, and be prepared to listen to their point of view.

Regular opportunities for career development

Be transparent about the criteria that employees must meet to be promoted or receive a pay increase, and provide regular internal and external training opportunities that are relevant to their career aspirations. This will empower them to actively pursue their own personal development within the company, and not to seek opportunities for growth elsewhere.

Fun team-building activities and away days

Organise team-building activities and away days to provide a chance for employees to have fun, de-stress and connect with one another on a more personal level. This can build familiarity and help them to work together more effectively, as well as encourage out of the box thinking to generate new ideas.

Transparency about business outlook

Foster transparency between business leaders and employees about the current financial standing of the business, and the impact (if any) it will have on them. When employees do not have to worry about losing their jobs, they can concentrate on their work more effectively.

Receptive to feedback

Encourage staff to make suggestions, think up new products or service innovations, serve on employee committees (planning work initiatives and events), and provide input on processes that affect them. Listen to, understand, respect and acknowledge their perspectives, without being dismissive. This will help to build trust and generate a sense of belonging, as staff will feel able to contribute to and create real change within the business, without fear of rebuke.

Inclusivity (with a zero-tolerance approach to bullying)

Consider the ways in which you could better meet the needs of a diverse workforce. Could you build a ramp in the office for employees with reduced mobility, for example, or offer extra support for people with mental health difficulties? Does your company culture appeal to people of different faiths, and is there a clear process for reporting mistreatment or bullying? By maintaining an awareness of the different needs of individuals and giving them a voice to speak up when things aren’t right, you can help them to feel safe, welcome and valued.

For more on how to create a positive workplace culture, check out our article on How to foster wellbeing among employees post-COVID-19.


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