Talent retention requires more than benefits




The Tech industry has had exponential growth in recent years, projecting a growth of 77% by 2021. This strong increase brings with it a great demand for digital talent that is often difficult to find, reaching 48% of vacancies that cannot be covered.


This brings with it a dispute over the hiring of trained people and inevitably unsustainable general salary inflation in the sector, which leads companies to devise ways of differentiation in order to attract and retain talent.


A formula that many adopt is to differentiate themselves through benefits, however, focusing only on them can be detrimental to the financial health of a company and its relationship with its collaborators.


A good practice that we choose at Imagemaker is to reinforce the culture and make it unique and extraordinary so that everyone who passes through the company has a great experience from start to finish.


We understand culture as the set of traits, values, habits, and interests in common among the Makers who collaborate in our organization. These shared characteristics promote union and cooperation with each other, leading to a great sense of belonging. By increasing it, cultural identity is consolidated and as a consequence, shared culture is created.


Creating an adequate organizational culture is extremely important since it will not only define the strategies and structures of the organization but will also create its own identity which will allow strengthening integration and the sense of belonging. This generates a great impact among the Makers who will project it in the way they collaborate in their day-to-day and do their tasks. As a consequence the Makers:


1. Will align with Imagemaker values

2. They will determine the external and internal identity of the company

3. Having a feeling of transcendence will help promote a culture

4. They will increase the collaborative and participatory attitude among their peers

5. They will develop safely in an environment of comfort and trust that they create themselves

6. They will project a good image of themselves and the company both inside and outside the company, promoting the attraction of talent.

7. Job rotation is reduced by having a great commitment to the company.


Finally, the benefits do not create the culture, but they are a consequence of it and must constantly adapt to the changing needs and realities of those who are participants.


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