Get Wise About Work ??

• Our three biggest tips for retaining employee loyalty ??
• Your free employer brand resource is right under your nose ??
• Forget followers, you should be tracking these metrics in 2024 ??
• A double whammy week for Wiser ??

Employee loyalty is more than a bonus — it can’t be bought.?

With a purpose like ours (ahem, to change the way people think about work), we have to be sector-agnostic. Simply put, we work with a whole lotta different companies who have a whole lotta different pain points when it comes to hiring and retaining an engaged workforce. Here’s a few things we’ve learned along the way...

You’d be forgiven for thinking a juicy paycheck is the key to loyalty, and while this can certainly get people through the door, it’s no longer enough to make them stay.

It's the human connections that matter. Creating an environment where everyone feels seen, heard, and valued is the ultimate goal. Leaders who prioritise regular check-ins and genuinely care about their team’s wellbeing are the ones who build a strong culture. Create open feedback loops for all your employees, listen to what they have to say, and act on it quickly and genuinely.

Professional development isn’t a nice-to-have anymore; it’s a must. Whether you’re offering training programmes, mentoring, or providing opportunities to develop their skill sets, showing your people you want them to grow will pay dividends in loyalty and retention. When people can see a future for themselves in your organisation, they’re far more likely to stick around and chase it down.

Feeling appreciated at work is a crucial driver of loyalty, and is usually underrated. A personal thank you or a company-wide shout-out can make a real difference in your people's motivation. This culture of recognition creates a community of belonging that’s hard to leave. Do it right, and you’ll find yourself with a more engaged workforce as well as a longer average tenure.?

Should you let your employees post about your business on social media??

For many, the initial instinct might be a hard pass. “No sticky PR moments for us, thanks.” And when we’ve seen videos like:

→ "The top things my company doesn't want you to know"

→ "Spilling the secrets about my company after leaving"

Who can blame them??

But what about the other side of the coin? Content like:

→ "A review of my fave products my company serves"

→ "The top reasons I love working at my company"

Here’s what you could be missing out on if you’re not paying attention to what your employees are (or could be) posting online...

Chick-fil-A employee, Miri, grew her TikTok following to over 90,000 by posting unprompted reviews about their new releases. Unfortunately, they pulled the plug on her company-related content due to a rule in their company handbook.?

So, what happened next?

After a thoughtful video about how she will no longer be posting about Chick-fil-A despite continuing to work there, Miri received hundreds of comments criticising the company for missing a prime opportunity for her to be a brand advocate to an audience of millions.?

But Shake Shack saw this opportunity and jumped on it; they formed a paid partnership with Miri to promote their newest item on the menu, a chicken burger, which hit over 3.8 million views.?

By creating a ‘Dos and Don’ts’ doc for your brand and educating your teams in an informal setting, your people will feel encouraged rather than reprimanded. This is crucial to building an empowered workforce on social media. Your employees are an increasingly untapped and free resource for your employer brand, and encouraging them to utilise their authentic voices and share their individual experiences is a great way to create a sense of belonging. With simple and clear guidelines, your people will feel safe to get creative!

Since the dawn of the 'For You' page, building a substantial following is taking longer than it used to.?

In 2024, it’s more important to prioritise impressions and reach over tracking followers. These metrics, along with engagements, will tell you more about your audience than follower growth ever will.

The ‘Rule of 7’ in B2B marketing calculates that customers must see your brand at least 7 times before making a purchase decision. Just as customers need repeated exposure, potential candidates may need multiple interactions with an employer brand before considering joining the company. The key to doing this is to build an informed strategy and activate it through a consistent presence, delivering valuable content, all while keeping your audience’s interests in mind.

A new financial year is the perfect time to renew company goals with a fresh perspective. We wrapped our fourth ‘Week One’ in April, a week-long event where we set the tone for the next six months and come together as teams. We cap the week with Goals Galore, our most wholesome tradition where people from all corners of the business take to the stage and share what they’re most proud of and what they can’t wait to achieve next (met with raucous applause, naturally).?

We made space in our trophy case just in time for us to pick up two new additions last week.

Our Strategists headed to the IHR - In-house Recruitment Supplier Awards and were thrilled to collect Gold for ‘Best Employer Brand Agency’.

Across town on Park Lane, our Brand and Happiness Leads repped Wiser at the Don't Panic Events UK Company Culture Awards, where we bagged ‘Best Working Environment’ for our office space. We’ve always loved our home away from home, and we’re now SO proud to call it ‘award-winning’.?

We’re set up for an incredible H1, stay tuned!