8 Tips to Create a Unique Company Culture that Stands Out

At first glance, the employer brand may seem enticing, but its four practical aspects are easy to recognize. As an expert in employer branding, this article will help you understand the first aspect of employer brand evaluation: the job, which includes 8 job factors to double your happiness.

For example, employee benefits: workplace, work environment, work-life balance, job stability, interest, learning, stability, and challenge, autonomy. Learn more with Aniday through the following article!

I. Workplace

Numerous studies have indicated that the workplace is one of the most important factors that job seekers consider and value.

• Is the commute convenient? Are there public transportation options (bus, subway)? The company is located in a relatively distant location. Additionally, there are dormitories for employees and transportation services.

If companies can allow remote work for a few days a week, it can be a reward for job seekers and attract talent they couldn't reach before.

Example: People's Bank offers job search functionality via a card. Job seekers can choose the time with available jobs during busy hours.

II. Work Environment

The more comfortable the work environment, the more time employees spend in the office. More companies are striving to create a better working environment to attract and retain talent.

1. Office and room decoration (combining decoration with corporate ideas and culture, increasing open space, etc.)

2. Office equipment (convenient office chairs, standing desks, Mac or PC choices)

3. Light snacks or free meals

4. Restaurant staff

5. Massage

6. Laundry

7. Take good care of personal hygiene

Employees concentrate in the office both day and night. The more comfortable the work environment, the more time employees spend in the office, making them more creative and efficient. 

Different industries have different needs, and traditional industries do not necessarily require open offices, depending on the industry and needs. Nowadays, there are shared offices like WeWork and Deskimo. In the realm of remote and hybrid work, Deskimo recognizes the importance of blending online connectivity with offline interactions. With thousands of coworking spaces in their network, Deskimo enables teams to convene in physical environments conducive to collaboration, creativity, and camaraderie. Whether for brainstorming sessions, team meetings, or casual interactions, their on-demand, pay-as-you-go workspace solutions empower businesses to nurture meaningful connections among team members.

III. Work-Life Balance: Enhancing Retention and Employee Attraction

This section will be of interest to job seekers and human resources alike. Because when a job is very challenging, the direct consequence is a poor online reputation, making it difficult to find and retain talent. Nowadays, job seekers have many options and are choosing jobs that provide a good balance between work and personal life.

Many companies promote work-life balance with the aim of improving retention and attracting employees, hoping to enhance employee engagement at the same time.

Surveys show that Generation Z (born after 1995) values work-life balance when looking for a job. After all, work is not everything in life. This becomes increasingly important as more Gen Z enters the workforce.

Moreover, many employees have family members with children at different ages or elderly people who need care at home, making support from the company essential. Work-life balance is essentially divided into three parts: work, family, and health.

Examples of specific measures include flexible work schedules, Employee Assistance Programs (EAP), family days, health improvement, workplace bullying prevention, and various communication channels.

IV. Job Security: Users cannot freely adjust or reduce working conditions

A simple definition is the ability of employees to retain their jobs, including roles, positions, and salaries. Employers cannot freely adjust or reduce working conditions, nor can they arbitrarily terminate or dismiss employees. Job stability and job instability are crucial for job seekers.

Many job seekers may accept lower salaries for job security. Some jobs pay high salaries but do not last long; others pay high salaries but are relatively stable. I think many people choose stable jobs.

For working parents, it's about family economics. Job stability and stability in work are also essential requirements. In the end, some of you may have a mortgage or want to buy a car or plan to apply for a loan in the future. Job instability can also affect your loan application.

V. Interest: Non-Monetary Rewards and Recognition Are More Effective

There are two things people want more than sex or money: recognition and admiration - Mary Kay Ash, founder of the Mary Kay cosmetics brand.

Employees may not be interested in applying or may want to quit their jobs because they find their work boring. How to make the job more interesting? In the book "1,001 Ways to Reward Employees: Helping Them Achieve Maximum Potential" by Youkai Chu, the author presents unique and simple strategies to create a positive work environment.

Bob Nelson, in his book, argues that traditional incentive methods are outdated. He suggests non-monetary recognition such as thank-you emails, free vacations, personalized items, and creating titles are more effective than cash rewards. This proves that recognition and praise can be more motivating than traditional measures.

VI. Learning: Lifelong learning is goal-oriented, disciplined, and systematic

Today, society is changing rapidly. Continuous learning or lifelong learning has become a necessary habit and attitude of modern workers. Therefore, the ability of a job to learn new skills and keep up with the times is also something that talents highly value today. 

At the same time, in the face of the fast-changing challenges of science and technology, if employees continue to use old tools, the old reality is that the company may become uncompetitive and decline. AI, IoT, 5G, electric cars, green energy, smart healthcare, advanced semiconductors, etc., are all new technologies that can disrupt industries.

In addition, many companies introduce online learning, such as businesses collaborating with Hahow: Cathay Financial Holdings, Taiwan New Financial Holdings, Hitachi Asia Pacific, Asus, Trend Micro, China Airlines, etc. Many foreign entrepreneurs also collaborate with online learning platforms like LinkedIn Learning or Coursera; Another part may be some internal training courses because talent is hard to find. 

Instead of looking for experienced talent and then leaving, it's better to find some potential new people to train internally, which will be better. There are also companies with a mentorship system, and learning from experienced seniors or mentors will make them much less biased.

VII. Stability and Challenges: Employees are more confident and see their own value

Strictly non-strict, and it's not impossible. It's a dream you can achieve on tiptoe - Jiang Zhencheng, Michelin-starred chef

That's often what employees pursue. When the job is too stable, we hope there can be more challenges, but when the job is often very difficult, we hope for stability. People are often contradictory.

The rapid change of new technologies, global waves, and transparency of information have made business competition more fierce. If employees don't want to accept challenges, the company may lose in fierce competition. What are the challenges?

It could be a job or project that has never been done, introducing new technologies or technologies, setting higher performance goals than initial development, things that were not good before, rotating to take responsibility for different departments, positions or promotions of supervisors, etc.

In fact, the challenge is like climbing a higher and more difficult mountain than before so that employees can be more confident, develop their potential, and see their own value. Getting employees to accept challenges will be helpful for the company's competitiveness, retention, and employees' careers. You can use a questionnaire template to understand whether employees have challenging ideas about their work.

VIII. Autonomy

When people have the autonomy to solve their problems, they are most productive - John, CEO of Lovagan Clay Company

I believe many people dream of doing what they like and making money. In fact, in most cases, people choose to become a boss and work for themselves. So autonomy is the most important of the 8 job factors.

Nowadays, many companies implement flexible working hours and remote work systems. This is because giving employees the flexibility to work where and when they want can increase productivity. Employees can work in a more comfortable environment and avoid peak hours of commuting.

On the other hand, if you are not careful, it may affect the communication between employees, so you must choose the right communication channel. Autonomy does not mean working alone, and work must be communicated and coordinated.

Some companies choose not to implement remote work because the nature of the work requires employees to be present in the office. For example, a salesperson or receptionist needs to be present in the office.

The Main Points of Employer Branding: Finding Your Competitive Advantages

At first glance, employer branding may seem straightforward but it actually encompasses four key aspects (5-1 sections) and factors. If your company can list 8 recruitment factors compared to competitors, all of your HR colleagues will score from 1 to 5 points. 

If you are better than competitors, you need to surpass them. Maintaining or expanding your advantages is more difficult than competitive industries and requires continuous optimization. This is very specific and easy for managers to understand - your employer brand will certainly get even better.

After reading this article, you can start trying a few things:

Begin checking your company's advantages in individual job factors, such as:

• Work Location: Distance from the nearest subway station or public transport, parking information

• Work Environment: Build an employee cafeteria. Stock the break room with snacks appropriate for new hires.

• Work-Life Balance: Work-life balance is mainly divided into three parts: work, family and health to find the job values that different generations care about.

• Job Security: Functions, duties, salary

• Interesting Work, Learning Opportunities, Stability and Challenges, Autonomy

Hope you found this Aniday post helpful! Let me know if you have any other questions.