Learn from 'The Best Places to Work'

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employee sitting comfortably contemplating his good work and the rewards he will receive

Google, Facebook and Southwest Airlines are among the top five companies on job search site Indeed's 'Best Places to Work for 2017' list. You may not have the resources of these large companies, but you can incorporate some of their ideas into your company's culture.

Respect

The best companies cultivate a culture of respect, according to a poll conducted by the Society for Human Resource Management. Leaders listen to staff and vice versa. Employees feel valued by their leaders and their coworkers regardless of their background, ethnicity, religion, sexual orientation, or gender.

Opportunities for Growth

Leaders at the best companies evaluate staff regularly and look for ways to challenge them in new areas. Many of these companies have developed mentorship or cross-training programs to prepare staff for more advanced roles.

Communication is Key

At the best companies, leaders and staff talk constantly. The organization regularly seeks feedback about its culture, practices, and operational challenges. Leaders are accessible and open to discussion about business problems and successes.

Clear Goals

The best companies openly state and clearly define objectives, and the steps required to achieve them, according to Fortune magazine. Status updates or one-on-one meetings between employees and their leaders allow regular discussion about progress towards employees' individual goals.

Accountability

The best companies make sure workers are confident they'll be rewarded for performance and held responsible for achieving their objectives, according to a study conducted by Fortune.

Bottom line: When you treat your employees with respect and keep challenging them, they're less likely to leave for greener pastures.


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Disclaimer

The information in this article is written as accurately as possible and to best of the writer's knowledge. However, there may be omissions, errors, or mistakes. Because of this and changes in circumstances, the information in this article is subject to change. This article is for informational purposes only and should not serve as professional, financial, medical, emotional, and/or legal advice. Readers may rely on the information on this article at their own risk, but they should consult a CPA, financial expert, or other professional for advice. Givilancz & Martinez, PLLC reserves the right to change and handle this article series, and therefore, may remove or alter any part of this article or the comments section. Any comments inserted by readers are not the responsibility of G&M PLLC and do not represent the thoughts or ideas of G&M PLLC.