We may not openly admit to the art of giving to receive but surely we all give with the intention of getting something back. Don’t we?
Whether it’s ploughing money into a bank and expecting a return or staying loyal to a supermarket and welcoming freebies through the door - we are all prone to the art of giving to receive; it’s just sugar-coated, but the same principal applies to your workforce.
While we remind ourselves that our staff receive a salary for their attendance and work efforts, that isn’t always enough and before you sigh and say ‘millennials’ you do exactly the same when doing the weekly food shop.
We give our money to our favourite supermarket weekly and expect vouchers to fall through the post, despite receiving a full trolley of food in exchange for the weekly spend.
Their salary is our food.
Our staff work to receive a salary and we spend to receive our groceries but we expect more from our supermarkets to stop us going elsewhere and so do your staff.
If we invest in our staff, their loyalty to us increases and you guessed it, it’s the very same way we receive Nectar, Clubcard or Loyalty Points at our favourite store to stop us straying to rivals but, if it’s this simple - why aren’t we doing it?
Over the next few months I will be exploring the ways HR professionals are investing in their staff through reward schemes, mobility programmes and initiatives like reverse-mentoring but in the meantime I’d like to hear from you.
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