A couple of days ago, I came across with this post on LinkedIn. It was an image of an empty office space decorated with balloons and colorful ribbons and the caption explained that the company contributes to their employees’ happiness by decorating the office for local holidays. I checked back on the company's account to see what else they do to their employees' happiness and found a few other occasional posts.
When we think about bullying, the first image that comes to mind to most of us is usually from the schoolyard, or lately even from the context of cyber bullying. However, bullying is a problem in workplaces, too, and it’s not that rare either. To give you an idea, in 2017 19% of employees in the U.S. were being bullied in their workplaces, and another 19% were affected as witnesses.
Candidate experience refers to the feelings and perceptions that you create to your candidates during the hiring process. Creating happy candidate experiences is important because it not only sets the basis for happy employee experiences but also helps you engage the right talent during the hiring process. Happy candidate experiences also drive positive word-of-mouth when the candidates talk about their experience to others.
If you have read articles or listened to webinars and podcasts on employer branding, you are probably familiar with the term Employer Value Proposition or EVP, or sometimes, Employee Value Proposition or Employment Value Proposition. No matter what you call it, your EVP is a crucial piece of your workplace happiness puzzle since it helps you to attract and retain the right talent.
Company culture is the combination of the shared values and behavior of the people working for the company. Cultural fit is a crucial building block in employee happiness and the lack of cultural fit can be harmful to both, the employee and the company.