What is Your Company's Engagement Style?

Angie - Test Knowles, | June-18-12




4 Ways to Be an Environmental Employer of Choice: ECO Canada
As a growing number of companies are starting to realize, finding and keeping top talent is not just about the money. Employee engagement and commitment cannot be simply “bought” with high pay or good benefits.
This is especially true for businesses in the environmental sector, where it is tough to find job candidates that meet the industry’s higher than average skill requirements, and where ongoing growth means that more workers are needed than ever before. 
In ECO Canada’s latest Employer HR Strategies study, environmental employers described how valuable being an Employer of Choice was to their employee recruitment, retention and engagement. These companies thought outside the box to come up with effective strategies to set their business apart from their competitors and establish an environment where staff could flourish.
The employers in the study consistently referred to 4 different styles that they used to become recognized Employers of Choice. Since these 4 profiles are very distinct, most companies relied on a combination of styles to best meet the needs of their staff and organization. 
Which one of these Employer of Choice profiles best matches your company? Take our quick quiz below to find out!

An Environmental Leader:

Environmental Leaders invest money and time in their involvement as speakers, advocates and spokespeople for relevant environmental, professional or scientific organizations. These employers strive to establish brand name recognition and credibility as experts in their field for potential clients and future employees. To meet these objectives, employers who use this approach seek out professionals who are likely to bring passion and commitment to their work. 

A Remuneration Leader:


A Remuneration Leader makes an effort to provide the best benefits, top or near top pay, and matching RRSP contributions. To complement this strategy, these employers frequently emphasize how their organization also features integrity, a sense of meaning and accomplishment in one’s work, and the feeling of being valued by the employer. More often than not, this approach appeals to employers when they need to fill seasonal positions, or when the work activities of their organization take place in resource industries with less desirable work locations.


Flexible and Like a Family:


For employers who understand the importance of a changing work dynamic, the Flexible and Like a Family strategy caters to the flexible lifestyle needs of all levels of employees. Companies rely on this Employer of Choice platform to create a familial atmosphere in their organization, with a strong emphasis on how they provide a safe, caring and positive place to work. This approach works particularly well for smaller companies, although a growing number of larger businesses are also making an effort to be more flexible and accommodating with their staff.


A Launching Pad:


Launching Pads realize that they are not likely to retain their employees for more than five years. As a result, these companies try to provide as much training as possible, along with a competitive salary and benefits. At first glance, such an approach conveys a strong impression of self-defeat. However, there is one unexpected potential benefit for environmental consulting agencies. Well-trained employees from these types of organizations often leave to join companies that were previous clients of the consulting company. This work history could actually help the consulting firm’s client retention, since some of their clients now include former work colleagues.
More often than not, companies use a combination of these 4 Employer of Choice styles, since each one offers clear benefits and drawbacks.
Based on the findings of this research, ECO Canada has developed an engagement survey designed to compare the engagement levels of your workers to a national benchmark. The survey also focuses in on the unique situation of your company, providing insight into the targeted HR strategies that will work best with your staff.

What are your thoughts about your quiz results? Does your Employer of Choice style seem accurate?