Written by Isık Serifsoy, Engage & Grow Global General Manager
Corporate research consistently shows that one of the key factors for measuring an employee’s dedication to and love for the workplace is their recommendation of the workplace to their loved ones as a viable option for employment. Companies who wish to capitalize on their employees’ social network for their election and placement processes can gain an at least surface-level glimpse at employee dedication from their feedback to their social circles. If you have an employee who shares openings at the company on their social media or social network, keep an eye on them: they could just be the most committed member of the team.
Why are employee recommendations important?
Social networks are crucial for candidates looking for jobs as well as for employers in search for candidates. Candidates can easily procure a great deal of information about a company: a single search on social media can bring up hundreds of comments and insights on a company. Yet, it is just as important that a candidate obtain information from inside the company itself. No matter how impeccable the facade of the company is, candid information on corporate culture and atmosphere comes directly from the employee. The most effective answer to “What kind of a place is it?” is the simplest and most sincere one: “Definitely apply for it.” or “Forget it, there’s other places out there.”
This sort of pure feedback distributed by word-of-mouth constructs the essential perception about your organization: Good or bad…
To me, recommendations on candidates provided to an employer are much more critical. The recommendation that comes from an employee regarding a candidate can expediently provide an impression of said candidate
One reason why employers all over the world are so eager to hire people who have friends at the company…
The other reason is even more crucial.
I have friends at work!
A research published by Gallup from 2018 makes apparent that work friendships play an important role on performance. While the dedication rate of people who consider themselves good friends with their colleagues is 63%, the rate of those without established friendships is 29%. A critical difference.
As dedication rates of employees who are able to build successful friendships at work increase, even if only 6 out of 10 people see colleagues as good friends, the company’s profits increase by 12%.
Think of a 12% increase in profits, and what it could bring to the company if it is continuous.
Now let’s put aside the research, and take a look at sentiments.
Let’s say we divide our life into three: sleeping, working and living. Let’s consider that the people we spend at least 8 hours per day with are also our good friends. Let’s imagine the colleague we share the same goals with is also the one we put our trust in to be there for us.
It’s a good feeling, isn’t it?
This feeling, combined with the trust you feel for the company gets you out of bed much easier. The feeling that you will go out for coffee with your friend on the weekend makes going to work much more enjoyable.
Work that is enjoyed brings about enjoyable results.
These results in turn affect dedication, performance and profit.
The Age of Industry 4.0 has begun, robots have already infiltrated our lives, yet this does not make us robots. On the contrary, it highlights the significance of human emotion, reaction and sensibility. To increase profit, it does not suffice to simply create new markets. Try seeing the market your employees create with this perspective.