Re: HR thoughts (Sept. 2007)

Finally, an industry article that talks to more than the creative product - an article about what really drives our business: people. Kudos to strategy magazine, Ken Wong and Tony Chapman.

Finally, an industry article that talks to more than the creative product – an article about what really drives our business: people. Kudos to strategy magazine, Ken Wong and Tony Chapman.

Beyond the obvious – salary, title, corner office, bar fridge – there are non-tangible considerations when moving jobs. The ‘softer’ benefits speak volumes about a company’s commitment to their greatest asset and are often under-rated. Here are my thoughts on what agencies and marketing orgs could offer to acquire and retain the right people.

Don’t shy away from moms and dads. We have perspective and maturity:

-Four-day week (weekly or biweekly) at a five day pay rate. Productive people will often put six+ days worth of quality thinking and flawless execution into a week.

-Subsidized daycare: talk about a retention strategy.

Ongoing recognition beyond yearly performance reviews:

-Monthly ‘spot’ awards for non-traditional success: a positive attitude, successful mentoring, creative inspiration, charming personality.

-Value-added recognition such as spa day, dinner out, limo service for a week, catered meals, movie passes, maid service, etc.

-Reward volunteer work in industry-related charitable endeavours. Promote the well-rounded employee.

Corporate discounts:

-Extend a suite of offers on a rotating monthly basis: discounts at grocery stores, cell phone rebates, two for one passes at entertainment venues.

Benefits:

-Offer an annual $200 discretional allowance for all employees, to allow time for a massage, incremental funds for vision care, or other health/wellness services.

Thanks for the opportunity to comment – you ignited a very personal passion.

Kind regards,

Robin Whalen, MacLaren McCann, MRM