It’s innate for every applicant or employee to have their dream job, as well as their dream company. But it’s not always about a commendable pay and a pleasant workplace to stay over the 9-5 job that attracts potential employees to apply for the work. 

There are existing and the so-called intangible benefits that applicants or employees also seek in a company or an employer. These intangible factors are what make employees look forward to coming to work, stay motivated to deal with their job, and look forward to working in the company for the next few more years. 

Thus, if it ever happens that you’re an employer or a manager in a company, then you may want to learn these intangible factors that may help boost your company’s employee retention. And whether you’re an employed person or an aspiring applicant, you might also scroll through the next pages to find out what you should look for in a company.

1. Employees expect compelling HR services to keep them satisfied and motivated at work.

Although it may sound bizarre, in reality, some applicants or employees expect companies to have good HR services not only to help them with their needs but also to feel satisfied and motivated at work. Thus, for companies or employers out there, always invest in good HR services so to get more applicants and hire bright and skilful employees in the future.

The human resources department may naturally work for the employer, and part of that is to assess and hire potential employees that possess the designated capabilities to contribute to the company’s growth. But that doesn’t mean that HR has no obligation in attracting potential applicants or retaining excellent employees. 

2. Employees seek for the chance to grow and nurture their on-hand knowledge and skills.

The next intangible thing that applicants or employees look for in a company or employer is the considerations to give them the chance to improve not only as part of the company but also as an individual. No matter how smart and skilful the employee is, it’s normal for them to feel the hunger for self-improvement, self-progress, and to seek the opportunities to nurture their on-hand knowledge and skills. 

How can companies or employers give this intangible factor? As simple as allowing them to learn new things, exposing them to new challenges, offering personal development training or program, and signing them up for seminars, will for sure do. 

3. Employees look for employers who value and mind about allowing them to have a work-life balance.

Last but of course, not the least is an intangible benefit regarding work-life balance opportunity. Some applicants or employees might not discuss this matter, but some are very vocal about this privilege. 

Those companies or employers who value and mind about allowing their employees to have a work-life balance have greater chances to attract more potential new hires, as well as retain their competitive employees. Many employers intentionally disregard this matter but eventually witness a higher rate of employee turnover. 

If you’re an employer who wants to keep your bright employees under the roof of your company, help them to have a work-life balance as much as you can. 

The bottom line: 

Attracting new applicants might seem easy, but retaining or keeping competitive and excellent employees is crucial. Thus, as an employer, know what you can do about these intangible things that your future applicants or employees might look for in your company. And if you’re an employee, you might keep all these intangible factors you should start seeking in a company or employer someday. 

Kath Ramirez took up journalism as her Bachelor’s Degree with library and information science on the side and now writes for HR Dept, an outsourced HR support provider based in Australia. After a busy working week, you’ll either see her binge-watching on Netflix, cuddling with her fur babies, bonding with her family or devouring her mom and sisters’ homemade goodies.