Differentiation strategies in your company as an employee solution

At present human capital is a vitally important differentiating factor for companies. For this reason it is essential to establish a series of differentiation strategies in the company for creating value from the organisation's workforce and thus ensure that the company's objectives and goals are met. The success of the company depends on the ability of the staff and management to face challenges, changes, crises, reorientations and growth.

A company can differentiate itself from the competition by attracting talent and retaining it., It is therefore essential that you build a good reputation as an employer, both for your current and potential workforce. You will need to position your brand as an attractive place to work and differentiate yourself from your competitors.. Capturing and retaining talent is key to a company's competitiveness.

To achieve this differentiation, companies need to have HR strategies that help improve team performance and that are based on a variety of aspects. Up to 62% of companies consider this differentiating factor to attract human capital as a business priority according to Universum's study “2020 Outlook: The Future Of Employer Branding”.

All companies offer a certain image as an employer to the outside world and within our own team. This is why it is so important that we realise the harm or benefit that this image can have for us, so that the best professionals want to work there or not.

HR strategies to improve team performance

There are, as we have already mentioned, various strategies or policies that HR departments can implement, based on manage the following aspects appropriately:

• Monetary remuneration. Salaries must be appropriate to the market, functions and responsibilities in order to have motivated employees.
• Non-monetary remuneration. This is increasingly valued among employees, such as restaurant vouchers, medical insurance, transport vouchers, company cars, etc.
• Teamwork. Teamwork is usually an important factor for motivation and involvement.
• Good leadership by managers and management, which encourages self-responsibility and fosters worker empowerment.
• Template development. Improve their skills through training, promotion, always with realistic and ambitious career plans.
• Performance and performance evaluation. In this way we can correct dysfunctions and give impetus to everything that is working properly.
• Communication. Internal communication must be fluid and constant, both horizontally and vertically.
• Reconciliation. Having work-life balance policies in place is an essential aspect of a company that takes care of its human capital.

The strength of conciliation as a differentiating factor

It is absolutely necessary for a company that wants to differentiate itself from the competition, designing an excellent work-life balance plan. Work-life balance is directly related to worker productivity. The following are some of the most important The most significant advantages of carrying out this reconciliation:

• Companies with good work-life balance policies attract and retain talent better. Nowadays, and especially among highly qualified professional profiles, more importance is given to work-life balance than to monetary remuneration.
• Reconciliation reduces absenteeism, This is often linked to not being able to attend to both the personal and work spheres at the same time.
• Workers in companies that reconcile are more committed, motivated and involved, thereby improving their productivity.
• See improving the company's image, both externally and internally. A good image translates into improved sales levels.
• Through conciliation corporate culture is modernised and enriched.
• See reduces the level of stress among workers.
• Reconciliation helps to ensure that there is a good working environment in the company, thus improving the performance of its employees.

The importance of non-monetary remuneration or remuneration in kind as a differentiating factor

Another important differentiation strategy in your company as an employee solution is non-monetary remuneration or remuneration in kind, i.e. remuneration received by an employee from the employer in the form of certain goods or services. The use of these goods or services received in kind shall be exclusively for the personal use of the employee.

Some of the The most important types of remuneration in kind are:

• Transport. The company makes it easier for its employees to commute to work, either by providing them with a bus or through solutions for using public transport with tax advantages such as Ticket Transporte.
• Food. The company subsidises employees' meal expenses by offering a company canteen with a free menu or by offering Ticket Restaurant.
• Childcare service. Ideal for employees to reconcile work and family life. This support can be provided by the company by offering its employees childcare tickets exchangeable with some nursery schools or by setting up an in-house nursery at the workplace.
• Company shares. The company can offer its employees the possibility of acquiring shares in the company through stock options.
• Training. The company offers employees the possibility to train and improve their skills.
• Technological products. Such as computers, tablets or mobile phones.
• Private health insurance.
• Pension plans.

Thanks to benefits in kind, we will have much more satisfied employees, This is synonymous with good performance and improved productivity.

By way of conclusion, the different differentiation strategies that we follow in our company will ensure that our employees feel that the company cares about their wellbeing. On an emotional level, the worker will feel cared for and reassured, the best way to differentiate ourselves from other companies and to ensure that professionals do not want to leave our business.

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