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  • Einat Truger

Your perks are not helping you recruit

Is the “you can’t please everyone” mindset so embodied in us, the reason we actually stopped trying?

Pretty pastries and happy hours are great photo ops, but candidates today rely on your ‘Glassdoor’ reviews and asking friends and colleagues, more than anything your employee branding can achieve. Struggling with recruiting or retaining employees? Perhaps it’s time to try culture differently.

If you are based in Tel Aviv IL, you’ve probably heard of the FB group “High Tech troubles”, which is basically a group for ‘first-world-problem’ posts such as HR not providing their favorite gold cage flavor of ice cream, donuts or whatnot of the week.

After seeing such a post, do you a.) murmur “these spoiled millennials will never be satisfied”, or, do you b.) stop and think about what your org is really lacking, beyond the almond milk?

We tend to perceive such remarks as bickering or ungratefulness. In reality, it’s usually a deeper signal of demoralization over the fact that the company puts so much effort towards perks and accommodations, with close to zero of that effort towards employees’ professional growth.

Too little too late? When an appreciated employee quits, instead of offering them everything they should probably already have or get offended by the fact they “quit you”, learn from it, seek the real reasons they are leaving in a way that allows them to do so in a safe manner, without being intimidated by repercussions (future reference calls, for instance), what they found lacking with your company and do something with that knowledge.


EgoLand thrives where open communication channels are lacking.


We can all agree that a spoiled child is the direct outcome of their parents’ values. Therefore, even if it makes you uncomfortable; It always starts with CEO and managers. Managers, like the majority of people, do not enjoy telling someone what they are doing wrong, or asking why they always take a sick day after the weekend . Just like other employees (humans in general), managers have insecurities, experience ‘imposter syndrome’ and deal with all the crap we are all going through in life, at the workplace.

So how do we make a change?

Learn what you don’t know

Teach and train managers how to provide feedback

Continue to guide and lead them by being an example

Add manager relations as a crucial KPI/OKR

Embody positive communication, not just as a quarterly tool to evaluate KPI’s and “please” the system, but rather as an actual tool in creating ownership, engagement, employee advocacy, shared goals, peer building and promoting equal employee empowerment.


Conflict Debt; born out of conflict aversion & happens when we avoid an issue, or the opposition itself Creating a culture in which conflict-debt does not exist, leads to higher engagement, transparency, better cross department communication and employee empowerment. Promote teamwork via shared goals, in an environment which even the shy or introverted employees are acknowledged and credited


Community; a unified body of individuals Family is complicated. Workplaces are not [supposed to be]. Culture is always there, you are constantly choosing if you define it or you are letting it define you. Culture alignment is necessary in understanding that like within any community, fulfilling of social roles and personality characteristics are a crucial part of creating and maintaining your culture. Notice the key EQ employees; The ones that are the social glue, the mediators, maybe those who make sure the new gal is included or makes photo albums for all company events, and take this into consideration when valuing their KPI’s.


Procrastination; the action of delaying or postponing something Which also translates to ‘lack of passion’. If you have a coder that also expresses his role is lacking human connections, allow them to take initiative and combine coding with training new developers or being part of a culture committee. Allow them a way to express their passion. Millennials will make up over 75% of the workplace within the next decade, it’s not a trend, it’s a need for a change in today’s workforce structure.


Alumni; a former member of a group, company or organization Instead of fearing the inevitable, take pride in employees leaving for a better suited adventure. Allow them to exit as your ambassadors while embracing a learning culture and the tools needed to become better, provide flexibility, promote unbiased behaviors and equality.

As expressed, would you rather have trained employees leave, or untrained ones stay?

I mean, it’s kinda ironic that companies are spending on extraordinary sweets and fitness, whilst neglecting the intellectual and personal life boundaries.


PS: I hate the word Millennials. It’s used as a broad used term to stigmatize fear from tech+change.


Thoughts? Let’s discuss them. E



About me; Sociology & Anthropology characteristics and BA, with 12+ years experience, mainly; Right hand gal to: CEO’s & Founders, HR & OPS Global Employee Experience & Wellbeing Expert High EQ; Soft HR, Peer Mentoring & knowledge sharing Experienced in ‘Scaling up’ in medical device, e-commerce & multidisciplinary high tech industries.