Now that the U.S. is reaching higher vaccination rates and getting back to normal, the economy is starting to revive itself. Employers have more job openings than there are candidates to fill them, which allows employees to be pickier when it comes to choosing their ideal job opportunity. Employees are also thinking about leaving their current jobs in search of something better. According to a recent survey, 41% of the global workforce is likely to consider leaving their current employer within the next year. This number is even higher for Gen Z (54%). At the same time, 46% are planning to make a significant pivot or career transition. Read on to find out why so many are willing to give up the jobs they have in search of something better, and how employers can form a strategic plan to attract and retain talent.
3 Ways to Attract and Retain Talent Post-Pandemic
Pandemic-related stressors have made many employees aware of the importance of staying well and the role their place of work can have on their physical and mental health. Now more than ever, employers need to consider how they incorporate wellness into company culture to help employees live better, healthier lives. Here are key three things employers can do to help attract and retain talent post-pandemic and beyond.
1. Prioritize a holistic approach to employee wellbeing
Why? Employees are feeling burnt out. According to a recent survey, one in five global respondents say their employer doesn’t care about their work-life balance. Fifty-four percent feel overworked. Thirty-nine percent feel exhausted. Such feelings contribute to low engagement, decreased productivity, and high stress levels.
What can employers do? By taking a holistic approach to wellness and meeting employees where they are in respect to their physical, mental, and emotional health, employers can address employees' psychological needs and improve overall engagement, wellbeing, and work effectiveness-- which ultimately improves your bottom line. Here are some things to keep in mind:
Truly listen and provide the resources employees need to get and stay healthy to remain engaged in their roles
Wellness is not one-size-fits-all. Be genuine and get to know employees’ individual needs and wants
Listen more, become more flexible, and be more human
2. Offer flexible work from home policies
Why? Employees want more flexibility. Over the past year, many employees have gotten used to working where they want, when they want, and how they want. Having learned that they can be just as productive in this type of environment as they were in more restrictive ones, many aren’t willing to completely give up remote work.
What can employers do? Consider blending time in the office with time working remotely, such as three days onsite and two days offsite. Taking a hybrid approach might be a good interim compromise for employees managing schedules that fluctuate due to children’s remote learning and/or spouse’s work schedules (especially if their partner is employed in an essential services industry).
3. Invest in your employees
Why? Employees are feeling less valued. According to a career coach in Charlotte, NC, Latesha Byrd, "the past year has been telling for how companies really value their workforces. It has become challenging to continue to work for companies who operate business as usual, without taking into account how [their employees’] lives have changed overnight."
What can employers do?Investing in both employee health and professional development can go a long way in showing you value your workforce. Offering a competitive benefits package shows you genuinely care about their lives outside of work. Upskilling and providing opportunities for professional development increases employee engagement, productivity, and quality-- a win-win from all perspectives.
The big takeaway: While 2021 poses unique scenarios that may send employees searching for greener pastures, it’s equally important to understand what encourages talent to stay. Satisfaction and retention increase when employees are engaged, experience holistic wellbeing and feel invested in their careers, professional development, company culture and peer network. If leaders have learned anything from the last year, it is that employee wellbeing is an essential factor in business survival. If your employees aren’t healthy your business won’t succeed.