“Great Resignation”, “Great Rehiring”, whatever you want to call it, we are all tired of hearing about it, quite frankly.
For most companies, this period of decreasing levels of employee retention and higher rates of turnover brought on a hiring market that felt impossible to navigate to keep the upper hand. You can read about it here. Or here. Or even here. As you can tell, the internet is packed full of articles highlighting just how tough it is out there.
But, amongst all of this chaos, some good has come from these uncertain times.
Outside of new working models, all of this change has created a whirlwind of opportunities, causing a vast majority of job seekers and current employees to reconsider their values, work goals, and expectations. In 2022, job seekers are calling the shots, and if your organization does not adjust, it is impossible to secure the top talent you are looking for. Here is how to go zero to hero with talent attraction and retention.Go from zero to hero with #TalentAttraction and #EmployeeRetention with these tips from @RedBranch: Click To Tweet
Give the People What They Want
Study after study has shown that work flexibility is at the top of every employee’s list. So, it should be no surprise that 73% of employees want flexible work options to continue even after COVID-19.
Why is workplace flexibility the defining factor? It’s simple; flexibility gives employees the work-life balance they’ve been begging for and have now become accustomed to.
Employees want a safe workplace with flexible options that check all their boxes (values, company culture, diversity, etc.) It truly is that easy; employers need to know what this new wave of job seekers are looking for and consider that when developing their job descriptions and company mission statement.
Being forced to implement new working models has proven that employees can still be successful even from the comfort of their homes. Multiple studies over the past few months have shown that productivity while working remotely is higher than in an office setting. On average, those who work from home spend 10 minutes less a day being unproductive, work one more day a week, and are 47% more productive.
But work flexibility alone is not enough.
The Shift in Values
It’s not just the option to work from home that employees want. They also are looking for an employer that lets them build out a work schedule that suits their lifestyle. Unfortunately, many businesses jump the gun before putting precautions in place.
To ensure success, your organization needs to have extra guidelines to guarantee smooth sailing to ensure success. WFH and remote models can create holes that did not exist pre-pandemic. This is where accountability and strong internal communication come into play.
At Red Branch, we fill these holes through daily “standup” meetings. These daily check-ins do more than just serve as a replacement for water cooler talk — it gives us the chance to communicate about projects and tasks so that those “holes” can be addressed before they even occur.
Employees have the space to ask questions, make progress checks, and set expectations. (We call this going through our “6 Things” at the branch. )
What is our “6 Things” approach? Each day we outline our workload by breaking down our tasks. Each employee creates a checklist of their work for the day, including 1 LARGE task, 2 MEDIUM tasks, and 3 SMALL tasks. The goal is to keep us accountable for what we accomplish, as most of our projects are dependent on one another.
Download our template now to start prioritizing your “6 Things”!
Another key player in employee retention is the level of commitment your organization has toward diversity, equity, and inclusion (DEI). Employees want a diverse workforce — DEI is no longer an option when it comes to your company culture and hiring practices. It’s a requirement. If job seekers and employees don’t feel that you are honoring their standards and your company’s, they will look for work elsewhere.
The truth is job seekers have gotten smarter. They know exactly what they want and will find the company that fits their needs. This impacts the way you look for and manage your talent. In fact, you could even call it a culture shift.
Understanding Your Employees
A key question to ask yourself that will let you know where you stand as an employer is, “Am I taking my employees’ career, social, financial, physical, and community well-being into consideration?” If you answered no or are unsure, it is time to make a change.
The most important thing you can do as the leader of your organization is help employees and candidates define their purpose and contributions to your goals. A Mckinsey & Company report found that 70% of employees said their work defines their sense of purpose. If employers don’t fill this gap, they risk losing out on talent, whether that is current or potential employees. But how can you address this issue?
Candidates want to know what their role is and how they will contribute to the overall organization. As an employer, a great place to start is with your job descriptions. The job description itself should offer a candidate a compelling experience, set expectations, and allow the candidate to envision themself working at your company. Another tip is to provide your employees with opportunities for purpose. Employees want to know that their work matters, allow them opportunities to share their work and thoughts! In fact, employees are often far more engaged when they understand their company’s purpose.Stop losing great talent! Follow these tips from @RedBranch to retain and seek top talent: #EmployeeRentention #TalentAttraction Click To Tweet
Time to Put Your Cape On
The COVID-19 pandemic has impacted people in all aspects of their lives, allowing them to stop and think about their goals and purpose. Employees and candidates want the perfect work-life balance, and added flexibility through remote or hybrid working models helps meet these requirements.
However, it goes beyond just flexibility. New work values and expectations are on the rise. If you want to continue to attract and retain top talent, you have to ensure that employees and candidates have a sense of belonging and purpose within their roles. It’s time to look at your hiring methods and evaluate how you will build out an enviable company culture for your employees.
Employees and job seekers still have the upper hand, but as an employer, you can combat this chaos by ensuring and acknowledging your employees’ and potential candidates’ workplace expectations and catering to their needs.
For more helpful information, explore our additional articles on this topic: