The labor market is a bit unpredictable at the moment. While mass resignations took place, instead of quitting the workforce entirely, most employees have simply been finding jobs that better fit their needs and wants. Some economists have begun referring to the situation as the “Great Reshuffle.”
This article explains how employers can focus their attraction and retention efforts to capitalize on these times of worker fluidity.
Employer Attraction & Retention Tips
It’s impossible to make every employee happy with a single workplace solution. However, there are some common strategies employers can explore when trying to attract and retain workers who want something more from their careers.
Invest in Worker Career Growth
One of the best ways to figure out what perks employees want is to simply ask them. According to LinkedIn’s Global Talent Trends survey, employees say they want more professional development (59%), workplace flexibility (48%), and mental health and wellbeing resources (42%).
Employers can simultaneously enhance their staffing levels and worker skill levels by offering a chance to enrich their careers via upward mobility. Pairing these programs with additional mental health resources can also help employers scale their operations while reducing cases of burnout.
As previously mentioned, LinkedIn’s survey shows that 42% of workers are looking for greater workplace flexibility. Essentially, a flexible workplace comprises where, how and when employees work. This could mean allowing employees to work from home in some situations, letting employees choose their working hours, permitting employees to take time off unexpectedly or allowing any other number of workplace arrangements. Given the desire for flexible working conditions, adding such opportunities could be an easy way for employers to attract and retain workers.
Provide Stability & Safety
Mental health and general wellbeing are now commonly discussed in employment conversations. After enduring a pandemic, workers refuse to compromise their wellbeing for a paycheck. Employers can demonstrate how much they value their workers by expanding mental health and wellbeing resources. Providing such assistance can reduce potential burnout and help retain employees longer.
Reach Out Directly
At the end of the day, the most worthwhile workplace offerings will be the ones employees desire. While some solutions are generally universal, such as increased compensation, employers may uncover additional options by reaching out directly to employees. In other words, employers can ask employees what perks or benefits would convince them to stay with the organization longer. This could even uncover overlooked solutions that might make employees just as happy as other more costly options.
There’s no one solution to the current labor market issues. However, the good news is that there still seems to be a high number of potential workers available; it’s just a matter of attracting and retaining them. By listening to employee desires and offering tangible perks, employers can help maintain their staffing levels.
This article is not intended to be exhaustive, nor should any discussion or opinions be construed as professional advice.