The shortage of skilled workers often masks a problem that is no less serious – the large wave of emigration that began shortly after the pandemic outbreak. HR expert Ryne Sherman has some helpful tips for this. Since the middle of last year, a phenomenon has emerged among workers that is commonly referred to as the “Great Resignation”. During the Covid pandemic, many employees were confronted with increasing job dissatisfaction caused by the rapid changes in working habits and the often inflexible employers. The result was overload, which quickly led to a mass exodus.
In particular, workers between 30 and 45 could imagine better conditions or a more fulfilling working life elsewhere. Companies need help with a noticeable emigration of skilled workers, especially in the technology, health and tourism sectors. Many employers are desperately looking for suitable measures to prevent or at least counteract this migration. Because aside from losing colleagues and friends in the process and facing a shortage of staff or talent, companies have invested a lot of time and money in developing these talents – you don’t want to see them just walking out the door.
Show Flexibility, And Offer Development Opportunities
So what exactly can companies do about it? They should also demonstrate their ability to adapt to current working conditions. By listening to the needs of your employees, they build their reputation, which in turn can attract new talent.” One way to do this is to be specific about the goals of the current workforce. 62% of HR leaders believe employees should develop or strive for new skills at least once a year because offering and funding such training opportunities will make their organization more attractive. This also applies to newly hired employees.
Is Compulsory Attendance Still An Issue?
With the remote working we have all become accustomed to over the last few years, many workers have suddenly found themselves in a much more flexible scenario. Many quickly realized that working in a well-organized company can be done from home as easily as from the office. Also, working from home offers a more comfortable experience and flexibility in caring for children and managing other responsibilities. So it’s no surprise that two out of three workers continue to seek or aspire to such a work environment.
Around 30 percent of employees even stated that they would leave their current job if this hybrid model were not possible. It is, therefore, of the utmost importance for employers to review their current hiring, “Do you really need office staff? Does it offer any benefits, or is it just a return to what used to be normal? Could a reduction in office space and on-site staffing lead to savings? And isn’t it high time to switch to a digital and connected infrastructure that can also be accessed remotely if you haven’t already done so?
Can employees benefit from flexible working hours, or do they really have to work within a precise time frame?” Now is the time to ask these questions. Employers now falling behind and proving too rigid would become less attractive in the labor market. At the same time, this is a good opportunity to review the company’s infrastructure and office equipment. Employees could even advocate for realizing a modernized model if it interests them.
Your Workforce Is Your Best Advertisement
It has been shown repeatedly that openness and flexibility have a highly motivating effect on employees. A decent chance for this is to include them in the quest for new talent. Wd or possibly satisfying the guideline in certain enterprises. Regardless of whether a company is looking to expand or has already experienced layoffs, employees may know suitable new candidates. This makes the search easier and may provide new insights into desirable qualities to consider when recruiting.”
Another thing that can work wonders when recruiting is keeping the existing workforce happy. This is expressed as recommendations, which should also reach the possible candidates.
Therefore, It is important to show the advantages the company offers its employees and their families. This includes health care benefits, child care, paid time off, commuter allowances, flexible working hours, etc.
The Work Has To Make Sense
Job seekers increasingly emphasize but tend to overlook the purpose of the job in the organization. What makes your company stand out? What’s good about it? What impact does it have on the sector, society, or the world?