In the early months of 2022, employers who previously thought they could ride out the Great Resignation without making significant changes have started to rethink that plan. December 2021 was the sixth consecutive month that more than 4 million Americans quit their jobs.
What we're seeing isn't just a tight labor market that heightens competition for the best workers. It's fallout from uncertain times and the associated trauma, which has forced people to rethink their priorities in both life and work.
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Employees are gravitating toward roles that allow them to show up at work as their true selves, and they are looking for employers who offer the flexibility and support they need to do so. That's why people leaders who aim to win the war on talent are refining their cultures and finding creative ways to not only express what it means to be a part of a team, but also focus on the employee experience and look at employee wellness in a more holistic way.
1. Create a more inclusive culture
Fairness is top-of-mind for employers and employees alike, and recent world events and times of uncertainty have renewed demands for racial justice and equality in workplaces nationwide. An HBR analysis of S&P 500 earnings calls found that CEOs are now discussing equity, inclusion, and fairness 658 percent more often now than they did in 2018. That's a staggering jump.
Workers want to associate with employers that share their values. Thus, as leaders, we need to be authentic about expressing support and create programs that align with our companies' values. Promoting equality is not only the right thing to do from a moral perspective—there's also a business benefit. Inclusive organizations are better able to attract and retain top talent, as a McKinsey & Company report found.
2. Improve employees' technology experience
Digital transformation has vastly accelerated over the past few years, as organizations rolled out more assets to support remote work and business continuity. There has been a lot of discussion about how this affects businesses, but less focus on how technology impacts the employee experience. It's a good idea to take a look at technology from that perspective, given recent studies found 88 percent of job seekers consider technology when evaluating a prospective position.
Companies can address this by mapping how employees actually do their jobs and evaluating their technology experiences. Leaders can engage in discussions about implementing the most up-to-date tools and technologies to keep teams functioning at the highest levels. The technology used in day-to-day work can make all the difference in employee satisfaction. People want to work for companies with the latest technology. By equipping teams with intuitive, modern technology to do their jobs to the best of their ability, leaders keep those employees productive and happy.
3. Focus on employee well-being
One of the top HR trends to emerge in 2021 is a renewed focus on employee well-being. In a recent SHRM survey, more than 90 percent of HR respondents said they've expanded programs related to well-being, adding benefits and perks designed to address burnout and stress. The ability to provide mental health and emotional support is now table stakes for HR organizations.
When looking at employee well-being, it's beneficial to take a holistic approach, which starts with being human in our interactions with our employees and showing empathy and vulnerability. For managers, that means setting aside time to talk to employees one-on-one to find out how they're doing and what their challenges and aspirations are. For executive leadership, it's about promoting a healthy work/life balance, designing programs for parental leave, providing mental health days, or giving employees opportunities to learn new skills via additional training.
It's important to keep in mind that well-being means different things to different people, so there's no one-size-fits-all approach that will work for everyone. A company won't be able to solve every issue all at once. History has shown that employees value a test-and-learn approach because they are able to recognize that management has received their feedback and is committed to finding a solution.
At the end of the day, that might be the most critical takeaway for all corporate leaders: It's imperative to ensure that employees feel seen and heard. When you use employee input to build a more inclusive culture, provide the tools your people need to do their jobs effectively, and show that you value them for their skills and their humanity, you'll be able to attract and retain your best employees in 2022.
Melissa Dreuth is chief people officer and chief of staff to the CEO at Planful.
From: BenefitsPRO
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