Hiring Trends Shaped by The Pandemic
Without a doubt, the pandemic amplified sudden behavior changes within the office and altered the way we conduct business. Employees have emerged from 2020 with a lot more confidence and expectations that did not exist before the pandemic. Candidates are re-assessing and re-imaging not only their careers, but also their personal goals. The way in which leaders and organizations respond to this change in mindset and new demand will be critical to the health of their people and their teams. During our forty years in business, we have recognized several key areas that companies should focus on to successfully adapt to the new world of work.
Talent will be strongly attracted to companies that take wellbeing and mental health seriously. Getting a balance right and understanding the importance of time spent away from the computer is important for everyone’s well-being. This will be a challenge in which companies define their culture when having their teams working remotely. As a leader, make sure you are making a personal connection with your remote employees whether it is via Zoom or a quick phone call. Make standing appointments with your remote team. Leaders must take deliberate actions to drive employee well-being.
The second area that organizations should focus on is re-defining productivity based on output and merit. Many employees feel they should be evaluated on their results versus the number of hours worked. “Managers should focus on building a results-based culture that clearly outlines how employees will be measured and the frequency of assessments,” notes Angott.
The ideal leadership style is focused on empathy and a compassionate attitude. Team unity is built on communication and trust which is one of the most positive professional changes in the post pandemic world. Managers can work to help build team trust by connecting personally with employees and offer them opportunities to develop new skills.
Helping employees develop new skills not only helps build company culture, but career development also shows employees that management has a genuine invest in their employees in the long term. “Presenting opportunities for employees to up skill and re-skill will go a long way in driving employee satisfaction and loyalty, states Angott.
Now that “the great resignation” is in full swing and millions of workers rethink how they want to live their lives after the pandemic, they’re not willing to settle for less. It’s important to think of these four factors as we continue to adapt to the new world of work. Some want a job with more work options such as better benefits, more money, shorter commutes, and more flexibility. And some simply are looking for a safer workplace and culture where they will fit in and grow in the long term.
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