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Although the COVID state of emergency is over, employers still grapple with the significant changes in workplace dynamics that began during the pandemic. More than 6 in 10 employers find it difficult to retain employees, and nearly 3 in 4 have a hard time recruiting talent.
A review of the relevant literature by the Integrated Benefits Institute found that employers are responding by offering greater flexibility with hybrid and remote work options; focusing on culture, diversity and inclusion; increasing communication with employees and encouraging employee feedback; and emphasizing employee development and growth
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"The research shows the need for both tangible strategies and emotional intelligence in attraction and retention efforts," said Sera-Leigh Ghouralal, Ph.D., a researcher for the institute. "More and more employees are looking for a holistic package of wellbeing, meaningful work and customizable benefits. Employers offering the 'whole package' are going to stand out and be successful in their attraction and retention efforts."
Top U.S. employers recommend several tangible solutions to overcome these challenges.
Onboarding as part of the overall engagement strategy. Employers should guide new employees through the entire range of benefits and support services, ensuring they understand not only their health benefits but also other aspects such as financial assistance, family planning and disability support.
Create meaningful connections in that critical first year of a new employee. This includes initiatives such as assigning mentors or buddies to new employees, providing regular check-ins and organizing team-building activities. Investing in the first-year experience not only ensures that employees feel supported and valued but also cultivates loyalty and commitment to the organization.
Educate frontline supervisors and managers. By equipping supervisors and managers with comprehensive knowledge, they become better positioned to recognize employees' needs and direct them to the appropriate resources.
Understand engagement and value feedback. Engagement goes beyond employees simply understanding their benefits; it encompasses a broader sense of connection, purpose and influence. Employers should strive to create an environment where employees not only comprehend their benefits but also feel that they have a voice in determining what is offered to them.
Emphasize connection and community. It is crucial to facilitate genuine connections among employees, their colleagues and the organization. Although virtual communication is essential, employers also should explore opportunities for incidental connections that naturally occur in a physical workspace. This may involve organizing in-person meetings, team-building events or collaborative projects.
"Companies are reevaluating their recruitment strategies to adapt to the new reality and appealing to candidates by highlighting their commitment to employee safety, flexible work arrangements and robust support programs," the study concluded. "As the workforce continues to navigate the post-pandemic era, employers must be agile, responsive and proactive in their approaches to attraction and retention to thrive in this new paradigm. By incorporating these insights into their employer guidance strategies, organizations can create a more engaging, supportive and connected work environment."
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Alan Goforth
Alan Goforth is a freelance writer in suburban Kansas City. In addition to freelancing for several publications, he has written a dozen books about sports and other topics.
