The past two-and-a-half years have been a rollercoaster of self-reflection through intermittent isolation and uncertainty. Rather than gradually ebbing towards a social change with each turn of the decade, the change was thrust upon us in what felt like a matter of weeks, if not days, as news of an infectious disease outbreak, broke.
Ultimately, the pandemic has forced us to re-think the way we go about both work and life, and how the two co-exist.
For some, the changes that resulted from the pandemic are circumstantial and easily reversed as Covid begins to fade into 21st-century history. While for others, these changes are impactful and lasting.
Arguably the most enduring and widespread change is evident in the way companies have adapted the flexibility of their work, their workforce, and their workplace.
In addition, we’ve seen a shift in the ‘work for yourself’ ideation from employees. This was adapted through individuals taking the opportunity to start their own businesses, as well as a push in demand toward flexible working arrangements. For any avid Instagram user, you’ll have undoubtedly noticed the uptick in social media influencers selling everything from self-branded bath robes, to skincare, Pilates classes and activewear. Just when you thought the market couldn’t possibly have room for another brand, one will pop up…and do you blame them?
The ability to set your own boundaries around your working schedule, and work for yourself, is a luxury that was previously only awarded to the corporate business owners and hands-off CEOs of the world. Whereas now, those self-employed and those employed by others are pushing for flexibility in how they work. Forced isolation and remote working have shown us – if you give employees the opportunity to complete meaningful work when and where they want, productivity more often than not at least remains the same, as staff retention increases.
After all, adults are exactly that, adults. They know what needs to be done, and they’ll find the time to do it.
Three key components have come to the fore and need to be considered for attracting and retaining the workforce of today:
Employees are looking for meaning in the work they complete.
With the current unemployment rate the lowest it has been since pre-Global-Financial-Crisis times, employees are in the driver’s seat to finding work that fulfils them. Along with flexible working arrangements, the pandemic left people reflecting on their purpose in life, leaving management to re-align and directly link employee goals with work outcomes.
The best workforce sets you apart, so put your employees first.
Organisations stress the importance of attracting and retaining a quality workforce to set them apart. At the heart of employee attraction and retention is a clear, concise and consistent Employee Value Proposition (EVP). An EVP is part of an employer’s brand strategy that reflects everything of value that the employer has to offer its employees; from financial compensation, perks, incentives, career progression, support systems and other benefits.
Make your workplace align with the goals of your workforce and EVP.
Employees are craving increased flexibility in the workplace, and organisations are looking to offer a transparent stance on their work expectations. The pandemic has shown us that work doesn’t need to be completed in an office between 9 – 5, and employees are now asking for justifications around when, and why, they will need to commute to an out-of-home office.
The pandemic disrupted life, but it also opened the doors for organisations and employees to rethink where they are, where they want to go, and how they’re going to get there.
The drive towards flexible work is two-fold; employees are looking for more choices in the way they complete work, and the future of the workplace is malleable and subject to constant iterations.
So what are you doing to keep up? Don’t think for too long, as some of your most valuable doors might just close.
