3 Ways Employers Can Stop the Employee Exodus
When it comes to today’s job market, an old saying does a nice job of capturing the mood of many professionals: “The grass is always greener on the other side.” In the ongoing battle to recruit top talent, employees are being offered opportunities to step into greener pastures – and they’re not hesitating in seizing them.
To be sure, money talks; always has, always will. There’s no question some workers are motivated to move by a bigger paycheck. However, in many cases, the decision to leave an organization is about something else entirely. Here are 3 areas that are resonating with employees, and may determine whether they stay or go.
1) Flexibility. Call it ‘The Pandemic Effect,” if you like. Employees were sent home to work remotely, and guess what? They learned they could do the job just as, if not more, effectively working off-site. At the same time, they gained more control over their hours, a better ability to manage personal responsibilities like child or elder care, and improved mental health and wellness. All good, right?
As the pandemic eased, and companies started to bring employees back to the office, pushback began. Workers that preferred flexible work hours and/or hybrid and remote work left to join organizations that provided those options. The message to employers is clear: offer flexibility in your work environment, or your employees will find it elsewhere.
2) Benefits. Some things, such as health care and retirement plans, remain a staple of employee benefit packages. But newer benefits have attracted the interest of employees. From discounts on various memberships and access to health and wellness programs, to food delivery services and gas stipends for those who commute, companies are getting creative to meet employees where they are.
As an employer, when was the last time you evaluated your benefit offerings? Now is the time to do that; dump the ones that are outdated and unused, and add newer options that employees will appreciate.
3) Culture and Leadership. More than ever, employees are seeking to strike a balance between work and the other aspects of their lives. They’re assessing their current employment, determining whether it addresses their lifestyle needs, and making decisions to stay or move elsewhere.
Talented professionals want to work in supportive environments where their contributions are appreciated and valued. Increasingly, they’re prioritizing leadership styles that make that type of workplace culture possible. Knowing that, employers need to act accordingly to retain the great employees they have and attract the elite workers they need.
Not every organization can afford to pay higher salaries, but they can solve the issues surrounding flexibility, benefits, and culture and leadership. Alaant’s expert team is here to help. Need some guidance on how to make it happen? Contact us today and let’s get the conversation started!
Tom Schin, Director, Talent Acquisition Partnerships & Recruiting Consulting Services
When he’s not working, Tom is an avid board game enthusiast, from Catan to Canasta, who makes sure game night is fun for everyone (even though they’ll probably lose). He’s also fond of celebrating his status as a child of the ‘80s by watching Star Wars, listening to U2, and reminiscing about his (gone-but-not-forgotten) Andre Agassi haircut.