HR INSIGHTS
4 Tips For Managing Employees During The Great Reshuffle
The Great Reshuffle — a mass movement of workers leaving jobs with which they are not satisfied — shows no signs of slowing down . As Generation Z and Millennials begin to make up more of the workforce , it has become clear that values and priorities have shifted from those of previous generations . Furthermore , unemployment rates are down , and the employment market is currently very worker friendly . The combined effect of these factors is that employees more readily move between different jobs to find those that align with their priorities and desires . This often means seeking out better compensation or benefits , workplace flexibility , career development opportunities , or the right culture fit .
The Great Reshuffle can make for a challenging environment for employers , but several tips can help mitigate the issues employers may face . Consider the following strategies :
1 . OFFER REMOTE AND HYBRID OPTIONS
Prior to the COVID-19 pandemic , working remotely seemed a lot more difficult than it turned out to be . Now , many workers have grown accustomed to having the flexibility to work from home at least part of the time , and many will leave their current roles if this is not an option . In order to retain top talent , employers should consider providing options to work remote or hybrid schedules ( i . e ., part of the week in the office , part of it at home ) when feasible .
Remote and hybrid work options will not be possible for every position or industry . However , employers can still consider how to partner with employees to offer opportunities such as flexible work schedules or expanded paid-time-off policies in instances where remote work is not an option .
2 . FOCUS ON EMPLOYEE WELL-BEING
Not only do employees want work-life balance so they can enjoy life outside of work but they also want to feel like more than just another worker helping an organization meet its goals . LinkedIn ’ s recent Global Talent Trends report shows that 42 % of employees want their company to invest in their mental health and wellness .
One way managers can help to meet this need is to find constructive ways to check in with their employees . This could look like having weekly or biweekly one-on-one meetings to ask open-ended questions about how the employee is doing inside and outside of work . Employers can also prioritize mental health by offering accessible mental health and wellness resources to employees , such as employee assistance programs . Prioritizing employee well-being is a great way to increase employee satisfaction and , in turn , retention . Additionally , workplace cultures that promote health and wellbeing are often the ones that workers on the move may be interested in .
3 . PLAY TO EACH EMPLOYEE ’ S STRENGTHS
There are many different strategies and approaches when it comes to management . One that might be beneficial during the Great Reshuffle is for managers to focus on each employee ’ s strengths rather than only working to strengthen their weaknesses . If an employee has exceptional knowledge in a certain area or a unique skill set , play to those abilities . This can make employees feel like they are doing well at their job and are assets to the team . Moreover , it may actually increase productivity to have each worker play to their strengths than it would to try to correct their weaknesses . Not only can this strategy
lead to increased performance but it also makes employees feel valued , increasing the likelihood of retaining them .
4 . MAXIMIZE EMPLOYEE REWARDS AND RECOGNITION PROGRAMS
It is essential to make employees feel valued if retaining them is the goal . Having a formal reward or recognition program is a simple but effective way to express to employees that they are doing a good job . Alternatively , informal recognition is just as valuable . Giving a shout-out to an employee who went above and beyond or shooting them a quick thank-you message can go a long way . When employees feel they are good at their job , they are less likely to leave it .
For more information on workplace trends , contact JGS Insurance today . +
BY : BARRY E . FIELDS , MANAGING PARTNER , EMPLOYEE BENEFITS JGS INSURANCE , A BALDWIN RISK PARTNER
Barry Fields has over 30 years of employee benefits experience advising clients in a wide range of industries , professional and industrial , public and private , throughout the United States and worldwide .
Barry specializes in providing full-service benefits consulting to clients including program design , compliance , plan funding , underwriting , wellness programs , employee communications , benefits administration , employee advocacy and the use of effective strategies in benefits management .
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