Over the past two years in a rapidly changing environment, businesses have looked to their HR teams for support handling and manoeuvring through uncharted territory. With current labour shortages, it is more important than ever to foster a positive working environment, one that’ll be appealing to potential employees. Although employee satisfaction is always a focus in the onboarding process, it is becoming ever more crucial for employers to retain new hires. Amidst the ongoing labour shortages and the Great Resignation, the resulting low levels of unemployment and strong labour demands have created an imbalance in the job market making it a candidate-led market.
Now more than ever, candidates are looking to prospective companies that align with their core values and allow them to maintain a healthy work-life balance. Candidates are seeking out companies which boast a positive and supportive work culture, that will support their growth and development.
The biggest question we face is: how can ensure employee satisfaction?
Hybrid working models as well as flexible working aid employees in maintaining a healthy balance between work life and their lives outside of work. Likewise, employers must stress the importance of taking sick days when needed for mental health and illness, along with ensuring employees use available holidays to take time to recharge away from the workplace. This prevents workplace burnout, promotes increased productivity at work and elevates employee satisfaction, and overall ensures employee retention.
Coming out of a global pandemic in 2022, national mental health is at an all-time low making it more important than ever for companies to invest in mental health support. A healthy work-life balance boosts company-wide mental health, however, sometimes there are external matters or personal factors that may be affecting someone. It is key to cultivate a caring and supportive work culture, where employees feel they can reach out for support. Also making it known where to go for support and highlighting outside resources that can help them with their mental health.
Potential candidates are looking towards prospective companies not only for ones that align with their personal values but also for a company they can grow with and progress within. As shown by the Microsoft Work Trend Index (2021) 41% of people are considering leaving their jobs within the next year. Employees are now more likely to leave a company that doesn’t allow them room for personal development and has few opportunities for progression. To ensure employee retention it is vital to provide these opportunities for growth and to reanalyse already established approaches to the progression and promotion structure.
Implementing these changes improves employee engagement and ensures higher percentages of employee retention. From labour shortages, a global pandemic and an emerging employment crisis our ways of working have had to evolve and adapt to changing times. The way we work and the future of it has had to adapt and transform to accommodate these changes. Emerging from this, a shift in attitude towards employee wellbeing, recentring it as the heart of the company’s foundation.