The recent years of remote work have allowed us to become accustomed to our home offices. No longer having to worry about commuting or getting dressed up every day has been a very pleasant change for a lot of us. As a result, many have begun to take control over their work-life balance, realizing they can have much more freedom. A recent study found that the average person now working from home is almost 50% more productive than when working in an office.
Most workers have questioned if offices are necessary any longer, considering how much more productive people are at home. This led to a realization that there are opportunities beyond physical location, which caused workers to take on jobs elsewhere. Most commonly, workers are leaving the expensive city life for less expensive suburban areas. This has led to a movement known as “the great resignation” where many are leaving their jobs to pursue other opportunities.
The movement has created a talent shortage in some areas which have made employers desperate for employees. In the United States, 4.5 million workers quit their jobs from the start of the movement. As a result, companies are becoming desperate and new hires can negotiate much higher salaries.
So, from the perspective of an employer, what can you do to ensure your organization is an enticing environment for job seekers? Those looking for jobs are not in a particular rush, leaving it up to organizations to incentivize what they can offer top talent. Based on the trends we’ve seen, these few key measures can go a long way:
Communicate Salary Expectations
Employers should be straightforward with new members, explaining that there are new policies to compensate for the remote shift. Sit down with higher-ups in the company to develop a realistic plan for salary distribution. Create a strategy for compensation based on skill, experience, location, and whatever else may be appropriate. Tailoring benefits to the location of the employee is also needed. Preplanning for this is a must and will allow you to make adjustments based on the candidates' requirements.
Outline Paths For Career Development
Employees want opportunity, if your organization can demonstrate employees moving up and that there are paths, that will be an upper hand. Positions with advancement opportunities reflect longevity in the organization, and that you invest in your people. Of course, ensure that management is transparent with this at every level. Implementing this will decrease employee turnover and motivate team members to accomplish tasks to the best of their ability.
Acknowledge Work-Life Balance
Communicating while working remotely is critical to staying connected, and while we might see when others are active, there is still a distance. Working from home does not involve the same model as offices, employees are not working all the way through 9-5. Make sure people feel comfortable letting you know when they’re going offline to tend to personal matters. Something like this will further emphasize the freedom and understanding employers have for workers' new situations.
Conclusion
Workers have become accustomed to this new lifestyle, the flexibility and empowerment that remote work offers is a big driver in where people look for work. If your organization can create an environment that is accommodating to this new reality, you will attract top talent. You will also reduce turnover and reflect your organization's trust for the people you bring in. Accepting this new reality is the first step to building a team ready to take on today’s market.
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