Many HR personnel and people in charge of recruiting are starting to feel the effect of the massive resignations taking place worldwide. Close to 4 million people resigned from their jobs in just April of 2021 alone, and 40% of other employees are considering leaving their present employment for other enterprises.
This tremendous shift in the job market, which people are tagging “The Great Resignation” or “The Great Reshuffle,” is something most companies in the United States and all over the world have to deal with, whether they are small, mid-sized or large organizations.
Employees are no longer interested in working for companies that are still stuck in inflexible patterns of work. Instead, they now prefer an adaptable work environment that contributes to their lives and offers an excellent Employee Value Proposition (EVP). To attract top talent in the industry, companies should craft a winning EVP that will see you through the great resignation period and beyond.
With the overwhelming numbers continuing to mount, how can employers effectively handle the shortage in talent and the inability to hire skilled workers during this time using an effective EVP? Below we will provide some insights on crafting a new EVP during the Great resignation, along with some tips to help you develop a post-pandemic employee value proposition that works.
Allow workplace flexibility
Employees are no longer looking to be bound to a table and chair in an office where they have no time to live their lives and attend to their pressing worries. Instead, they’re looking for a job that offers them the ability to work from anywhere and with flexible hours that work within their schedules.
Companies that offer full-remote or hybrid, partially remote work environments are becoming more desirable to employees. But, unfortunately, some companies are not able to do this. But this doesn’t mean the end of creating a desirable EVP for your hires.
Offering employees the opportunity to work from home for a few days in the week and choose their preferred days of working remotely can give them the flexibility they require. This can go a long way to attract the employees you need while still meeting operational and productivity requirements.
Keep an eye out for transferable skills
Another thing to do as you work towards modifying your employee value proposition during this great resignation is to look out for talent outside your industry.
While you may be tempted to worry about their limited years of experience, you should know that the pandemic has facilitated employees from other industries to undergo training and curate the necessary achievements that will enable them to work in different fields.
Keep an eye out for new talent with valuable soft skills and attributes that will make a great addition to your team to help open up positions to more candidates.
Give your company an interest outside regular office work
The new crop of today’s workers tend to go for companies who have credible values outside of their regular day-to-day office activities. What interests and values does your company uphold when you set work and profit-making aside?
Employees are seeking businesses that have clearly defined values that team members can relate to and stand for. So, as you develop a new EVP, choose a cause that relates to the values of the company and the interests of team members.
You can carry out surveys or brainstorming sessions to find out from your employees what makes them tick and how they can make the world a better place. Popular interests include climate change, LGBTQ movement, mental health, volunteering, charitable donations, and spreading positivity.
Establish employee connections
Regardless of whether your company has joined the remote workforce or not, there are certain physical workplace principles that you should not do without. One of them is making sure your employees stay connected wherever they are working from.
In the office setting, employees make connections throughout their workday. They run into each other at the snack bar or have meetings throughout the week. They celebrate employees of the month or have some form of departmental banter going on.
New hires prioritize work environments that foster work connections within and outside the work environment, so this should become a part of your new EVP. For example, make employee retreats, company vacations, and frequent team bonding events a part of your work culture to help attract and then retain top talent.
Looking beyond the great resignation period, many people will continue to seek companies that make their work-life meaningful and add value to them. Crafting a new EVP now is a wise step to help you prepare for the present labor environment as well as the company’s future. The tips we have shared will help you navigate these unprecedented times as well as to successfully attract and retain your valuable workforce.
