Flexible work schedules
The pandemic has revolutionised the way we work today and how we will continue to in the future. Striking a balance between work and life has become more important than ever for employees. A growing number of people are ditching their 9-5 jobs to search for greater flexibility at the workplace.
Employers who offer their employees greater flexibility in terms of where and how they work are likely to see an increase in employee satisfaction and productivity. On the other hand, employers who are unwilling to become more flexible will see themselves lose in the war of talent.
A report published by Manpower Group on workplace flexibility states that nearly 40% of candidates consider schedule flexibility among the top 3 factors for making career decisions. The survey was done by over 14,000 working professionals aged between 18-65 from 19 different countries.
Flexibility was defined by factors such as flexible arrival and departure times, compressed shifts/work week, caregiving leave, and opportunities for sabbaticals or career breaks.
Employee health and safety will be a priority
With all the lockdowns we have endured in the last couple of years, the well-being and mental health of employees has become a top priority for organisations who want to create a safe and healthy work environment.
Companies have addressed issues such as employee burnout or mental health by offering subsidised therapy sessions and mental health days. However, KPMG reveals that 94% of employees are still stressed.
A worrying 81% of employees state they are more burnt out now than at the start of the pandemic. This stresses the importance of organisations making the health and safety of their employees one of their top priorities.
Furthermore, it’s important to ensure COVID-19 safety at workplace by persuading employees to go and get their booster shots and follow new vaccine requirements.
Diversity & inclusion
Gender and ethnic diversity, inclusion, and performance are all correlated. In McKinsey and Company’s report, it states that companies who have undertaken DEI initiatives will out-earn and outperform their competitors in the next five years. It’s important for HR managers in organisations to become champions of change and help revamp DEI initiatives to help employees feel more valued and appreciated regardless of their backgrounds.
Upskilling is a necessity
Data-driven decisions are quickly becoming crucial for an organisation’s success today and in the future. Organisations have realised the importance of investing in technologies such as artificial intelligence (AI), analytics, automation, and digitisation will help open up new opportunities and tackle new challenges.
In LinkedIn’s 2021 Workplace Learning Report, learning and development (L&D) pros stated upskilling and reskilling as their top priority.
Upskilling is a powerful strategy that needs a robust plan for execution. Here are six steps you can follow for successful upskilling:
1. Analyse and define upskilling initiative
2. Design corporate workforce skills plan
3. Perform individual assessment and advice
4. Match jobs and engage workers
5. Select training and providers
6. Monitor, evaluate, and improve policy
2022 will be a big year as the world - and the workforce - adapts to new post-COVID norms and businesses continue to grapple with how to best manage remote employees.