Evaluating job satisfaction is not something that people usually do. Then came Covid-19 and suddenly we were all faced with a major life event (and at the same time!). Many of us reassessed what we felt and how we thought – about our work and our lives and how the priorities for those two things meshed together. Over the last 19 months, we have reassigned our feelings and priorities about work and life.
As people did less and spent less, we saw that the job market shifted and opened up. The availability of more employment opportunities has made the ability for people to act on their thoughts more likely.
So after the shock of a worldwide pandemic wore off and people took stock, many found that they now wanted:
· A better work-life balance
· A shifting of priorities
· A break from monotony fatigue
· A change in industry/employment
Translation: a lot of job seekers looking to create a life that is more fulfilling than the one pre-pandemic.
You Better Catch Up
A lot has changed in the last 18 months and things will continue to change for a while. In fact, if your workplace hasn’t changed how it attracts, hires and retains employees, you are probably falling behind AS you read this!
Every organization should be re-thinking the kinds of talent they hope to attract and in case you were wondering, Covid-19 has changed that, possibly forever. While previous positions held often required a historical perspective, it now might be more critical to understand a candidate’s non-technical, interpersonal skills. In our ever-evolving workplace, previous job titles and accomplishing goals and objectives may prove to be as essential as empathy, patience, collaborative problem solving and follow-through. The industry where those skills were developed may not be as vital as they used to be.
If there are less people to choose from for each position that needs to be filled, it may be time to look at the salary being offered. Perhaps you should be proposing something more competitive with better benefits to compete for the available talent. Or maybe the reason you are seeing less candidates to choose from has to do with people looking to make a larger contribution and fostering a deeper sense of belonging to the culture. Or perhaps your favorite candidate is hoping for a hybrid work situation that offers both office and work-from-home time
It appears that almost everyone wants better balance. We now know that work-from-home can work, and we can also see that some people want and need a more personal connection — and both work styles are okay. In short – people are looking for more flexibility from employers.
Existing Employees AND New Employees
Current employees will need support in managing a changing – and maybe ‘ever changing’ workplace landscape. Bring on new employees with an understanding that the adaptable culture is the responsive workplace. Organizations will need to tailor things to an ever-evolving employer.
How and where people prefer to work will be a factor in retention, so employers who stagger work hours may find they have a hiring advantage. Assisting employees with life outside of work (child care, elder care, healthcare, community engagement, professional networks) may indicate that the employer values many of the same things that are priorities for the employee.
It means thinking about talent differently. If your organization can be (and stay) responsive, open-minded, and receptive, you will find talented, insightful, and dedicated employees.