08 Oct 3 Business Musts During the Great Reshuffle
We started hearing about the Great Resignation back in 2019, but according to Ryan Roslansky, CEO at LinkedIn, the workforce is actually undergoing a “Great Reshuffle.” As Roslansky explains it, the pandemic sparked a change in how we work and what we value. On the employer side, businesses have had to change their approaches to connecting their workforce and promoting collaboration. The shift to a remote, connected workforce also has untapped a larger talent market for employers ready to make the jump to bringing on full-time, remote employees.
Meanwhile, a rush of resignations has come while more people reflect on why they work and what they value there. In July of 2021 alone, 4 million Americans quit their jobs. These numbers continue to remain unusually high since resignations peaked back in April.
Turnover is expensive and can be devastating to small-and-medium-sized businesses. That’s why it’s so crucial to build a company culture committed to retention while keeping recruitment efforts focused on long-term hiring strategies. These best practices can help:
1. Keep an active dialogue going with your current employees.
Promoting longer retention rates means building a company culture and workplace that supports longevity. Checking in with team members every quarter to keep tabs on their concerns can help you address problem areas before they become issues. It’s also helpful to offer outlets for anonymous feedback so employees who are contemplating or actively exploring other opportunities can explain why. Whether it’s pay grade, remote working options, or work-life balance, this input can create powerful data points to guide your organization in the right direction.
Be sure any surveys you send out to your workforce include their input on remote and hybrid working options. It’s essential to factor that data into your work-from-home policy to support maximum retention.
2. Don’t discount feedback from team members who are leaving.
Let’s face it when a team member leaves—especially not on stellar terms—it’s easy to discount their feedback as a “disgruntled employee”. However, with so many in the workforce ready to call it quits, input from employees moving on is more important than ever. It’s critical to create a safe space for candid exit interviews so team members at any level can share how your organization can improve and if any specifics led to them finding another position. Letting employees share their experience to continue improving your workplace may also prevent them from feeling the need to air their grievances in reviews—online.
To open the dialogue, let employees who are transitioning out of the organization know why you are conducting the exit interview. Explain that their feedback is important and your organization is dedicated to retaining more top talent—like them. Clarify how their direct input can help the business and encourage them to be open.
3. Ask job seekers the right interview questions.
Identifying long-term fit for hires means asking the right questions for a breakdown of their values and what they are looking for in a new workplace. Questions like what are the most important things you’re looking for in a new job? can help pinpoint reasons they’re looking while keeping a positive spin on the discussion to empower greater transparency from both sides. Other questions like What does your ideal work setting look like? or How do you communicate best working remotely? Can help you assess if the job seeker’s desired working style aligns with what you have to offer. It’s important to ask these questions to all your candidates upfront to establish who has the potential for a long-term fit at your business.
Stay flexible and open the feedback.
For all these best practices, it’s imperative to remain flexible based on the feedback you’re receiving from current employees, exiting team members, and potential new hires. If you’re seeing trends across the board that your business isn’t meeting currently, now is the time to act. Whether it’s assessing your remote work policy, raising wages, or benefits offerings, it’s important to adapt to the new job market to remain a relevant and competitive employer.
Ready to find more long-term hires?
At Staffing Strong, our robust talent network and proven recruiting best practices are two decades in the making. Our talent experts are fluent in the Great Reshuffle and how to use existing challenges to your organization’s advantage. Let’s connect to discuss your next hire.
Meet the Author
Evelyn Vega is the Founder and President at Staffing Strong and the Past President of the Phoenix American Marketing Association. Since 1999, she’s made her career about supporting her clients in building meaningful careers and partnering with businesses in finding quality hires. In her free time, Evelyn sits on various advisory boards and enjoys practicing on her drum set!
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