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3 Key Retention Strategies In A Post Pandemic World
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3 key retention strategies in a post-pandemic world

  • Publish Date: Posted over 2 years ago

It would be an understatement to say that the pandemic disrupted the workplace. So it's no surprise that our professional lives changed overnight and that many of those changes are here to stay.

During the pandemic, we all had time to reflect on our careers, prompting a reassessment of what we wanted from work. Before Covid-19, most employees only dreamed of working from home, but the last two years have shifted this perspective. Employers came to realise that the same work can be done from the comfort of their homes and in some cases they saw their output increase dramatically.

In a post-pandemic world, employers must adapt to these changes in people's perspectives and acknowledge that times have changed, and different measures are required to attract and retain top talent.

  • Show that you care

Spend time and money on upskilling your current employees. People are typically dissatisfied with their current jobs and want to leave because there is no opportunity for growth within the company. We all want to progress in our careers, so recognising people that are willing to learn is key. Reward your most dedicated employees and show you care about them by offering learning courses tailored to advancing their career. Doing so will not only help to foster an attractive workplace for future employees, but will also benefit your company in the long run as your retention rate will go up, and you won’t need to fight for an already skilled professional with your competitors in the future.

  • Prioritise hybrid working

It is important for employers not to underestimate the importance of offering hybrid working to prospective employees. Although hybrid working doesn't work for all industries, professionals in roles where working from home is an option have come to expect it.

In the search for talent, employers should consider which roles can be worked remotely, if any. While remote work provides employers with access to a wider talent pool during a time of high competition, it also provides opportunities to those who might have accessibility challenges, or to neurodiversity talents who might feel more comfortable working remotely. Remote or hybrid working models are another option for those with personal responsibilities, such as parents or carers. The hybrid work model provides a better work-life balance and helps to improve the overall wellbeing of employees.

  • Develop a sense of unity and purpose

Returning to 'normal' will look different for everyone; cultures that were developed before the pandemic need to be re-established and reshaped.

Increasingly, people want to work for companies that prioritise purpose. Traditional motivators such as salary and benefits have now fallen out of favour. Offering volunteer days, supporting charitable organisations, and having a clear sustainability strategy are all things that are very important to prospective candidates.

Employers must reflect on the diverse needs of their people and be aware of how their requirements will change over time. Offering a range of options that reflect the individuality of the workforce and offers support during all stages of a person's life will also aid in the achievement of a considered, inclusive working experience in a competitive market.

There's no denying how much the way we work has changed. In a competitive, post-pandemic world, it will be essential for organisations to embrace flexibility and create a culture of praise, recognition, and purpose. You'll be rewarded with loyal employees if you step up. Those that don’t risk losing top talent to their competitors.