How to Prevent Post-Pandemic Staff Losses | The pandemic has altered people’s perceptions of their existing jobs and wider career paths, with shake-ups occurring across all industries due to the lesser discussed philosophical impact of the health crisis. In a spring 2021 survey by Microsoft, it was revealed that just over 40% of the global workforce intend on quitting their job once the pandemic is over, and while the reasons why are varied, feeling disengaged unanimously underpins this widespread intention to leave.
Employee retainment is often easier than you imagine, even in workplaces that typically have high turnover rates – and it becomes simplified even further when you prioritize employee engagement. In simplest terms, from the employer’s perspective, employee engagement refers to the emotional commitment the employee has to the organization, its individual members, and its goals. From the employee perspective, it generally refers to how passionate they feel about their jobs how much they are committed to the organization, and the degree to which they go above and beyond their basic work remit in terms of effort.
Continue Employee Assessments
Monitoring employee performance individually and providing feedback as part of structured employee assessments is a common practice in ordinary times that became near impossible for many during covid restrictions. Now lockdowns are largely (fingers crossed) confined to the past and meeting in person is practical again, conducting thorough and mutually beneficial employee assessments is highly encouraged. If you have returned to the office on set days, like many other businesses, you will be better positioned to gauge progress, current productivity, and whatever other key performance indicators are relevant to their role within your organization. Evaluation of homeworking is possible by asking your employee to reflect on their preferences and relative achievements, with the candidness displayed in this style of assessment leading to them feeling both valued and trusted. Seeking as well as giving feedback is crucial for sustaining enthusiasm from employees and ideally should be a consideration from day one, and be something that continues throughout their employment.
Make Mental Health a Priority
In the current climate, it is becoming increasingly common for employees to pay particular attention to how much companies value individual staff members physical and mental health. The inclusion of Covid in standard sickness procedures (and their ever-evolving nature) will have been taxing but hopefully intuitive and relatively straightforward for most companies. However, the pandemic has hugely impacted the mental health of enormous numbers of people, most likely including some of your employees. It is crucial that mental health be prioritised for many reasons, not least to prevent post-pandemic staff losses (which does neither the staff member nor the organization any good). Not only will employees be paying particular attention to how well your duty of care is executed, but they will also be more aware of their own personal wellbeing. If you have not considered encouraging mental health days prior to the pandemic, now might be the time to start. Appropriate counselling facilitated by your company could function as an effective long-term strategy to retaining staff as well as having direct benefit to individuals in the short-term, as it makes for a particularly appealing benefit in the modern workforce, for whom mental health issues are now much more out in the open, as they should be).
Provide the Option of Flexible Working
There was evidence to suggest employees wanted to be given the option of flexible working before the pandemic. Now, 87% of all full-time employees, spanning across genders and generations, either work flexibly currently or consider it to be desirable. Given the influx of companies offering homeworking solutions and the relative protection it brings from viruses, offering some form of flexibility wherever possible would help to keep your staff happy.