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The Great Reshuffle: Attracting and Retaining Employees

attract and retain employees

3 minute read

Economists had previously warned of a “Great Resignation” where employees were expected to quit in record numbers and leave substantial vacancies in the workforce. Although mass resignations took place, many employees simply quit to find more rewarding jobs. The Great Resignation is now being referred to as the “Great Reshuffle”.

Here are some common strategies employers can explore when trying to attract and retain workers who want something more from their careers.

 

Invest in Worker Career Growth

One of the best ways to find out what perks employees are interested in, is to ask them. According to LinkedIn’s Global Talent Trends survey, employees say they want more professional development (59%), workplace flexibility (48%), and mental health and well-being resources (42%).

Employers can enhance their staffing levels and worker skill levels by offering employees a chance to enrich their careers via upward mobility. Pairing these programs with additional mental health resources can also help employers scale their operations while reducing cases of burnout.

 

Offer Flexibility

Forty-two percent of workers are looking for greater worker flexibility, according to LinkedIn’s survey. This could mean allowing employees to choose their own work hours, allowing them to work from home in certain situations, permitting them to take time off unexpectedly, or allowing any number of workplace arrangements.

 

Provide Stability and Safety

Employers can help demonstrate how much they value their workers by expanding mental health and well-being resources. After enduring the pandemic for so long, workers refuse to compromise their well-being for a paycheck. Providing this type of assistance can help reduce potential burnout and help retain employees longer.

 

Reach Out Directly

The most worthwhile workplace offerings will be the ones that employees most desire. While some solutions are generally universal, such as increased compensation, employers may uncover additional options by reaching out directly to their employees. Employers can ask which benefits and perks would convince them to stay with an organization longer. This conversation could even uncover overlooked solutions that might make employees just as happy as other, more costly options.

 

Conclusion

There isn’t one solution to today’s current job market issues. There are a high number of potential workers available; it’s just a matter of attracting and retaining them. By listening to employee desires and offering tangible perks, employers can help maintain their staffing levels.

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This blog is intended to be a compilation of information and resources pulled from federal, state, and local agencies. This is not intended to be legal advice. For up to the minute information and guidance on COVID-19, please follow the guidelines of the Centers for Disease Control and Prevention (CDC) and your local health organizations.

National Insurance Services is not a law firm and no opinion, suggestion, or recommendation of the firm or its employees shall constitute legal advice. Readers are advised to consult with their own attorney for a determination of their legal rights, responsibilities and liabilities, including the interpretation of any statute or regulation, or its application to the readers’ business activities.

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Nancy Bushard

Nancy Bushard

Nancy Bushard is a firm believer that hard work pays off. True success to her is about providing efficient service and valuable solutions while continually building, refining, and doing the work. Her organized, motivated, and friendly demeanor makes her a great advocate for her customers. As Account Manager for National Insurance Services, Nancy works with schools, cities, and counties in the Midwest Region on their health insurance, wellness plans, benefit communication, and retirement incentives. She oversees new client implementation and meets directly with clients to explain their benefits. Nancy has a strong background in customer service and risk analysis and has been working with employee benefits since 2004. She is a licensed Health and Life insurance agent and is ACA certified.