In 2021 the nature of work changed unlike any other time in recent history. We saw the great resignation and work reshuffle where over 4 million Americans left their jobs each month from July through November 2021. In fact, November 2021 set a new record with an unprecedented 4.5 million workers leaving their jobs.
Americans’ perspectives on work have also shifted with 84 percent reporting a reassessment of work/life balance; while 60 percent are considering a new job or career because they do not feel they are being fairly rewarded for their work1. Adding to this complexity is meeting the wants and needs of four to five generations of workers (from Gen Z to the World War II Generation) with completely different modes of communication, work styles, motivations and career goals, which can be very confusing to both jobseeker and company alike.
“If a workplace consultant tells you that they have all the answers for this complex set of issues, it simply can’t be the case,” says Craig DiVizzio, president of DiVizzio International, an international training and workplace consulting firm, “But intuitively we can find solutions using the latest data, applying motivators and incorporating values important to each generational segment and using innovative strategies that resonate with key target audience to be where they are, meet their wants and needs and help align the right people with the right work environments (in-person, remote or hybrid).”
In addition, DiVizzio International offers these tips for finding workers:
Workforce Matrix. According to the latest census data figures, the 2020 workforce was: Gen Z (13 percent); Millennials (34 percent); Gen X (30 percent); Boomers (22 percent); and Post War (1 percent).
Skills Assessment. Almost 60 percent of workers believe that skills have become more important but are not sure which skills are needed due to the changing workplace. So, they look to employers to provide assessment testing and training to bridge these gaps 1 meeting these needs and talking about it on a company’s social channels can go a long way to appeal to future workers. Asking for feedback about the process from newly trained associates and asking them to share those experiences provides another avenue for credibility.
Prospect Hunting. Most businesses naturally assume that finding workers online requires looking at traditional business social media: Linked-in, online job advertising, Facebook posting, job and association boards, etc. But this is not the case when you are looking for Gen Z. This segment finds online channels like Glassdoor, Linked-in and similar media “old.” Half of Gen Z have a Linked-in account, but they don’t use it.
Just Dance? TikTok, the social media channel that you may associate with doing dance moves, just surpassed Google in popularity with 100 million users, 41 percent of whom are between the ages of 16 and 24. And it’s not just used for dancing – Gen Z is using it for job advice, as a job search tool, to post reviews about companies and are even starting to post resumes on the channel. If you’re looking for this age of worker or to build your company brand in front of this audience, this is one place you might want to be.
Take Flight or Choose Right? Finding the right workplace/worker relationship lies in the interview process. Knowing the right cues, what you’re looking to refine, define within the process can dictate whether that person will be a successful hire and remain with the company longer or leave sooner. According to Harvard Business Review, 80% of turnover can be attributed to bad hiring decisions. Most companies focus more on post-hire programs and initiatives where the majority of turnover reduction efforts take place instead of focusing on the pre-hire process.
Flexibility to Regain. Seventy seven percent of workers recently surveyed want more work flexibility, if this is something your business offers or can, it should be highlighted. Some people found a renewed sense of personal and family time during imposed lockdown restrictions during Covid-19 that changed their view of work. For others like Millennials and Gen Z, flexibility is an important part of a normal working environment.
Hello, Future. If you want to know the future, look at the success of the past, but also know what is important to today’s workers. Who are the success stories at your company? How did you find them and what makes them successful? Can you replicate this? Also consider what is in the hearts and minds of the public now like a company’s DEI (Diversity, Equity and Inclusion) strategy, the ability for future upward mobility, forward-thinking leadership, the ability to contribute and be heard, and feeling valued. Companies that take these actions will be on the right path to winning employees back this year.
Original Article: https://www.ccr-mag.com/will-2022-be-the-great-worker-win-back/