Nearly two years after the coronavirus hit the world, it has left an indelible mark on our planet as we all adapt to the changes it has imposed on us. As the world tries to delay the deadly virus, the epidemic disrupts the workplace in a way no one has ever seen.

According to the US Department of Labor, in April-June 2021, a total of 11.5 million workers were laid off. In April alone, more than 4 million workers, or 2.7 percent of the workforce, lost their jobs, the highest level since 2000. The same number left in July, և the trend will not decrease soon. A survey of more than 30,000 Microsoft employees found that 41 percent thought they were leaving soon. Gallup found that about 48% of employees are actively looking for new opportunities, and many of them say they will make this change in the next six months.

Employers are seeing mass layoffs, which has rightly been called the Big Resignation. Workers leave their jobs en masse in search of other things that really define their happiness. No longer wanting to pursue short deadlines, low wages to the detriment of their health, happiness, millions of employees make the big decision to quit, never to look back.

But how do you recruit these employees, whose ideas are practically invented?

It all comes down to workplace culture. At the heart of this huge change is the inadequate, work-focused workplace culture that has robbed employees of their joy and excellence at work for decades. It’s time for employers to shift the workplace culture to the first model, which prioritizes the employee’s work, which develops and takes care of the employee instead of focusing on the job.

Review your work culture

Employees now want a job that prioritizes their health. not just their physical but also their financial, emotional, and mental health. Employees have experienced the most stressful times during the epidemic, with the loss of loved ones, financial stress, heightened anxiety, depression, and employees no longer wanting stress from their employers.

As a result, employees pay much more attention to the work culture, the employer’s mental, physical and financial well-being policies and practices, before considering the offer.

What programs have you provided to your employees regarding mental health support? What policy changes have taken place in your organization regarding employee benefits and reimbursements? How will you deal with workplace stress in the future? How inclusive և is your workforce diverse?

These are the key post-epidemic indicators of the workplace; և these failures require major policy changes; Therefore, you may need to review your corporate health strategies, financial well-being initiatives, and the role of your employee support programs.

Involve your employees in effective feedback to find out what they need, what solutions work for them, and inject those solutions into your organization. An organization that helps companies improve their policies, redefine their corporate culture, better align company values ​​and employee benefits with what employees need today, is Global Health Accreditation, the first accreditation body that reaffirms the organization’s commitment to employees. health, safety: well-being. how to approve their policy.

The GHA believes that with better policies, more transparency, better profits, companies will have better productivity, more profit, and less likely to suffer from a large resignation.

Offer more training: mentoring

One of the most common causes of stress in the workplace has always been insufficient skills or training to match job descriptions. In fact, many employees are not given job assignments in which they are particularly good or best suited, but they are busy in jobs for which they have little or no training. The big resignation clearly shows how this discrepancy pushes employees to find their “dream job”.

At Black Hills Corp., the HR team is reviewing staff training and skills development. The organization has recently invested heavily in tuition, transportation costs, and training for call center staff interested in becoming a gas technician or line mechanic. The company says it is now focusing on “recruiting” its existing employees to do what they love, rather than focusing solely on hiring new talent.

Similarly, Sanofi, the global life sciences company, has expanded on-the-job training, mentoring opportunities for its employees to improve their skills and increase the value they bring to the company. The company has also launched new short-term “concert” tasks to allow its employees to broaden their horizons and develop more skills.

Integrate technological solutions

Many employees are overwhelmed by how much routine work they do that can be automated. Discover areas of work that can be safely automated to free up hours and energy for other tasks.

A survey by the Providence Health System found that 30 percent of nurses’ time was spent on administrative work, which resulted in burnout of nursing staff. Automating some of these tasks not only allows nurses to provide health care more efficiently, but also reduces costs and improves employee retention.

Black Hills is also evaluating its automation pilot program to identify areas where automation will drive productivity and employee retention.

Protect the health of employees

Security is the new motto of the corporate circle. Employees are now more attracted to dynamic organizations that prioritize their health and well-being. Many workplaces aggressively implement COVID-19 security strategies in their office buildings to mitigate COVID-19 transmission to keep their employees safe, especially if other variants of Omicron appear.

The newly launched Global Healthcare Accreditation GHA For Business provides organizations with a simplified, easy-to-use շրջանակ accreditation framework for any organization that wants to reaffirm its commitment to safety, health և well-being while building a more flexible corporate : culture to prepare for any future health hazards.

The GHA believes that if employees feel safe, focus on their well-being and health, then everyone wins. Prospective employees want to work in large companies that are socially responsible. Obtaining a GHA For Business Accreditation նի seal helps companies communicate this message more reliably.

The Guidelines և Implementation Guide provide a unique, fresh perspective on shifting benefits to a larger corporate goal, mission, and values ​​around the well-being expected in this evolving environment.

Final thoughts

The epidemic has led to a paradigm shift in the corporate world. There are now more jobs, but fewer employees who can fill these vacancies, not because of the great employee awakening that has persisted for many years in a dysfunctional work culture. HR managers now need to identify and address employee needs to recruit or swallow them during the Great Resignation.