COVID-19 had a significant impact on companies and professionals alike. As everyone worked to adjust, fundamental changes to how work was accomplished occurred. As well as shifts related to maintaining work-life balance during a tumultuous period.
While many initially assumed the pandemic would only remain relevant for a few months. It has lasted for more than a year. As a result, what was initially viewed as emergency-related adjustments are now part of the norm.
The changes are shaping employee expectations now and will likely continue to do so well into the future. Companies that fail to adjust are more inclined to experience recruitment and retention challenges. This is particularly evident as more businesses continue to reopen.
By adjusting your employee benefits properly, you can stay ahead of the curve. If you aren’t sure where to begin. Here are some areas that are worth examining.
During the pandemic, many employees saw their personal life change dramatically. One of the most notable shifts was children learning from home instead of heading to school. Often, parents had to juggle work responsibilities with caring for their children, and companies had to give them the flexibility to make that possible.
Moving forward, employees will be more interested in roles that offer flexible scheduling, at least, to a degree. The ability to shift a portion of their work time makes maintaining balance easier, ensuring they can handle obligations on all fronts.
While companies can certainly set limits, such as by having mandatory core hours, giving employees some space will make them more enticing employers. As a result, it can be a wise benefit to maintain if you need to secure and keep top talent.
In a similar vein, the ability to work remotely is going to remain a desirable benefit. While some companies were previously resistant to telecommuting, most can no longer deny its viability. Additionally, many professionals know that they can remain productive when working from home too, increasing the odds that they’ll pursue it as a benefit.
Companies that want to remain competitive are better served by creating a long-term remote work policy that gives employees the ability to telecommute at least part of the time. That way, they can attract and retain professionals who consider remote options a must.
The pandemic thrust conversations about paid sick leave into daily life. Companies that offered employees little (if any) paid time off for illnesses were seen in a bad light, harming their employer brand and making them less attractive employers.
Many professionals aren’t going to accept positions with employers that don’t provide them with this critical safety net. Additionally, some won’t consider roles with companies that don’t keep pace with the competition in this area, even if they have some coverage.
For companies that want to remain competitive, updating paid sick leave policies may be essential. Make sure you give employees a sufficient amount of protection, allowing them to take time off when they need it to recover. That way, you can increase your odds of being an employer of choice today and well into the future.
If you’d like to learn more about how COVID-19 is shaping the landscape, the team at GSG Talent Solutions can help. Contact us today.