One of the things I’m seeing as the pandemic’s restrictions are being lifted is a wariness on the part of many employees to return to work. Before the pandemic, employees were mostly content with and loyal to their employers. But last year’s closures and furloughs deeply affected their sense of security and loyalty, to the point that they’re now questioning whether they still feel any loyalty to their previous employers. You’re probably experiencing this if you’re currently trying to fill open positions. In response, business leaders are examining their company’s policies, management styles, and practices to see if they’re relevant and appropriate today. This review should include wages rates and ranges, the need for sign-on bonuses, whether changing pay policies for some creates compression for others, the need for flexible or hybrid scheduling strategies to augment standard scheduling procedures, management’s competencies with using emotional intelligence, and whether your time-off benefits are sufficient to meet people’s changing needs. Loyalties will not be won by being the first to re-open or offer jobs; they will be won by being the best at adjusting to these changing dynamics and needs. Which means getting creative and proving to former and potential employees that you genuinely care about them and their wellbeing and are appropriately responding appropriately. Help former and prospective employee navigate their way back to feeling secure and loyal today.
Carl Stefan Erling Persson (born 1947): Swedish billionaire businessman who was the chairman of fashion company H&M
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