The upper level decision-makers of companies simply cannot get away with the gatekeeping of important information anymore. If decisions are being made that can affect others in the organization, it’s not only expected, but demanded that that information be shared with full transparency. The second employees feel as though
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1. Transparency
they’re being taken advantage of or lied to, they will absolutely leave, as they should! Make sure to keep the communication channels as open as possible between levels of your organization’s hierarchy so that your team feels trusted, valued, and in-the-loop.
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2. Amplification of Employee Voices
This point is sort of an extension of transparency. Letting your employees know what’s going on and being honest with them is the bare minimum. The next step is to actually listen to what your team has to say about what’s going on. The people within your company are truly your core. Nothing happens without them. .
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2. Amplification of Employee Voices
That’s why it’s imperative that their thoughts, feelings, and feedback is not only heard, but acted upon. Again, keep communication channels open and encourage your team to speak up about anything they may want to address without fear of negative repercussions.
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3. Equity
It’s no secret that professional opportunities are often unfairly distributed. Things like DEI initiatives and lessons are absolutely necessary, but at the end of the day, those don’t translate into monetized opportunities for marginalized people. It’s time to, literally, put your money where your mouth is. If
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3. Equity
you boast about your support for DEI, that needs to be reflected in your hiring and compensation practices.
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4. Work-Life Balance
Over the past couple of years, we’ve learned that life is short and time is an extremely precious thing. We’ve realized that work simply cannot take priority over our personal lives. In order to stay competitive and attract new talent, employers need to push for an acceptance and encouragement of having
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4. Work-Life Balance
a healthy work-life balance. Start by examining your PTO policies. See if there’s any room for flexibility there, or offer monthly mental health days. It’s time for all of us to accept that we can’t just wake up to work. We need to wake up for ourselves with work just being a part of our day.
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5. Relationship Building
The last thing new hires want to encounter at their new jobs is workplace toxicity. Having a good relationship with your manager and your team can and will make or break the new hire experience, ultimately deciding if they stick around or leave. That being said, we have to live in reality and realize that people
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5. Relationship Building
have varying personality types and working styles, some of which get along better than others. However, across the board, there needs to be a foundation of respect within your company, regardless of differences in professional opinions.
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6. Balancing a Remote/Hybrid Team
We’ve reached the practically indisputable conclusion that we can be just as productive, if not more, from our own homes. That’s why remote work isn’t going anywhere. Instead of trying and failing to bring your employees back into the office, focus that energy on a new strategy about how to effectively manage hybrid or completely virtual teams.
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6. Balancing a Remote/Hybrid Team
What job-seekers are prioritizing right now is flexibility, which ties into our previous point about work-life balance.
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7. Prioritization of Mental Health
We are finally reaching a point where mental health is being seriously considered in the professional world and implemented into things such as benefits packages. This is a fantastic and necessary first step. However, it’s time to prioritize mental health in your day-to-day at work as well. We’ve all directly experienced how overwhelming
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7. Prioritization of Mental Health
life can get these past couple of years. Do what you can to reassure your team that their mental well-being comes first.
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8. Focus on Employee Development
The big thing used to be company loyalty. Now, it’s individual growth potential. Younger people in the job market tend to have no plans of sticking with one company for the next 35 years of their lives.Their primary interests are opportunities for positions and skills growth as well as pay increases. This is another
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8. Focus on Employee Development
culture trend where adaptability needs to be implemented.