The Great Resignation of 2021, predicated on the global pandemic, has spilled over into this year as well. For the remainder of 2022 and going forward, in order to attract and retain good employees, you may need to change your mindset when it comes to the benefits you offer. Otherwise, the harsh reality is that candidates and employees are likely to seek out other opportunities.

• Some industry experts have coined a related term: The Great Self-Evaluation. This refers to workers taking a step back to consider their worth in today’s marketplace. At the same time, they’re reassessing what’s most important to them when presented with multiple job offers.

Make it Worth Their While

Make your company more attractive to desired candidates and keep your current superstars from jumping ship by:

• Paying enough to take the issue of money off the table. Start by updating your compensation package to stay competitive. Also consider giving employees bonuses, helping them pay down tuition debt, and related incentives.
• Providing growth and advancement. A significant indicator of whether employees are engaged is their response to the question, “How can we make better use of your skills?” One recent survey showed that 68 percent of workers would be willing to retrain to upgrade their qualifications. Show team members you value them by providing ongoing development opportunities.
• Letting people know there’s more to your organization than the bottom line. Purpose is the reason people join and ultimately stay at a company. Even more so in uncertain times, a belief in what an organization is trying to achieve is a critical connection for job seekers and employees. 
• Promoting social connections. Make time to build and maintain relationships with and among your staff. Not only will this solidify their relationship with your company, but it will also have a positive impact on productivity. Data shows that workers worldwide place a higher priority on having good relationships with coworkers than on numerous other job attributes.
• Taking care of employees’ families. Do whatever it takes to care for not only your employees, but also their loved ones. Acknowledge the changes and sacrifices people made during the pandemic. Provide mental health resources, child care subsidies, or more time off as needed.
• Hiring for cultural fit. Hard skills can be honed on the job, but cultural fit can neither be bought nor taught. So even if a candidate doesn’t quite fit the qualifications outlined in your job description, if they have the personality, mindset, and potential you’re looking for, bring them on board. With the right support, you’ll soon realize a positive return on your hiring investment.

Want to See how to Enhance Employee Benefits Offerings?

A PEO, insurance broker, or other HR partner may be the solution you need to enhance employee benefits offerings at your growing business. Key HR is aligned with the best of these organizations and can help position you as a leader in today’s highly competitive talent war. Reach out to us today to learn more.