6 Ways to Attract and Retain Talent in a Post-Pandemic World

6 Ways to Attract and Retain Talent in a Post-Pandemic World

6 Ways to Attract and Retain Talent in a Post-Pandemic World

Technology has been a major driving force behind changes in the way we work in recent history. Cloud-based systems and video conferencing particularly, have enhanced connectivity and collaboration between colleagues. 


Nothing, however, has matched the catalytic effects of the Covid-19 pandemic on working practices in recent years. A study by Humanyze found that whilst average working time has increased by 10-20%, the experience of stress has reduced. 


Now, more than ever, people are demanding flexibility, positive company culture and a work-life balance and if they can’t find these things at your company, there are now plenty of organisations that are willing to offer them in an increasingly competitive labour market. So how do you best retain talent in a Post-Pandemic World? 


  1. Build a strong culture between employees and management

Culture is essentially “how we do things around here”. Do you micro-manage or do you trust, support and reward productive employees? Do employees feel as though they can converse with you socially; or raise or challenge issues with you professionally? Do you champion wellbeing? These are all things to consider when wishing to make the way you do things around here more attractive than the way other companies do things around there.


2. Allow flexibility

Whether it’s for family reasons, health reasons or personal preference, many people desire some degree of remote working. The pandemic has proven that not only can employees be trusted to work remotely, but they can thrive. With productivity remaining high and wellbeing at work improving, hybrid and remote working is no longer being seen as a perk but as a necessity. Can you accommodate this?


3. Use technology to enhance human connection, not replace it

If there is one thing that the pandemic has taught us, it is that humans are social creatures who require human connection. Look upon technological advancements as an opportunity to increase communication and socialisation between colleagues. We’ve all heard the grumble “this meeting could have been an email” but virtual meetings allow for the social interaction we all crave and the ability to discuss and debate projects in a way that email simply cannot compete with. If remote working has become a significant part of your organisation’s way of working, are you connecting with your team enough in order to fully support them and collaborate effectively?


4. Curate talent without geographical restrictions

Now you’ve created a positive culture that you can maintain online, the world is your oyster. Distance and timezones are no longer your parameters and you have access to a wider pool of talent, many of whom would jump at the opportunity to work with you. 


5. Reward loyalty

The pandemic hasn’t changed everything. The age-old complaints of being undervalued and overlooked are still driving employees to greener pastures and must be precluded with competitive salaries; recognition and incentives for meeting targets; and benefits that increase over time.


6. Support development

Career advancement is often listed as a reason for job changes and the two-year pause on life as we knew it has inspired many to chase progression in their professional lives. Can you fulfil this requirement whilst also negating the hassle of switching jobs? Now is the time to schedule a meeting with your employees to discover their career ambitions and configure options such as training and/or increasing responsibilities to meet them.


Article source: https://hbr.org/2020/10/the-post-pandemic-rules-of-talent-management 

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