How to Adjust Retention Strategies for the Post-COVID Workplace

Return to the office

You don’t need anyone else telling you that “things have changed,” or “these are uncertain times.” We know you know. 

But, you may need to hear someone reminding you that the best practices for retention have changed.

When the workforce changes, when the wants, needs, and concerns of the worker changes, the employer also must change how they engage, motivate, and retain them. 

At times, the only thing that appears to be certain about the coronavirus pandemic is change. It’s time to make sure your organization is changing along with it. 

Below, we’ll share insights on how companies can adapt to better meet the new needs of their employees and increase their chances of retaining their top performers. 

Flexibility, Flexibility, Flexibility

By now, it’s safe to bet your organization has already contorted itself into more positions than you thought possible to get through the year. We know you’ve had to be flexible with your employees to make it this far. 

But how well does what you’re offering to your employees match what they will want going forward?

Is 100% remote work desirable for everyone, or just a minority? Post-COVID, how do you plan to accommodate for varying degrees of concern about coming into the office?

Whatever you decide, make sure you have assessed the sentiments present within your organization and crafted your response to reflect those. Workers, more now than ever before, want their employers to be flexible with how they do their work, when they do their work, and where they do their work.

 Invest in Remote Technologies 

Regardless of how you plan to handle working remotely, make sure that, when they are working remotely, employees have all the tools required for them to carry out their responsibilities as easily as if they were in the office. 

Take the time to communicate with team members to see if there are any gaps or opportunities for new tools to better help set them up for success while they work at home. 

Focus on Communication

With so much uncertainty abroad in nearly every facet of life currently, the last thing employees want is to feel like they don’t know what’s afoot within their organization. Most people either have been or know someone in their immediate circle who has been laid off. 

As much as possible, put in the effort to communicate transparently with individual employees. Whether it comes from managers or other leaders within the company, try to establish a regular cadence where employees have a chance to address any potential concerns and questions, or simply just to check in and make sure they are supported.  

 Make sure to offer the benefits employees want

The last eight months have changed much about how people see the world. Since March, there’s been a slow but steady evolution in the desires and values of American workers. 

We’ve already covered how flexibility and remote technologies are a necessity now, but those are closer to essentials in the new normal rather than benefits. For you to really show your employees you’re in this struggle with them, the benefits you offer them must also match the new normal. 

In addition to traditional benefits, there’s been an increased emphasis on assistance with childcare, employee assistance programs, and expanding virtual or telehealth programs, according to SHRM

RHM Staffing Solutions

Finding it hard to confidently hire the talent you need in these challenging times? You’re not alone, and RHM Staffing Solutions is here to help. 

Our team of dedicated recruiters has the networks and industry know-how required to help great organizations find the talent they need to thrive.

Give us a call today to learn how we can do it for you.