Over the last few months of attending conferences and conventions, there was one statement that was repeated multiple times by various people at every single conference. It was said after a speaker asked the audience what the top challenges are you are facing within your company…” besides labor and hiring issues like we are all facing.” And I started wondering why. Why are so many companies across various states and markets all struggling with labor issues?
All of us have heard the phrase, “The Great Resignation” referring to over 50 million people quitting their jobs over the past two years. But where did all those 50 million people end up? According to the U.S. Chamber of Commerce, hiring rates have outpaced quit rates since the end of 2020 in what they call “The Great Reshuffle.” So many employees chose to quit their jobs in search of a job that offers better work-life balance, flexibility, compensation, and better company culture.
In today’s workforce, the employee is shaping how employers are offering and marketing job openings simply to compete and attract the best talent available in what I call “The Great Redefining.”
Let’s dig into “The Great Redefining”, and why people centered companies with great culture are winning.
No doubt, employees have the upper hand in reshaping the workforce. Employees didn’t leave companies because they hated their job. The companies did not fit their values and beliefs anymore. The employee and employer were no longer aligned. The redefining forced companies to evaluate their own value and beliefs system. Companies realized that in order to attract and retain employees, the focus must be on the employee.
What is a company’s most valuable asset: its people.
Companies who focus and create an employee-centric workforce that fosters a sense of belonging, engagement, and productivity are winning in the hiring and retention game. Employee-centric companies changed the game by listening to the employee and their wants.
The core principles of an employee-centric company revolve around creating a positive work environment, attracting, and retaining top talent, and maximizing employee productivity and satisfaction. This is achieved through several key areas:
1. Talent Acquisition and Recruitment: Focuses on attracting and selecting the right candidates for the organization. This includes developing effective recruitment strategies, conducting interviews, evaluating candidates, and managing the hiring process.
2. Employee Onboarding and Development: Once employees are hired, employee-centric companies ensure they have a smooth onboarding experience and access to the necessary resources and training to perform their jobs effectively. It also encompasses career development programs, performance management, and ongoing training opportunities to enhance employees’ skills and competencies.
3. Employee Engagement and Well-being: Creates a work environment that promotes employee engagement, motivation, and well-being. This involves initiatives such as fostering a positive company culture, promoting work-life balance, recognizing and rewarding employees’ contributions, and addressing any concerns or conflicts that may arise.
4. Performance Management: Plays a crucial role in establishing performance management frameworks, including setting goals, providing feedback and coaching, conducting performance evaluations, and managing compensation and rewards systems.
5. Employee Relations: Focuses on maintaining positive relationships between employees and the organization. It involves handling employee grievances, conflict resolution, and ensuring compliance with labor laws and regulations.
6. Data-driven Decision Making: Relies on data and analytics to make informed decisions and identify trends and patterns related to workforce management. It involves collecting and analyzing data on employee performance, engagement, turnover rates, and other relevant metrics to drive strategic initiatives and improvements.
Overall, employees are influencing the workforce by driving changes in work arrangements. “The Great Redefining” encompasses not only employees but companies alike. Employees redefined how they want to work, and employers redefined and refocused what was most important to them…their people. When companies turn their focus and become people centered, they have redefined and fortified their workforce and culture.
Marcie Richardson
With over 20 years of HR experience, Marcie understands the struggles companies face in compliance regulation and policy structure. She recognizes that effective company culture and policies start with how we treat employees. As the COO of Guarantee Restoration Services in Baton Rouge, Louisiana, she values the need for a strong company culture to ensure operational continuity. Marcie obtained her IICRC in WRT and ASD because she believes to truly understand the needs of each employee, you need to understand their job. Marcie also holds a Louisiana Department of Insurance License in Health, Life & Accident.
marcie@guaranteerestoration.
www.guaranteerestoration.com
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