In 2022, Employees Come First
1. Remote workers want to feel seen and appreciated.
Employers need to find ways to connect meaningfully with them both individually and as a team. Consider employing new feedback mechanisms, such as one-on-one monthly (at least) meetings and exit and stay interviews. Survey employees regularly only if you intend to act on those items that make sense. Google has a completely anonymous feedback form that some of my clients feel is useful.
2. Many employees are feeling stuck with no clear path forward—they need to feel like their employers are invested in their future.
Support the upskilling of your workforce and pay for certifications or soft-skills classes, or find another way to help them meet their educational goals. For example, during quarterly or biannual reviews you can discuss career aspirations and determine what skills and competencies will be needed to achieve the next level of the employee’s career path. Let them know what the compensation for the next role could be. Then, provide a mentor to help the employee achieve his or her goals in your organization.
3. Flexible work environments are vastly important to most people.
Employees are not only looking for remote work but differing schedules, hybrid options, shorter weeks and the reduction of virtual meetings as much as possible. Employees need to be able to manage childcare issues that have arisen from the pandemic, and they are attempting to create a better work/life balance. Offering a more flexible schedule that breaks up eight-hour shifts into two shifts or staggered shifts can help.
4. Employees are hoping to avoid close contact with others.
In many manufacturing jobs, it’s not possible to work remotely. So, continue to implement and maintain vigorous sanitizing policies and make certain they are followed and communicated so that employees are aware that their employer cares about their safety and health. Provide PPE and ask for feedback on what else employees may feel is crucial to their safety.
5. Employees want to be paid what they’re worth.
Review your base compensation per job role. Money talks in this time of uncertainty, so make sure your wages are competitive, not just what you think is adequate. Acquire survey data that links to your job roles and ensure you are offering a competitive wage that takes inflation into consideration. You should also consider beefing up your benefits.