| Working from home was a viable option years before the pandemic made it a necessity, but it was rarely explored as employers preferred the confidence of seeing employees in the office. With the onset of the pandemic, employers learned that the work was still getting done, employees could be trusted to work from a remote location, and that many of them enjoyed it or even preferred it. When offices began to open up again, many employees pushed back against returning full time and offices responded by creating flexible hybrid working environments. This created a new set of challenges for employers. The longer employers work from home, the more disengaged they become from their coworkers and the camaraderie that can develop in a workplace. How often have you heard someone say ‘the best part of my job is the people’? When that begins to disappear, the employee has fewer reasons to stay with an organization and becomes susceptible to a move. To add to that, employees can apply for jobs in other cities knowing that they may never have to move to that new market – they can continue to work globally without leaving their home office. Now, it’s not just local competitors who may be trying to poach your employees, it could be an organization on the other side of the country. So, what can companies do to keep employees happy and keep them on the payroll? Redefine (or at least refine) Your Office Culture If you picked three adjectives to describe your company’s culture, would they match the adjectives chosen by your employees? Transforming culture is a slow evolution, but making a concrete start and establishing clear objectives creates interest, motivation and that all-important engagement. For example, establishing a culture of learning demonstrates a tangible investment in your employees, something the team will value and appreciate. Ongoing skills development is a solid option that builds better communication and results in a stronger, more diverse team. Make Sure Everyone Feels Included Diversity, Equity and Inclusion are more than just hot buzzwords today. Employees need to know where an organization stands and ensure that their personal values are reflected in those of the company. Having a strong DEI strategy also benefits the employer; it’s easier to retain people when you’ve made smart hiring choices to begin with. Do your online application forms recognize non-binary individuals? Are benefits provided for same sex partners? Creating an internal ‘Inclusivity Team’ gives your team a voice, a chance to contribute towards building something special, and a reason to look forward to spending more time in the office. Tailor Employee Benefits Plans to Each Individual This may sound like an onerous undertaking, but plans can easily be designed to be flexible and personalized. Your organization may include retail or warehouse workers who are on their feet all day and could benefit from massage, orthotics or physiotherapy. Some may be more susceptible to stress and look forward to working out at home. Lifestyle Spending accounts or Flex accounts can be created to allow employees to direct benefits to specific areas that benefit them and their families. Earl Shindruk, President of Optimax Benefits, relates an incident in which an employee made a very personal investment in his mental health. “We’ve seen employers create flex plans to allow employees to put money towards gym memberships and sports equipment, like a mountain bike or cross country skis. This is a highly-valued option with employees. But, the most specific example I’ve ever seen happened a few years ago; a gentleman was able to put benefits money towards an emotional support dog. I imagine there were many times when he’d be relaxing and scratching his dog behind the ears and remembering it was his company that made it possible. That’s the kind of experience that builds relationships and loyalty.” Keep an Eye on the Big Picture Along with all the specific opportunities to keep employees engaged, employers need to be aware of their employees’ general well-being. It may be a simple enough concept but it can be difficult to track. In a 2022 report, CPHR magazine reported that 84% of Canadian workers say they’ve experienced burnout since the pandemic began, with one in three reporting extreme levels. When employees have had enough, and there’s no sign of change ahead, it’s natural for them to consider a move. Both employers and employees would benefit by preventing burnout before it occurs. HR leaders and managers need to be vigilant and keep the lines of communication open constantly and encourage employees to step forward if they’re feeling overwhelmed. It’s also important to ensure that mental health coverage is prominent in your employee benefits package and that a willingness to openly discuss mental health is prevalent in your workplace. Demonstrate your commitment It would be naïve to say salary isn’t important. It clearly is. But job satisfaction is hard to beat. If someone enjoys their job, knows they are genuinely appreciated and feels like they are growing, there is little chance they’ll be looking for a move. Build a foundation of inclusion, support and respect. Do it with your team and start today. When you want your employee benefits package to reflect and reinforce the attitudes of your new direction, contact an experienced benefits broker who can share and explain the latest innovations and trends and help you create the tangible foundation upon which so much can be built. Photo courtesy: fauxels on Pexels |
Keeping Your Team Engaged
22nd March 2023
