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The Perks Your Employees Actually Care About

The Perks Your Employees Actually Care About

While hunting for a new job, you may have seen companies offer some unordinary or even bizarre perks. Whether that is unlimited snacks, regular happy hours, or a gaming center, these perks may sound attractive, but they’re not precisely what job seekers desire. Recent studies have revealed that employees 35 years old and under place more value on respect than these “fun” benefits. But what exactly do job seekers (and your current staff members) care about when it comes to job perks? Here are four perks that employees actually care about and why they are important to them. 

Health insurance

One of the most important perks employees care about is their insurance plans. Although this may sound dull, attractive insurance policies are the best way to care for your employees. Insurance plans can be costly with lackluster coverages. Offering solid insurance plans with partial or complete contributions, especially after a global pandemic, is quickly becoming a high priority for employees. Insurance plans that support medical, dental, and vision plans are a huge plus. This perk may not be as quirky and fun as an office ping pong table in the break room but is by far one that your employees actually care about.

Professional Development

Another great perk your employees care about is an investment in professional development. Just because employees graduated college with a degree doesn’t mean there isn’t more to learn. Most of your staff wish to acquire more skills, earn new certifications and training, and become better, more well-rounded people. These perks can also make your employees better assets to your company by gaining more valuable skills that help them excel in their positions. So, it is safe to say that investing in your people through professional development initiatives is an excellent way to keep your staff feeling happy and fulfilled.

Work Flexibility 

If there was one thing employees learned from COVID-19 is that being flexible is the new norm. This pandemic has also caused an urge from employees to have more work flexibility in their jobs as we look to the future. A recent poll shows 78% of people believe having work flexibility options is one of the most appealing perks to have within a job. This can include work-from-home options, hybrid schedules, mental health daysor other accommodations. Offering flexible working environments is one of the best ways to take care of your employees (and attract new job seekers to your organization!).

Other Basic Perks

It’s essential to offer meaningful perks, like the ones mentioned above; however, there are plenty of basic perks your team can offer that can be just as fulfilling for many employees. Developing robust PTO policies and encouraging your staff to take advantage of them is an excellent incentive for employees to stick around. Even fostering a better overall work environment and healthy company culture can make a significant difference. Building a desirable workplace includes effective leadership and strong communication. Finally, offering competitive compensation can also help incentivize employees to be more effective at their jobs. These perks are not too crazy but provide attractive incentives to make your staff feel more appreciated and respected.

Still not Perk-fect? 

Perks can be hard to design and implement, especially since there are so many factors to consider. Here at JSG, we want to provide you with the best tools to help you implement successful hiring strategies. If your hiring team is searching for more advice to keep your staff satisfied, review our Client Resources! We have tons of helpful tips and tricks to boost your employee retention rates and foster a better working environment.

Here’s What Candidates Expect Post-COVID-19

Here’s What Candidates Expect Post-COVID-19

In 2020, life as we know it was completely turned upside down. Everything we knew about our careers, hiring, and job searching changed on a dime. Now that things are finally stabilizing, we realize how much we’ve been permanently affected. The job market is picking back up and becoming increasingly competitive for highly qualified candidates. And these candidates come with some lofty post-COVID-19 expectations. Here’s how the Coronavirus has shifted candidate perspectives and changed their priorities.

Job Flexibility

Job flexibility is the number one thing candidates will be looking for in a post-COVID-19 workforce. In fact, according to a Workforce Confidence survey from LinkedIn, 50% of respondents say that flexibility of hours or location has become more important to them. This change is notable because as recently as 2017, flexibility wasn’t even on the candidate’s radar. The shift in 2020 showed workers and managers alike that work flexibility could be an asset rather than an obstacle. Because although people are working longer, more productive hours, they are simultaneously reporting higher happiness and productivity levels.

Work-Life Balance  

Tying in with job flexibility is a work-life balance. Generally, a more flexible work schedule and environment have allowed for a better work-life balance, so it makes sense that 45% of people will be prioritizing this in their job search. Over the past year, people have discovered the freedom of balancing their family and home life with work. We have proved that it is possible and that it contributes to a more productive workforce overall. However, this is not new information. A 2009 survey found that people who are happy with their work-life benefits work 21% harder and are 33% more likely to plan to stay at that organization. Therefore, in the post-Covid-19 job market, most employees expect this work-life balance to continue in the form of a hybrid work schedule.

Health Coverage  

It’s no surprise that a global pandemic has made people reconsider their medical benefits. Now, 41% of respondents list health coverage as important to them, whereas a few years ago, it didn’t even break the top five priorities of workers. Moving forward, companies can attract top candidates by offering competitive health coverage that puts employees’ needs first.

Pay  

One priority that stands the test of time is pay. Most recently, 36% of people cited pay as an essential job factor. A fair and competitive wage will always be crucial and should be a primary consideration for hiring managers. Even in a candidate-saturated market, it’s a guaranteed way to build a solid, loyal workforce.

Workforce Culture  

Workforce culture has been on the rise of candidate priorities over the last few years. However, due to recent diversity initiatives and the prioritization of an inclusive workforce, it has changed a lot recently. 36% of survey respondents listed it as necessary, but what does that mean? Where “culture fit” used to be cited in reference to excluding candidates, it has now pivoted to be inclusive. Candidates are looking for companies that prioritize building a diverse team that values all opinions and backgrounds. Additionally, companies that go above and beyond to bolster marginalized communities and professionals will garner the attention they deserve.

These post-Covid-19 perspectives are permanent

There is no arguing that the pandemic has changed the world as we know it. Priorities for companies and candidates are shifting, but for the better. As we work to establish our “new normal,” the workforce will look different as we continue experimenting and learning.

Are you interested in more workforce insights and hiring advice? Get a peek into our client resources here.

How to Manage A Hybrid Workforce

How to Manage A Hybrid Workforce

Last March, the majority of companies were forced into supporting a remote workforce because of the pandemic. Fast forward to today, and things are finally turning a corner for the better. As we continue to enter this new normal, many employers are supporting both a remote and an on-site team to optimize production and adhere to essential safety protocols. If your team is struggling to handle this new transition, here are a few tips on how to effectively manage a hybrid workforce.

Set clear expectations

With a split team, it is essential to establish clear expectations for both remote workers and your on-site staff. With a hybrid team, it can be more challenging to communicate and frequently check in to see how things are going. If expectations for your staff are clear and effectively communicated, it will be easier to hold everyone accountable. If you set expectations, your team will better understand what you are expecting from them, and thus, there will be less confusion and disparities amongst your team.

Clear communication is essential

When it comes to managing a hybrid workforce, you must facilitate clear communication. With your team in different regions and possibly in different time zones, communication can get messy. As a result, your company should invest in communication technologies such as Slack, Zoom, or Microsoft Teams. These communication tools will help enable solid communication and ensure your team is always on the same page. These tools will make it easier to check in with your staff, conduct regular meetings, and share project timelines.

Be flexible and open-minded

If you are managing a hybrid workforce, you must be flexible and open-minded. Your workers in the office will have a little more structure and rigidity. However, your staff working from home will have different distractions; they will be managing their personal and work lives simultaneously and maybe working nontraditional hours. If you plan on this hybrid team being successful, you must practice patience and understand that flexibility is key. Your remote staff may have to step away from their computers for a few minutes to tend to their kids or pets. Being flexible will help your team from reaching burnout and ultimately make them more productive.

Watch for signs of burnout

If part of your hybrid workforce has been working remotely for a while, they may be inching closer to burnout. Your in-office staff likely has more structure, and it’s easier to leave work at work. However, for your remote staff, it’s easy for the lines between work and home to get blurry. As the leader of your team, you should be looking for signs of burnout. Lack of motivation, late-night emails, employees who are always online, and less-than-perfect performance are all signs an employee may be on the verge of burnout. The expectations you set for your team will help mitigate this, but that may not be enough.

Encourage your team to share how they feel, regularly check in with them one-on-one to see how they manage this newer working environment, and listen to their concerns. Also, urge your staff to use their time off, especially those who are remote. It can be easy to let those vacation days stack up while working from home. Stepping away from work is essential to your team’s mental health and performance, and leaders must support that.

Emphasize cybersecurity best practices

Cyberattacks are on the rise for your employees that are working remotely. Your team is accessing company documents, systems, and other valuable information on personal internet connections. As a result, it is vital to establish IT best practices. It’s a good idea to regularly send emails with your company’s IT policies and procedures to reduce your risk of these attacks. Keeping your staff, and ultimately, your company secure from the additional working-from-home vulnerabilities will help your team remain safe and secure.

Managing a hybrid workforce is not an easy feat, but if you follow these guidelines, you are on your way to a more productive, happier team.

post-pandemic company

How to Make Your Post-Pandemic Company Better Than Before

COVID-19 has been a very tricky time for companies around the world to navigate. Businesses needed to do things they have never done before, like work from home, attend video conference calls, and experience a lapse in breakroom donuts. As we strive into the future together, we cannot revert to the same ways; let COVID-19 be an opportunity for a better, brighter future for your company. Here are five things your organization can do to make your post-pandemic company even better than before.

Increased Flexibility

COVID-19 has shown us the importance of workplace flexibility, and now, it is no longer a benefit, but an expectation from employers. In a survey from Zenefits, they found that 77% of workers have flexibility as a top priority in their job search, which means offering a flexible workplace will be crucial to hiring great talent. The transition to a more flexible working environment must happen quickly because about 30% percent of workers have left jobs due to their lack of flexibility. 

So, the spectrum of flexibility will vary from team to team. Still, you can offer flexibility with better PTO policies, WFH benefits, and empathy for sick employees – because if this pandemic taught us anything, it is to stay home when you feel sick! 

Enhanced Digitization

The quickness of the pandemic pushed workers around the world to dial in on their digital skills. Suddenly, workers needed to establish a WFH office to maintain a “normal” workday. For a boost in efficiency, we expect an increase in video conferences and other technologies to make your workforce more agile. Make the necessary investments in the technology your post-pandemic company needs to keep the ball rolling and your team more productive.

An Overload of Sanitizer

Once everyone returns to the office, workplace hygiene will be at an all-time high. Employees washing their hands and sanitizing throughout the day will become habitual, and honestly, completely necessary. An overload of hand sanitizer and other cleaning routines should be encouraged to ensure the safety of all employees.

Clear Expectations

Transitioning into a post-pandemic world will have its own set of challenges. It is different than it was previously, and you need to lay out clear expectations for what you want from your employees. Clear communication and building trust with your team will be essential as we start to return to work.

Laid-Back Dress Code

Professional outfits hit the back burner while WFH parents had to work from home and watch their children. As we transition to a new normal, there’s a trend toward casual dressing. If appropriate, relax your dress code protocol to make your team feel a little more comfortable as they return.

So, let’s reimagine your post-pandemic company: more flexible, caring, and safe. Relax the strict workplace rules that have been around for decades and offer your employees a workplace experience that they won’t want to leave.

retain talent

4 Foolproof Ways to Retain Talent

HR professionals around the country dedicate their careers to retaining great talent at their organization, making it their ultimate goal to hire AND retain the best talent. Yet, over 50% of organizations globally claim they have difficulty keeping their most valued employees. So why is that? Talented employees that quit within the first six months reveal that their parting was due to poor onboarding experiences, workplace culture, and working conditions. This issue begs the question: how can your organization offer the most competitive and appealing environment that keeps employees around for the long haul? Here are four ways your company can retain talent now (and into the future). 

Flexibility

The demand for workplace flexibility existed before the Coronavirus outbreak, and now, because of the virus, companies were forced to offer it. Providing flexibility in the workplace is not about being lax with workplace rules; it has more to do with understanding every employee as an individual with different circumstances and needs. If your organization can provide this flexibility, you extend a branch of trust, and your employees should as well. Therefore, if there is trust within your team, your employees will stick around longer. As businesses begin opening back up in the post-pandemic world, you should look at it as an opportunity to start new with flexibility at the forefront; therefore, it’s imperative for companies to not revert back ti their old, strict habits.

Recognition

The companies with the best retention rates are the ones that recognize their employees for their hard work. In fact, according to HR Technologist, 63% of employees recognized in their career are extremely unlikely to seek alternative career opportunities. Simple acts of recognition not only retain talent but strongly motivate employees as well.  You can provide praise through financial compensation, promotions, meaningful verbal acknowledgments, awards, and more. Whatever suits your company’s culture, find a way to incorporate it into how you treat and recognize your talent.

Clear Expectations

Do you know that setting goals and deadlines for your employees motivates them and encourages longevity? Recent research has proven that employees with clear goals have higher performance, but also improved emotional well-being. Thus, setting goals makes people happy, and happy employees are more likely to stay with your organization. Help your employees set manageable goals, and neither party will regret it!

Growth Opportunities

In the same light that clear expectations motivate employees, growth opportunities have the same effect. If an employee has the opportunity to grow within the company, they are more likely to stay. People tend to avoid companies where there is no sight of change, and the work is relatively stagnant. Providing your employees with a meaningful and happy workspace is a foolproof way to increase employee retention. Retaining great talent is extremely crucial because the cost of replacing a single employee can exceed 200% of their annual salary. Great talent creates a good culture. As the job market picks up, so will the need to preserve your talented team.

If your company is facing problems with retaining your staff, reach out to Johnson Service Group today. We can help you source employees that want to make an impact and stay with your team for the long haul.