How to win the war for talent amidst the 'Great Resignation'

Many employers have been challenged to retain talent, at times turning to unconventional means, as the “Great Resignation” continues to muddy the employment pool.

Unfortunately, for many, the pandemic has blurred the line between work and personal lives even further, and the work-life balance people seek is hard to find. As a result, employees are quitting in droves, with a record number of job positions in the US now open. So what can employers do to fill them?

Whether it be premium health plans, unlimited PTO or remote work flexibility, companies today are reevaluating their benefits and perks while figuring out how to put their best foot forward to keep employees happy. For example, one recent study found that 87% of workers would prefer to work remotely at least one day a week, while another study showed that 29% of employees are quitting their jobs because they don’t feel they have adequate growth opportunities.

With various motivations for employees to reconsider their value in the workforce, companies will need to forge a better path that puts their employees at the forefront of their business. To take the right step towards getting potential candidates to take notice of your company amongst a sea of job postings, below are three key takeaways to consider.

1. Go beyond culture

While many recognize that having a great culture is ideal and should be prioritized, some don’t realize it should truly be the foundation of your company. You can tout having a fantastic culture on your website and your social channels, but nowadays, it’s harder to get everyone in the same office and experience it firsthand in a remote-first world. To go beyond culture, companies will need to think through ways to make employees feel connected—such as building an inclusive and inspiring team, celebrating team wins, and setting company goals.

2. Provide a work-life balance

As a business, you are only as good as the employees you hire — so it’s crucial to encourage employees to prioritize their health, both physically and mentally. For example, employees in Ireland have been able to reap the benefits of a four-day workweek proven to be a significant success. A shorter workweek in Ireland, along with other companies implementing this, has enabled employees to prioritize their well-being first and embrace passion projects while having the same health benefits as working a 40-hour workweek.

3. Lead with empathy

The pandemic has forced everyone to adapt to new challenges that have never been presented before. For example, working mothers have had to juggle between work, childcare, and virtual schooling in unprecedented numbers. ​​At the height of the pandemic, the share of mothers actively working declined 21.1%, while the share of fathers dropped 14.7% in April 2020 compared to the previous month. With these types of new hurdles, companies must support employees in the best way, with leadership leading by example. Little gestures can also go a long way, whether sending care packages, offering a mental health day, or being understanding and flexible when a personal emergency arises.

With these types of ways, companies can create an environment that fosters a positive working environment from within and be visible to future candidates. Additionally, one last thing to remember is the employees and the workforce consist of everyday people like your mom, dad, friend and even your neighbor. Therefore, to successfully attract the right talent and stand out, we need to think beyond company cultures, provide a realistic work-life balance and lead with empathy.

Lachlan Heussler is chief strategy officer at InDebted.

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