I have been inundated over the last few weeks with surveys, analyses, press releases and general conversation focused on the concept of “employee experience.” Everyone seems to be saying a form of the same things.
The pandemic has changed the workplace forever:
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Remote work is here to stay.
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Building and maintaining relationships is a challenge.
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The work force, particularly young professionals (of which I am not), is under tremendous pressure.
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Employee loyalty was at a low point prior to the pandemic – and it’s getting worse.
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The right package of compensation and benefits needs to include not just the historically common components but also those focused on employee wellbeing.
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“Wellbeing” is defined broadly. Not only does it embrace traditional health-related benefits but can also mean professional development.
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Employees want to be valued, heard, respected – and they insist that their employers support their professional development.
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Helping current employees adjust to the unexpected changes requires direct and real action.
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Recruiting and retaining employees and avoiding the cost of turnover means that employers will need to differentiate themselves from others.
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Professional development is an important differentiator – helping employees become the best they can be in addition to the technical skills a job requires.
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Recognizing that support is not a point in time but an ongoing process.
