Many industries faced unprecedented challenges during the COVID-19 pandemic, and as we move forward from this period, talent development, retention, and employee engagement must remain key. The pandemic required changes in the size of workforces and led to high uncertainty, all while challenging organizations to do more with less. The hyper-competitive job market meant companies had to work diligently and innovate, motivate, and engage existing employees – while also attracting and retaining top talent.
Another talent challenge around engagement is effectively managing the aging workforce, particularly in the US, where the average age of workers is currently in the early 40s according to the Bureau of Labor Statistics. Leaders must prioritize future-readiness by retaining the knowledge of more experienced employees while preparing for their eventual retirement and leading five generations simultaneously in the global workforce.
While these challenges are significant, they also present opportunities. For instance, reimagining retention challenges provides an opportunity to strengthen employee engagement initiatives. Implementing activities such as regular happy hours, leadership workshops, and feedback mechanisms such as surveys and check-in chats help build an emotional tie to the organization, leading to a more connected and motivated workforce.
Additionally, you can embrace the opportunity to focus on attracting younger talent by launching an internship program and increasing company presence on college campuses through job fairs and workshops. Leveraging social media platforms like TikTok and Instagram helps companies connect with the younger generation and showcase it as an exciting workplace. Being present in these places demonstrates the long-term career paths available within your organization.
Providing transparent communication about compensation, benefits, and total rewards, ensuring employees understand what your organization offers and why, helps you remain competitive for the long term. Additionally, focusing on developing your leaders by enhancing their skills to better manage their teams reduces employee turnover. These efforts have the potential to significantly improve retention and foster a more engaged workforce over a longer, more sustainable period of time.
There are several key priorities when it comes to people and talent:
A major organizational priority should be to continuously enhance the employee experience. This includes focusing on diversity, equity, and inclusion (DEI), providing robust learning and development opportunities, and ensuring employees feel valued and part of a larger community. It's evident that a happy and engaged workforce is crucial for long-term success.
One way to do this is by organizing panel discussions with various generations in the workforce to facilitate the sharing of different perspectives. Oftentimes, younger employees don't vocalize their dissatisfaction – they simply leave for another job. To prevent this, encourage managers to ask more questions and look out for signs of dissatisfaction to help them understand and address these issues proactively. These efforts aim to educate everyone about generational differences and adapt approaches to meet a range of needs.
The integration of AI into business processes is another significant priority to improving employee engagement. From AI-based planning tools to productivity drivers, ensure AI is being used for positive impact rather than replacing jobs. That includes piloting AI tools to streamline tasks, like drafting job descriptions more efficiently. The goal is to use AI to eliminate mundane tasks, allowing employees to focus on more strategic and fulfilling work. Explaining how AI fits into business models and demonstrating its benefits on a small scale shows that it's a tool for enhancing productivity. Clear and consistent communication is key to this process. This includes being committed to doing this responsibly and ensuring that employees' roles are enhanced rather than replaced by technology.
To ensure workforces are sustainable for the long-term, it's important to focus on skills development and overall wellness. Employee resource groups (ERGs) can help with lunch and learns, as well as candid workforce conversations that encourage skills exchange and ongoing development. Prioritizing employees' well-being, both mentally and physically, fosters a culture of care and resilience.
Agility is paramount today, which is why it’s important to encourage organizational leaders and employees to embrace change and uncertainty. In today's business environment, there isn't always a definitive roadmap; leaders need to experiment and understand that not every initiative will succeed – and that's perfectly okay. Instead, focus on fostering a culture of innovation, where trying new things and learning from failures is part of the business’s DNA and how it operates. HR plays a crucial role in this by facilitating training, coaching, and providing the necessary support for teams to thrive in an unpredictable world.
As we look to the future, remain committed to your company’s core values and toward building a workplace where every employee feels they belong and can thrive. The journey is not without its challenges, but the opportunities ahead are exciting.
Ultimately, by investing in your people, you're investing in your company's future.