In this post-pandemic world, employees require a little extra support from their employers as the toll of working behind closed doors pushes them to think about quitting. A growing number of employees feel overwhelmed in this unusual transitional period. The major reason is that the challenges within the workplace aren’t the same.

This return-to-normalcy work environment requires an immediate and positive change. Companies booming in this period have incorporated effective programs that encourage individual growth and improve the workplace environment. In this blog, we share a few research-proven strategies to win back the most valuable employees.

Commitment to diversity & inclusion in the workplace

The world is experiencing increased awareness around social exclusion faced by people from underrepresented communities. This has prompted organizations to institute meaningful diversity and inclusion programs to attract and retain their most valuable talent pool.

As the world stumbles toward post-pandemic recovery, a large proportion of companies agree that diversity and inclusion are imperative to stem the tide of employee turnover rate. Talent managers are conscious of the impact D&I practices bring to the workplace, compelling them to create strategies that promote a culture of belonging among their employees.

Enterprises can incorporate several strategies to eliminate bias in the workplace, including:

• Making pronouns and personal views matter
• Forming an independent focus group to address concerns and evaluate the progress of D&I efforts
• Offering training and educational resources about inclusiveness to managers, thus helping them better understand the needs of underrepresented backgrounds.

Fostering diversity and inclusion in the workplace starts with cultivating an environment that encourages open discussion and understanding.

Before chalking down a holistic strategy, stakeholders need to audit their D&I numbers carefully. And to achieve true diversity & inclusion, talent management teams can leverage the use of AI-driven talent intelligence tools for insights that will help elevate the career path of minorities.

Keeping employees fit —mentally, physically, and financially

The difficulties that ensued from the catastrophic crisis have further extended beyond the walls of hospitals. The pandemic untethered a range of vulnerabilities that employees face regularly. Given the gravity of the situation, enterprises have expanded their wellness offerings and prioritized the well-being of their employees.

A survey highlighted that 69% of American workers said the pandemic was the most stressful time of their entire professional career. Although life is starting to return to pre-pandemic normalcy, talent managers have an uphill task of taking care of employees’ emotional, financial, and physical wellness.

Talent management teams must adopt certain ways to ensure the workforce is thriving and engaging even in the pandemic. Following are a few ways enterprises can implement to promote employee well-being:

• Regularly check in with employees and address their needs.
• Offer innovative compensation models like ESOPs.
• Support physical and mental health through various classes and subscriptions.
• Embrace work-life balance by encouraging employees to take some time off to decompress mentally.

By exhibiting a dedication towards employee well-being, employers can expect unparalleled synergy in their workforce. Well-being at work is critical and not just limited to retaining employees. It also helps in boosting the productivity of everyone involved in the business.

Investment in learning and development programs

Irrespective of their industry or position, the COVID-19 pandemic has disrupted modern workforces’ lives, making them think about gaining new, in-demand skills to prepare for the future of work. A global study reveals that about 700,000 workers quit their jobs owing to skills mismatch.

Employees in these unconventional times expect organizations to offer opportunities that will help them in their professional growth. One of the many ways talent management teams are using to attract talent is through training programs.

Prioritizing the culture of continuous learning can help address skill gaps and build a future-ready workforce. Several corporate giants are experiencing business success post the implementation of upskilling and reskilling programs. All in all, a culture of continuous learning is a win-win situation for both employees and employers.

COVID-19 has separated people from their workplaces, fellow workers, and daily routines. In many ways, this has led to employees quitting at alarming rates, leaving companies to face operational difficulties without a stable workforce. During the pandemic, HR leaders and talent management teams have expanded their use of advanced technologies like AI and ML to nurture their workforce and win the talent war.

Talent intelligence platforms such as Draup mitigate workplace challenges and promote a healthy working environment by helping talent management teams move faster than the workforce trends. This AI-based platform analyses and evaluates organizational talent to deliver essential insights to HR leaders and help make the best management decisions possible.