How Employers Can Shift from Resignation to Exploration (and Ultimately, Retention)
The Work from Home/Career Progression Conflict
What will 2022 look like as the impact of “The Great Resignation” continues to play out? With the effects of the pandemic lingering and the return to the workplace continuing, employees are leaving their jobs in droves to seek out other opportunities, with one of the most common reasons being a desire for flexibility and more time with family.
More workers than ever are requesting or even requiring remote work. Employees have gotten used to putting in a load of laundry while heating up their lunch, throwing a ball in the backyard with their kids after school, or taking a laptop onto the back deck to work on those sunny 70-degree days. According to Owl Lab's State of Remote Work Report for 2020, half of workers reported that they would not return to jobs that do not offer remote work.
But that's only part of the story….
A seemingly conflicting statistic reported by Business Insider in October 2021 notes that almost half of workers say that remote work has torpedoed their career progression. The Society for Human Resource Management (SHRM) backs this up, saying that 29% of remote workers report they have fewer developmental opportunities while working remotely, while 34% of remote workers say working remotely on a permanent basis would reduce the number of career opportunities available.
People want to work from home, yet they are beginning to realize the negative impact the virtual setting is having on their careers. With such a large percentage of the workforce offsite, the perception is 'out of sight out of mind' resulting in employees lacking opportunities to enhance their individual careers within an organization.
A recent article published by CNBC said that 80% of people who are looking to leave their jobs after the pandemic "are doing so because they’re concerned about their career advancement; meanwhile, 72% say the pandemic caused them to rethink their skill sets."
So how can employers turn this exit mindset into one of engagement instead?
While moving towards a more flexible work environment is proving to help retain employees, employers must also ensure they are meeting the development needs of those who have stayed and are committed to their job. In today's competitive landscape, it is more than just ensuring your employees are engaged when they are remote, it’s about career growth. And to know where to grow, you must grasp where you are.
A good place to begin to gain this understanding is to inventory the current skills of employees. Comparing the skills that a person has today to the skills that are needed for the next step in their career allows employers to identify gaps and make key business decisions that are backed by data-driven insights.
Implementing a Skills Planning initiative is a dynamic strategy designed to better understand what a company is capable of. Beginning with a Skills Inventory to provide a snapshot of the current capabilities of a workforce, this tool compares skill levels across departments and recognizes areas of potential growth.
Related Post: What Are the Business Benefits of Having a Skills Inventory
With a clear picture of employees’ strengths and weaknesses, employers can start to plan initiatives that address areas of potential growth such as tailored training programs, access to external resources, or challenging projects. Whatever plan pursued will be backed by real data and will ultimately have a higher chance of contributing to true career progression. Creating environments that promote internal exploration and insights into action promotes employee engagement, morale, and ultimately, retention.
The numbers are clear and remote employees want and need just as much opportunity for growth as every other employee. Focusing on career progression is a two-way street. With the utilization of workforce tools such as a Skills Inventory, employers can recognize retention of top talent development that is driven by employee needs. In return, companies receive higher performance from their workforce, retain top talent, and recognize a bigger return on investment.
Do you agree that employers can maximize their workforce through skills assessment, access to ongoing career opportunities, and investing in personal growth? Comment below and like/share our article. We would love to hear from you!
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