The pandemic has radically changed the workforce and there’s no going back, especially with the remote working setup becoming more commonplace. In fact, although new jobs were created, the unemployment rate is still at 5.4% in July of this year.
The Great Resignation was prompted by employees seeking greater flexibility and benefits from their current workplaces. Although there are a lot of potential job seekers now, there is a huge mismatch for companies looking to fill positions due to skill level expectations and requirements.
As such, many organizations are gearing up to provide a better work experience for their current employees in order to keep them.
How to combat The Great Resignation?
There’s a reason why this mass resignation happened in the first place this year–employees feel more disconnected than ever from their workplaces. According to Statista, about 56% of the global workforce felt disengaged with their work last year after the move toward remote working. Now, this doesn’t mean businesses should insist on working in the office. That would only detract potential employees from applying.
Instead, engagement can be in the form of initiatives that drive a common goal for everyone. Learning and development projects and team-building activities are especially useful for this cause.
Since we are all facing difficult times not only in terms of health but regarding financial aspects as well, leaders should task themselves to be promoters of well-being and balanced work life.
In addition, listening to what your employees are saying can help prevent mass resignations. Who knows, maybe their needs might be an easy workaround and you don’t have to waste time and resources in re-training new personnel since your current ones won’t be leaving.
Some high-demand work perks include:
- L&D initiatives
- Flexible work schedule
- Bigger compensation and benefits
- Positive work culture
Leaders who need more information can read this article.
A company’s workforce is its most valuable resource. As such, empowering employees has substantially led to great results not only for the company, but also for these employees.
People in the education industry know the role of transformative lifelong learning and skill development in empowering people. However, not all companies know this, especially those who are struggling to balance other commitments or aspects of the business. That’s why you need to harness the power of evocative copy and digital advertising in order to send this message across.
Training employees benefits the business in the long run since they get to apply their newfound skills and knowledge to their work.
How to tap potential customers in this Great Resignation?
1. Go back to one of the most well-known marketing maxims: Highlight the benefits, not the features. Whenever creating copies for your display ads, for example, assume the shoes of the learners and the companies. What concrete goal would they want to get out of an online course? Center your messaging around that.
2. Make sure to employ digital advertising strategies that suit your needs as a company. If you’re reaching out to a wide audience as possible and people who are currently satisfied with their work situation, it’ll be much harder to show the benefits of your program or course.
3. On the flip side, consider the needs and goals of job hunters who recently quit their jobs in hopes of finding a better one. These individuals are seeking to beef up their resumes so make sure your website and other ad collaterals showcase the achievements of your previous learners.
There’s a lot to be said about the current changing dynamics of the workplace but one thing’s for sure: the ones that adapt to these changes are those that will thrive.