Articles

While listening to the Recruiting Future podcast on a recent holiday, it got me thinking about just how important strategic workforce planning has become.

The events of the last two and a half years have had a monumental impact on all our lives, but as we return to some normality, one of the legacies of the pandemic has been the enduring impact on how we work.

How do we get more people living in smaller or rural communities, spending less time and money commuting, and protect the environment all at the same time?

If asked, most organisations will assert that they listen to their employees. They may even point you towards a suggestions box, or an annual employee survey that they use. However, what do we really mean by ‘listening’?

Is your organisation preparing now for the inevitable arrival of Gender Pay Gap reporting?

If employee engagement and retaining people is a priority for your business, embarking on a review of your employee policies and handbook is a great place to start – to enhance the overall employee experience.

I often wonder why we make the topic of the employee value proposition so complex, especially now during a period being called ‘The Great Resignation’. Organisations are fighting to keep their top talent, recruit new employees in a very competitive talent landscape, and work on their employer brand, all the while without speaking to their people. Employee expectations, both current and future, shouldn’t be a mystery – we must simply ask people what they need and want.

With restrictions lifting and things returning to, dare I say, ‘normality’, it’s inevitable that a return to the office will be on the horizon for most of us, if it hasn’t happened already. With this return to the office comes tremendous change and uncertainty.