Returning to the New Normal Workplace

“The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy.” — Dr. Martin Luther King Jr.

Where do we go from here?

A post pandemic map for navigating the road ahead 

Good news!  Health and government officials from across the country are announcing their reopening plans after the devasting impacts of  Covid-19 restrictions and regulations.  

So if all goes well, businesses small and large, which drive our economic and employment prosperity, will return to providing goods and services but will have to do so while navigating known (staff burn out, increased costs) and unknown (new variants, new regulations, new trends) challenges along the way.

Operating a business, as we enter the “we will have to learn to live with it” phase of the pandemic, will require leaders to better understand the terrain so that they are prepared to slow down or speed up when required for curves and bumps on the road, and to take advantage of opportunities that will save time, money, and resources.

Throughout the pandemic, companies providing services to the built environment, had to quickly innovate and adapt to industry specific challenges such as the ongoing shortages of goods, equipment and materials while also keeping  staff safe from the risks of COVID-19 exposure and in good spirits while employers cope with the personal challenges involved with the pandemic.

Let’s review how this reality is impacting and shaping one key area: hiring and retailing staff.

Staffing Shortages and Challenges

The pandemic proved that no business can survive without committed and competent staff. However, it also gave employees the opportunity to reflect on their career choice and make decisions that are more in line with their values, rather than just working to pay bills or do jobs that are unfulfilling.

For example, more employees are choosing to work closer to home to cut down on travel time, travel cost and to increase personal time for family or other interests. Many now prefer working remotely and will seek out employers that will provide this option. Recruitment of skilled and committed staff has always been challenging. However, across numerous sectors it has become an employee’s market — where the demand for great staff is high and supply of interested and available candidates is low.

Nita Chhinzer, University of Guelph Associate Professor of Human Resources, says as economies emerge from lockdowns “two things are becoming clear: employees are holding the cards and employers who don't accept that will lose the game…. only the employers that can adapt to either keep their current workers or offer what new employees want will survive.”

According to a recent survey by Manpower Group Inc., 69% of employers reported difficulty filling roles, which is a 15-year high.

“Continued talent shortages mean many businesses are prioritizing retaining and training workers with the skills they need to succeed,” said Jonas Prising, chief executive officer of ManpowerGroup. He added that the employers are offering training and skills development, flexible work schedules, increased wages, signing bonuses and more vacation time to attract and retain staff.

What should employers consider in an extremely competitive environment to attract and retain good quality staff?

1. CHOICE. Research has shown that people will be more committed to the outcome if they are given choice when participating in decision making. For example, if remote or flexible work schedule is possible and will improve morale, productivity and job satisfaction then why not give the option to employees who prefer to do so. If the job can be done remotely and the results measured to the employer’s satisfaction, then it is a win-win solution. If you don’t allow for this option, where possible, then your competitor will. In some cases, given the choice, many employees will still prefer the option to be in a workplace. What is important to know is that giving employees the ability to choose will result in more loyal, committed and engaged employees. Take the choice away and the employee will likely speak with their feet and find employment elsewhere.
2. COMPENSATION.  Hiring skilled employees is one of the most demanding and challenging jobs to begin with. Employees now have access, through online job posting sites, to critical information such as compensation, working conditions, benefits, etc., across all sectors when deciding to apply for or accept a position. To attract and retain good quality staff, ensure that they are compensated fairly and in line with competitive options. According to the American Psychological Association’s latest work and wellbeing survey, low pay remains the top factor driving workplace stress.
3. CAPACITY. Providing opportunities for employees to develop their capacity along their career path is beneficial for both the employee and the employer. Helping people build their skills and capacity will bring additional resources along with a more confident and productive employee to the workplace. The reality is we must remain focused on identifying those candidates who choose the door and hardware industry as a viable career option rather than a job. Mutual investment of both the employer and the employee can create long term benefit and return. 

Time To Get Back to the New Normal Workplace and Hire For Keeps