Everyone agrees that the pandemic has transformed the world of work and that workforce challenges are multiplying. However, taking a step back, it is true to note that a movement to change the workforce began years ago, the desire for a quality of life at work.

People are looking for well-being and balance daily. They want value-added activities, flexible hours, a pleasant working atmosphere, the opportunity to grow and more. The available workforce is evolving and transforming. These changes are external to organizations and require adaptations.  Have companies adapted to this new reality? Keeping up with the evolution of customers, the market, the workforce, the technology, etc., is a challenge that few companies take up brilliantly. Managing movement, adapting quickly, requires fluidity in operations, control of its evolution, a culture of change, managers with transition management skills and fulfilled employees.

Although workforce issues were already present for many companies, with the pandemic, the attraction, engagement, and management of personnel have become more complex. Here are some ideas, following various interventions in companies, to help find solutions to the hiring and retention of employees.

Turnover rate – to minimize departures

  • Be consistent with one’s values in decisions and actions to avoid creating chaos and having a deficient political system take hold. For example, if one of the values is collaboration, having a bonus on individual performance is not aligned with that value. I let you imagine how this decision will create several problems,
  • Be attentive to individual needs to meet the needs of the company and have policies and programs to reinforce expected behaviors to create engagement.

Labor scarcity – to minimize hiring

  • Use the genius of each of its employees to maximize their potential, have an optimal use of human resources. For example, some supermarkets have integrated self-service cash registers and the employment of cashier has evolved into a role of managing problems,
  • Consider the 3 parts of the mind: affective-cognitive-conative
  • Optimize your operations to create fluidity. Less is more.

Quality of candidates – to attract the right employees

  • Have a job offer that stands out by illustrating its values and color,
  • Favor a scenario interview on attitude, behaviors and skills.

Management skills – to manage movement and adapt quickly to changes

  • Develop change management skills to facilitate the evolution of your business in this increasingly demanding and changing market,
  • Have effective and transparent management to mobilize by focusing efforts on the right things.

In conclusion, we could say that for workforce challenges are evolutionary challenges. To meet them, changes in attitudes and ways of doing things are inevitable. To compensate for the scarcity of manpower and employee turnover, it is necessary to be consistent in its actions, attentive to the needs of its staff and optimize their potential.  To achieve this, learning to develop your change management skills, to succeed in any transformation, will allow you to focus on the primary needs of the company to create fluidity in operations.

Image from geralt