REDEFINE, TRANSFORM, REIMAGINE: MEETING EVOLVING EMPLOYEE DEMANDS

Redefine. Transform. Reimagine. Many companies use these words to define the changing workplace landscape, such as how the pandemic accelerated the adoption of remote work and flexibility in scheduling. What was once considered a competitive advantage, has now become a standard expectation that is driven by changing attitudes, technological advancements, and shifting societal values.

For businesses to remain attractive employers and retain top talent, understanding and adapting to evolving employee demands is crucial. At G&A Partners, we understand what employees value in a work relationship. Therefore, we strive to create an engaging and enjoyable work environment by establishing a culture that responds to these evolving employee demands in key areas.

DESIRE FOR FLEXIBILITY AND REMOTE WORK

The traditional approach to finding a job used to mean centering your life around the parameters of the job’s hours and location. Today’s employees now desire a career that supports their lifestyle, centering more around flexibility in work schedules and, if they work on location, how far they have to commute. For employees, this flexibility allows the necessary balance between their work and personal life.

At G&A, we have not only answered the question, “To commute or not to commute?” by allowing employees to be a part of the discussion, but we have also adopted flexible work policies allowing for both remote and hybrid approaches. Clearly defining expectations for remote work (and providing the necessary resources to do so effectively) ensures that remote and hybrid workers have access to communication and collaboration tools to maintain productivity and engagement. And being keenly aware that everyone’s life and needs are different ensures that the human in human resources is realized.

DEMAND FOR TRANSPARENT AND ETHICAL LEADERSHIP

Trust in leadership is closely tied to transparency and ethical behavior. Employees expect leaders to act with integrity, which includes being open about company practices and decisions. Transparency is demonstrated through a company culture that encourages sharing information and accountability at all levels of leadership.

At G&A, we foster a culture of honesty and accountability by communicating openly about company performance, decisions, and changes. We also lead by example, demonstrating ethical behavior and sound decision-making to set a positive standard for the entire organization.

INVEST IN PROFESSIONAL DEVELOPMENT

I once had a friend who quit her job every 2.5 years in an effort to move up. (She is now an executive at the company she works for.) While she has been successful in her endeavors, it made me wonder, “Why did she feel the need to do that? Are companies properly investing in the professional development of their employees?”

According to studies, the average cost to hire a non-management employee is between $4,000 to $7,000, whereas the average cost to develop an existing employee is between $1,000 to $4,000.

At G&A, we recognize that employees want to grow within their roles and careers. We foster this growth by providing access to workshops, courses, and seminars that align with both individual career goals and organizational needs. Developing clear paths for advancement within the company has improved engagement and retention because our employees see a future for themselves in the organization.

DESIRE FOR INCLUSION AND DIVERSITY

A diverse and inclusive workplace is no longer a trend, it’s a critical expectation. Creating a culturally competent environment helps all employees feel respected, valued, and included regardless of their background.

At G&A we offer training opportunities that not only promote initiatives that foster diversity and inclusion — they also ensure representation across all levels of the organization.

SOLICIT AND ACT ON EMPLOYEE FEEDBACK

At the end of a customer service call, you’re often asked to take a short survey about your interaction with the representative. Normally you are presented with a range of ratings to express your satisfaction level. But how often are these survey results utilized? In my experience, I rarely see a change in my future experiences and interactions with that company.

At G&A we recognize the unique opportunity presented when an employee is engaged enough to respond to a survey about their work experiences. Surveys allow us to gauge employee satisfaction, identify areas for improvement, understand employee needs and preferences, and respond accordingly. Gathering this information results in improvements such as better employee benefits plans, but it also ensures that our organizational goals are aligned with the employee experience.

Improving the employee experience is not a one-time effort, but an ongoing commitment. Retaining and attracting talent involves envisioning and implementing new ways to enhance and transform how work is done, where it is done, and how people interact within the work environment. It means adapting to the evolving needs and expectations of employees while leveraging technology, work-life balance, and inclusivity. And it means that we must continuously evaluate the workplace landscape. Then redefine, transform, and reimagine.