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Companies bet employees’ salaries will help them in “Great Reshuffle”

Paul Bradbury | OJO photos | Getty photos

Millions of Americans are quitting their jobs and rethinking what they want when it comes to work and work-life balance. Companies are responding, meeting the needs of their employees in areas such as teleworking, flexible working hours, four-day working weeks, wage issues and more. This story is part of a series that looks at the “Big Shuffle” and the change in workplace culture that is taking place now.

The “Great Resignation” – also known as the “Great Shuffle” – shows no signs of slowing down.

The mass exodus Employees, which includes nearly 48 million who walked away last year, has led some employers to reconsider how they retain and attract employees.

The result has been greater flexibility and teleworking as well as higher wages. Some companies have set up four-day work weeks while others have switched to teleworking or hybrid work schedules.

In fact, 63% of jobseekers cite work-life balance as one of the top priorities when choosing a new job, according to LinkedIn. 2022 Global Talent Trends report. In comparison, 60% said benefits and benefits.

Here’s how some companies have come up with policies that they say will help them in the war for talent.

Four days working week

Work anywhere

Sevdha Thompson, a digital marketing maker for Coalition Technologies, spent several weeks working in Costa Rica last year.

Courtesy of Sevdha Thompson

Coalition Technologies, a digital marketing and web design company based in Culver City, California, can work remotely anywhere in the world.

For Sevdha Thompson, the company’s digital marketing maker, this means she can spend time in Jamaica with her family, visit the rainforests of Costa Rica and travel the United States to meet friends – all while working.

“I love to travel,” said Thompson, 30.

“Having the flexibility to spend time with people who are very important to me, in different parts of the world, is very important.

While some employees have used the policy for travel, others simply work where they live. Today, more than 250 Coalition Technologies employees are deployed worldwide – from the United States, Canada and Mexico to India, Germany and South Africa.

“Surprise and joy”

LinkedIn employees are told to “surprise and delight” moments through the technology company’s LiftUp program.

LinkedIn

Even something as simple as increasing a paid vacation or workday without meetings can increase employee well-being, according to LinkedIn.

When its employees faced burnout and fatigue during a pandemic, the tech giant responded with an initiative called LiftUp. This is a resource center and a series of fun events, but above all it also gives the time in the form of well-being holidays and non-meeting days.

“The surprise and the joy was really meant to put the spark back in everyone, lift their heads higher and create fun along the way,” said Nina McQueen, vice president of benefits and work experience at LinkedIn, in the company’s announcement. 2022 Global Talent Trends report.

The program does not disappear when the pandemic ends.

″[Employees] need support, they need to know that the organization values ​​them, “said Jennifer Shappley, LinkedIn’s International Talent Manager.

Paid vacation

Rest days are not common workplace benefits. Prior to the Covid epidemic, only 5% of institutions offered paid rest, while 11% offered unpaid, human resource management companies. Profit Report 2019 Found.

The technology company Automattic is one of 5%. For every five years worked, employees receive a salary three-month rest period.

“It gives people a really good reset point to re-evaluate their role or career or whatever they want to do again,” said CEO Matt Mullenweg.

I stepped away completely disconnected, came back, refreshed, was excited again for my job.

Lori McLeese

International Head of Automattic Human Resources

It can also benefit those at work, as people take on new responsibilities to support the employee on rest leave.

Lori McLeese, International Head of Automattic’s Human Resources, took her first holiday in 2016 to travel to Europe. This was the best thing she could have done, she said.

“It helped reset my brain,” McLeese said. “I stepped away completely disconnected, came back, was refreshed, was excited for my job again.

Negotiating benefits

Harriet Talbot quit her full-time job at Unilever to take part in the U-Work program in London.

Courtesy: Harriet Talbot

at Unilever U-Work program gives contractors the freedom and flexibility they desire, as well as job security and benefits.

Employees commit to work a minimum of weeks a year, receive small monthly real estate and get paid for projects. Benefits include pensions, health insurance and sick pay.

It fit perfectly with 30-year-old Harriet Talbot. She quit her full-time job at the International Consumer Products Agency’s London office in 2021 and has since worked for the company for two contracts, as well as a side concert at a local bike shop. She is now between projects, cycling around Europe to Australia.

“It’s such a relief and really progressive I think I can come back and join the Unilever community when I come back,” she said.

U-Work is currently being tested in several other international locations, although it has not reached the United States… yet.

Nice work around life

Allison Greenwald, chief executive of The Alley Group, spent five weeks in Alaska working on a flexible schedule.

Courtesy: Allison Greenwald

Companies bet employees’ salaries will help them in “Great Reshuffle”

Source link Companies bet employees’ salaries will help them in “Great Reshuffle”

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