What are employee expectations in a post-pandemic world?

In a Post-Pandemic World, employers must remain committed to enhancing the employee experience.

Companies across all sectors - regardless of their size or structure - have had to rapidly adjust their internal practices and work arrangements. Now, remote work and hybrid ways of working have become ubiquitous, forcing organizations to reinvent their communication and collaboration processes while adapting their management strategy. Additionally, experiments such as the four-day work week, flex office, and nomadic workers have surfaced as new trends.

The percentage of employees who work in-office full-time is increasing (40% in the US), and many employers still say they would prefer to see their employees in the office full time. However, 50% of professionals in the US say they would look for a new job if their company required them to return to the office full time. 

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Employers should pay close attention to the top three factors that cause job seekers to leave jobs - salary, benefits, and a feeling of overwhelm or lack of support. It's not surprising that salary takes the top spot given the current climate of rising living costs. 
The next two criteria highlight the value placed on work perks and keeping employees engaged with the company. In general, both leaders and workers agree on the importance of company culture in setting themselves apart in the job market.
 

Recruiting and retaining talent has never been more difficult, with retention rates dropping in many companies. The balance of power has shifted between employees and their employers...but the underlying trend was already there: the arrival of new, more transient and demanding generations, and a social contract that's no longer just about "a paycheck in exchange for work.-

Arnaud Weiss, Chief of Staff and LumApps & Adjunct Professor at Sciences Po in France

A Focus on New Employee Expectations

Employers must focus on candidate motivations (Internal Culture and Flexibility) in order to attract and retain the best employees. 
 
The first priority is to strengthen and/or highlight the internal culture, which includes ethics, values, as well as actions, and work methods. According to Robert Half, 35% of job candidates surveyed are willing to reject a job offer if the company culture doesn't align with their values. 

The second priority that company leaders should focus on is hybrid work and flexibility, which are crucial factors for attracting and retaining employees. Lack of flexibility is cited as one of the reasons for declining a job offer. These two dimensions are closely related, as employers must revamp their company culture and rethink communication and collaboration methods to implement these new work models.

The quality of the employee experience is heavily influenced by workplace well-being and engagement. A study conducted by LumApps and CMSWire revealed that b Additionally, effective communication, transparency, autonomy, and trust are top priorities for most job seekers when evaluating potential employers.

Hybrid work: A "must-have" for 18-24 year olds

Attracting and retaining employees is a priority across all generations, but resistance to returning to the office is every stronger among younger employees. More than 70% of 18-24-year-olds said they would consider quitting if they were required to return to the office full time. While younger employees also value compensation, they prioritize flexibility in scheduling and a better work-life balance. Companies should explore these factors to retain their talent and consider the unique needs of different employee categories, such as age or job function.

This is just scratching the surface of new demands in management. For all the insights,  download our Future of Management whitepaper. 
 

The Future of Management: Prioritizing the Employee Experience 

Reflecting on the impacts of the pandemic on today's workforce, this white paper explains the most critical trends in management and how you can improve processes in your company. 

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