As 2021 drew to a close, I wrote about the importance of learning lessons and continuing to adapt during this transitional period. While we don’t know what the pandemic has in store as it enters its third year, 2022 has the potential to be very exciting, with organisations already champing at the bit to take advantage of opportunities that will accelerate recovery and growth.
One of the most fundamental changes will be a shift in the work environment as employers seek to build a space that accommodates employee needs and helps to attract talent. With flexible working here to stay, office refits are already underway to establish break-out spaces and areas for collaboration – something employees can miss out on when working remotely. The result is a setup that suits individual working styles, which is a significant advancement for the modern-day workplace.
The amount of time we talk about mental health in business is exponentially greater than ever before. Employers are taking better care of their people and investing time to discover why they stay with an organisation and the factors that drive them to leave. Such action will continue to shape employer brands in 2022. At Omni, we have a rule that we ensure a candidate can quickly see why they should work for us. It’s something we’ve passed on to our clients, steering them away from emphasising size and success to instead focus on areas that are important to candidates and employees.
Crucial aspects of an employer brand include a commitment to life-long learning, providing flexible working options, and taking action on EDI and ESG policies. The latter is particularly important as today’s candidates want to be part of something better and actively seek organisations that align with their needs and values. Having a careers website that puts this messaging front and centre is essential for any organisation looking to secure and retain the right people going forward.
Fundamentally, leaders have to buy into their employer brand and demonstrate action. People are savvier than ever and can identify when an organisation is paying lip service. Employer brands must be brought to life, with examples and case studies provided and objectives met. This is particularly important for EDI and ESG strategies, which should be championed and embraced by everyone, rather than treated as just a legal requirement. Of course, given that it’s not easy to determine ROI on such activities, leaders are required to have faith and trust that results will be delivered.
I firmly believe the good employers will win in the end and not the ones who simply pay the highest. Those who invest in the wellbeing of their people and adapt to evolving needs will shine this year. It’s about getting the basics right, which boils down to one simple question that can be applied to all areas of an organisation: Are we doing the right thing? If we can all nail that, we will return to growth and achieve our goals and aspirations.
The pandemic has undoubtedly redefined the meaning of career contentment and happiness. We should use this opportunity to listen to our people and take better care of them. The result will be a happier workforce, and perhaps we can edge closer to achieving genuine work-life balance for all. I’m full of optimism about the future of work. If we listen, learn lessons and reset the dial, our vehicles will go even faster.
If you would like to work with us here at Omni then please get in touch.
