The ongoing pandemic has been rife with uncertainty. Prediction #3: Mental wellbeing will continue to be a personal and organizational priority Then, meet with your team to see which perks are sensible for your company based on its culture and budget, and prioritize accordingly. Once you conduct your survey, take a close look at the results to explore how your employees feel about current perks and which perks they’d like to see in the future. Culture Amp offers over 30 science-backed, customizable survey templates you can easily leverage to collect valuable feedback across your workforce. The right survey tool will help you understand your employees’ sentiments about not just benefits, but also inclusion, engagement, and more. That’s why we recommend conducting a Benefits survey. The best way to know what perks your employees want in 2022 is to ask them. It’s reasonable to predict that, in order to keep current talent and attract new talent, companies will adapt their benefits program to reflect what today’s employees prioritize. Furthermore, employees now care more about perks that improve work-life balance, such as wellbeing benefits, caregiving benefits, and flexible working hours. Today, employees are seeking workplaces and benefits that will make their lives easier, not momentarily more fun or convenient. Snazzy perks such as free lunches or onsite barbershops hold limited appeal for employees who work remotely. As of August 2021, 74% of employees in a LinkedIn survey said the time spent at home during the pandemic – either during shut-downs or while working remotely – had caused them to rethink work, and what they want from it. The past two years have placed a heavy burden on employees, with a good number of employees now working in remote or hybrid environments. With all that’s changed throughout the pandemic, what should people leaders expect this year? In this article, we share Culture Amp’s top four predictions for 2022, drawing from recent conversations with HR and industry leaders. This is seen as a way to attract top talent, while also identifying areas of improvement that will help the organization weather this tumultuous time. As a result, many companies experienced a period of extreme turnover in mid-2021, a phenomenon now known as “ The Great Resignation.” To stay competitive in the talent market, organizations have focused additional attention on their values, mission, and vision. With the continuation of – and sometimes permanent switch to – remote and hybrid arrangements, expectations around ways of working have drastically changed. 2021 was a year of reckoning in the workplace for both organizations and their employees.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |