HR Connection blog

For most people, the shift to working from home at the start of the pandemic was abrupt, involuntary, and stressful. As many employees begin to return to the workplace after an extended time (nearly two years, for some) away, it's normal for them to feel some uncertainty about this change. If handled well, however, the return to the workplace can be a positive event.

With the world in so much flux these days, many of us are noticing how difficult it can be to deal with ever-changing plans.

We've all seen that the Coronavirus pandemic is still raging, especially with the emergence of the Omicron variant. Companies nationwide are facing workforce shortages and large   among employees. Recent polls show that 94% of employers are having difficulty hiring and retaining staff, and 53% would classify the situation as severe. These issues will continue to have a significant impact on our economy in 2022.

So...how about that crazy job market?

Employee recognition programs play an important role in top-performing organizations everywhere today, especially in companies renowned for their thriving workplace cultures. But is a recognition program truly worth the investment? Do its benefits outweigh its costs? And if so, is it possible to quantify the return on investment (ROI) if such a program? The answer to these questions is a resounding "yes!"

Paid time off (PTO) is one of the most common and popular benefits employers offer to their employees. But in order to implement this benefit with the least amount of administrative and interpersonal hassles, a business needs a strong PTO policy along with an HR technology to track employees' use of PTO and ensure accuracy of records.

Amid today's uncertainty, one thing remains constant in the realm of talent acquisition: talent leaders continue to emphasize the candidate experience. In fact, in one recent survey employers of all sizes across various industries still ranked candidate experience as the number one area of focus for global talent acquisition teams in 2021.1 This focus makes perfect sense: the world's most successful brands know that it's memorable experiences -- not neat perks or features -- that draw in customers and candidates.

For employers and recruiters still smarting from the trials of 2021’s Great Resignation, the prospect of filling jobs in the New Year might be more than a little anxiety inducing. From overworked teams and unfilled jobs to high turnover and frequent ghosting, employing and retaining talent became a bruising contact sport. It was a competition full of injuries and short on wins. Does 2022 promise more of the same?

Several years ago, I met an early career HR professional who was debating whether to accept a new job offer. In the previous year, she had received a promotion, attained an HR certification, and greatly expanded her professional network. She enjoyed her job, liked her team, had friends at work, and was very satisfied with her pay. She had job autonomy and was able to implement initiatives that were important to her. Both her direct manager and "the powers that be" regularly provided recognition and kudos, and the organization celebrated milestones (such as birthdays, new babies, and business wins). Yet even though she was what many would consider "happy" in her job, she was looking for something more, and therefore began exploring other opportunities.

With nearly eleven million positions currently open in the U.S. job market, companies are struggling to deal with the significant shortage of labor.1 People are more discerning about which jobs to pursue, thanks in part to increases in unemployment benefits in response to the pandemic. (For example, one study found that between March 2020 and July 2020 "a 10 percent increase in unemployment benefits caused a 3.6 percent decline in [job] applications, but did not decrease vacancy creation."2)