Many employers are offering flexible work schedules to attract and retain talent; job seekers are demanding even more. Here’s how both groups can work to find a happy medium.
It’s a fact: More than 48 million U.S. workers quit their jobs last year, with millions more considering a switch this year, according to recent research from PwC. One primary driver: Many who took part in The Great Resignation are in search of jobs with more workplace flexibility, such as the ability to work 100% remotely or on a hybrid schedule.
“The pandemic dramatically shifted work patterns and working remote or a hybrid schedule has become a way of life for most people over the past two years,” says Maureen Wilner, CEO of The Wilner Group, a professional staffing firm that prides itself on offering personalized service and customized solutions for clients across all industries. “Now, in-demand workers are in the driver’s seat. They know they have their pick of employers that will allow flexibility, working on a hybrid or fully remote schedule, without facing a cut in pay.”
“The good news, according to Wilner, is that many forward-thinking employers are already using flexible work options as a tool to attract and retain top talent.”
Maureen Wilner, The Wilner Group
A recent Wilner Group survey of its employer clients revealed that a majority offered a hybrid schedule, where employees come in to work two or three days a week and work remotely on the other days. The Wilner Group survey mirrors the results of a recent survey of U.S. workers by McKinsey & Company, which revealed that 58% (the equivalent of 92 million people) of job holders in the U.S. have the ability to work remotely at least part of the time.
The not-so-good news: “There appears to be a disconnect between how much flexibility many employers are willing to offer and what some employees demand,” says Kim Proeto, director of client success and recruitment for The Wilner Group. Can employers and employees find a middle ground? Wilner and Proeto believe so. Here is their expert advice for both employers and job seekers to navigate the changing work environment.
Strategies for employers:
Flexibility is key. “In industries where remote work is possible, companies that don’t offer at least some kind of flexibility are in for a rude awakening,” warns Proeto. Indeed, on-site industries are already experiencing significantly more challenges with job candidates post-pandemic, according to McLean & Company’s 2022 HR Trends report: Half report an overall decrease in applications, while significant percentages are seeing increases in rejected offers and candidate ghosting. In industries where remote working is possible, Wilner says some employers still have the mindset that they will soon revert back to “business as usual,” with 100% of employees on site. She cautions her clients against adopting that mentality. “We encourage our employer clients to be agile enough to adapt to the changing needs and desires of the job market,” she says, “Otherwise, they may miss out on the most promising candidates.”
I don’t want to leave the house at 7:30 in the morning and get home at 7:30 at night. The day is so much more productive when working remotely and taking care of my own health and wellness and not being stressed out 24/7.
A Wilner client CFO
Rethink the in-person experience. Many employers have strong views as to why workers should come into the office at least on a hybrid basis. In its latest CEO Confidence Index report, Vistage reported that a majority of top business leaders say collaboration, work culture and communication have all been impacted by remote work. While employers have valid reasons to bring workers back in the office, they need to make sure that employees, too, have compelling reasons to return. The Wilner Group advises its employer clients to re-think the in-person experience for employees. “Don’t just have employees come back and sit in a cube, when they could be doing the same thing at home,” Wilner says. “Leverage the fact that you’re in person by doing collaborative activities like training, which is best accomplished on-site.”
Proeto has worked with a many clients whose HR departments are getting creative to provide a better experience for employees. One firm regularly brings in outside speakers for brown bag-style lunches on topics like improving mental health. Another offers wellness activities, like yoga, on-site and brings in free meals for employees who had grown accustomed to making their lunches at home.
“You want people to be excited to come in to work and interact in-person with their peers,” Wilner says. “People crave personal connections, so make sure you are creating an environment that fosters that.”
Money talks. Companies that aren’t able, or willing, to offer flexible work arrangements will need to look for other ways to compete for star recruits. While flexibility is among the top motivators for finding a new job, “greater pay” and “better career opportunities” are highest on the list, according to the McKinsey & Company study. How much more companies need to offer in compensation to lure workers to an in-person role depends on a variety of factors, but a recent study by the Society for Human Resources Management provides a few guidelines that depend on an employee’s commute length. According to the study, compensation must be 20% higher for an on-site job for people with a 30-minute commute to be as attractive as a remote job, the study suggests. Additionally, an employee’s salary must be at least 10% higher for a hybrid job (about half remote days and half on-site days) for people with a 30-minute commute to be as attractive as a remote job. The bottom line: “Those employers who offer the least flexibility need to be the most attractive with compensation and benefits,” Wilner advises.
Communication is crucial. The Wilner Group works with its clients to ensure job seekers are aware of the company’s policy on hybrid and remote work. Unfortunately, some companies’ policies are ever-changing as executives adapt to the new working environment. Wilner has seen cases where a company advertises a position as remote, only to re-veal to new hires later that the company is planning on having employees return to a 100%
in-person model over time. “Some firms are promoting themselves as flexible but really aren’t,” she says. Her advice is for HR departments to keep their policies on flex work up to date and communicate them clearly to job seekers. “It’s import-ant to be as upfront as possible,” she says.
Many forward-thinking employers are already using flexible work options as a tool to attract and retain top talent.
Maureen Wilner, The Wilner Group
Strategies for job seekers: Be transparent. In terms of transparency, job seekers, too, need to communicate clearly about their expectations for flexibility. Proeto has heard of situations where job seekers apply for positions in other areas of the country that are advertised as in-person or hybrid with no intention of relocating. “I think the hope is that they might convince the employers to change the role to fully remote,” Proeto says. But that strategy could waste both participants’ time, she warns. A better tactic is to be more frank about what their flexibility needs are, she advises. “Be upfront and ask if there is any wiggle room in the policy,” she says. If there isn’t, and you’re not able to be flexible yourself, move on to an employer that’s a better fit.”
Keep an open mind. Younger workers — millennials and members of Gen Z — are so keen on seeking remote work that nearly half say they would give up more of their future earnings for the option to work remotely, according to the PwC
Workforce Pulse survey. But job seekers, especially in those age groups, who are steadfast in finding a job that’s 100% remote may be short-sighted, Wilner warns. “There are still many benefits from in-person work, especially if you’re building your career,” she says, including learning how to collaborate with a team, cultivating leadership skills and getting facetime with key leaders within a company. “There are some skills and experiences you simply can’t get by looking at a screen all day,” she says. Her advice: “If you want to accelerate your career, it’s important to interact with people in person, at least some of the time. There is just no duplicating that in a remote setting.”
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