The Newest Talent Magnet
Hard-hitting Employee Care And Job  Retention Policy

How is the labor market changing?

The negative impact of family caregiving needs on our employment system is growing. Businesses typically see caregiving as a personal or private matter. It is also a work and workforce threat, especially in a shrinking labor market.

The current focus on off the job or family solutions missed support for employees to be caring companions for their loved ones and maintain their current jobs.

It’s becoming more difficult to attract, retain, and develop good employees. There are plenty of reasons for this — increase in unemployment, demanding higher salaries by skilled employees. Also, more choice about roles, a growing gig economy, and better technology.

labour market

This is resulting in a talent drain, with increasing competition between employers. LinkedIn’s Global Recruiting Trends analysis showed that six in ten companies are investing in their employer brand, while the US Bureau of Labor Statistics says that the average employment length for Millennials is just over two and a half years.

Consider the following too:

• Over the last ten years, the number of people working from home has increased by 20%.
• Almost nine in ten highly-engaged and motivated employees need control over their workplace (anytime, anywhere).
• Almost six in ten companies are heavily investing in mobility and app solutions for location independence.

There’s a strong drive towards more freedom for employees, and this is increasingly critical for those with caregiving responsibilities. As the number of employees who need to provide care grows, your organization must give them the tools and support they need.

Workforce management plans need a new focus and to leaders need to revisit the policy. As the number of care challenged employees rise from about one-quarter of the workforce to possibly 50%. Does it make sense to solely offer benefits that take employees away from their work?

It is important to offer leaves of absence and possible job status changes, but in the current working environment,  the work needs to get done, employees need job continuity and families need care.

Which straw breaks the back of who? Can a team that is frequently disrupted with their team member’s unplanned caregiving needs be highly productive and retain great morale? These are Important points for reflection of business leadership, especially   Chief Human Resources Officers.

How will location independence and employee caregiving support help me attract and retain talent?

Because of competition and a shrinking talent pool, potential employees are expecting and demanding more. Because candidates at all levels may have caregiving needs, the fact that you can provide support and independence to employee caregivers is a massive win for your employer brand.

Employees are more likely to stay with a business that understands their needs. Both will advocate for your business and work harder if they feel appreciated. Demonstrating caregiving support to employees, no matter what their level, boosts your image and will help you attract the talent your business needs to thrive.

What can employers do to attract the right talent, and offer support and job success tools the total workforce needs?

There are plenty of actions you can take to position your workforce correctly. Overall, you need robust and collaborative leadership, an understanding of employee needs, partnership with the right organizations, and investment in technology.

Areas that can have a significant impact as follows:

• A company analysis about the extent of the external drivers which are changing the way we work and live.
• Build an on-demand, direct to employee digital platform offering easy access to group working and care resources.
• Mirror digital marketplace models to create digital equality between work-life and caregiving across the total workforce; use of new media, online training, Blogs, and customised support groups and more.
• Technology investments in applications that link innovations with mobile health, the connected home, digital devices, and the mobile enterprise into one new, work-life and caring ecosystem.
• Flexible working and location arrangements for caregiver employees and other staff.
• Reward and recognize educated, supportive, managers and team members who can assist employee – caregivers with access to resources. The options to remain focused on their work results and meet care commitments

Also Read: Employee Need Caregiving Solutions