A fulfilled and thriving workforce is a goal for all progressive businesses, says Johan Botes, partner and head of the Employment & Compensation Practice, Baker McKenzie Johannesburg, who says that post-pandemic, employers across the world are grappling with optimal staffing solutions for recovering businesses.
This has been evident to many frustrated travellers at airports around the world, waiting in queues because staffing levels have not been adequately restored to match increased demand.
However, a large number of employees are less than keen to face the daily commute and canteen food after two years of the great flexibility remote working offers to them, with many resisting the urge to give up their work from home status. The pandemic doubled down on this focus on corporate citizenship, and businesses have had to ensure they identify sustainability risks and opportunities in every part of their business strategy, including in workforce planning.
Business indicators such as staff turnover and employee engagement are now the critical markers of organizational effectiveness. Employee engagement surveys, individual feedback sessions, career planning, performance management, employee goal and expectation setting, anonymized feedback channels and exit interviews are useful tools in the arsenal of the modern people practitioner and line manager.
A successful post-pandemic business will also create opportunities for feedback and information from staff and stakeholders outside – or in addition to – the traditional upward communication channels. They will also find workplace-appropriate mechanisms to regularly test the employee relations climate, being nimble to adjust employee relations strategies to tailor to the fast-changing views of society as reflected in the workplace.
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