With a smooth return to 'normal' after Labor Day no longer looking feasible, how organizations navigate recalling millions of workers could have a costly impact on retention at a time when job openings and quit rates are both at record highs.
has been linked to uneven caregiving responsibilities at home as schools and daycares sporadically shuttered throughout the course of the pandemic.Shanikia Johnson helps Magjor Jones clean up a puzzle at Little Flowers Early Childhood and Development Center in the Sandtown-Winchester neighborhood of Baltimore, Md. on Jan. 12, 2021.
"I don't think anyone would argue that we can replace face-to-face interactions wholly with being online, I'm certainly Zoomed-out," she added."There's always going to be a place for that face-to-face dynamic, whether it looks the same as it did pre-pandemic is a different question. Do we necessarily need everybody to be in the office, every single day, for eight to ten hours a day? Probably not.
"Employers who aren't listening are in some ways just being naive in thinking that their employees won't move," Abraham said."In this current environment, for many people, the pandemic looms large and it really is a concerning factor where going back to the office might mean that that person is willing to forego their position, even if they're getting the benefits and the pay and enjoying the work and liking their co-workers.
"With all of the dialogue around women exiting at an even higher rate than men during this time, really thinking about if we want to counter that force in any way, organizations need to think carefully about how this solution will also have this additional benefit of really retaining their top female talent," she said.
If organizational leaders are more attuned to the needs of their employees, and supportive of their career growth, this can help build a resilient workforce within an organization despite a myriad of external factors that leaders cannot control.
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