Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
A new report from Glassdoor indicates that companies should be prepared to face the repercussions of the ongoing labor shortage in 2022.
According to the report, the workforce shortage was the defining feature of 2021’s job market.
While consumer demands skyrocketed, companies struggled to keep up with the pressure to deliver, especially as the competition for talent grew and professionals became more willing to leave their positions.
“We are now in the expansion phase of the recovery where employers should expect a slow grind of trying to pull workers from the sidelines back into the labor force rather than snatching up available laid-off workers,” the report stated.
The three factors that made hiring difficult this past year will linger into the new year, including the pandemic itself, decreased availability of working parents and retirees, and fast-paced customer demand recovery.
In order to lure employees back into the workplace, employers need to revamp their benefits. This means offering incentives, such as guaranteed wage increases and bonuses, as well as access to resources that make the workplace comfortable and secure.
Looking towards 2022, companies should also expect remote working to continue playing a significant role in the global workforce. Because of the massive expansion of remote working opportunities, the competition for talent is stronger than ever.
This could indicate the need for changes to large employers’ current work policies.
For instance, Google is one of a few companies that introduced a pay-adjustment calculator for new remote workers, meaning if they choose to live in a more affordable city, they could see a pay decrease.
However, the response to this has been unsatisfactory to say the least. So as the talent shortage seeps into the new year, companies could find themselves having to adjust their post-pandemic policies.
