We’re entering a very uncertain post-pandemic work environment, so it’s worth taking stock of your employees’ resilience and whether your company culture is helping them cope. Given the trauma and disruption many of us have experienced during the last 15 months, the employees that joined you during the pandemic—the so-called “Covid cohort”—is one group you want to closely listen to. Here at Perceptyx we conducted a research study on pre- and post-Covid hiring and onboarding experiences. We discovered some unsettling news about this cohort. They exhibit all the signs of employees that are already looking for their next job somewhere else.
Those who onboarded during the pandemic were five percentage points less likely to feel part of the team than those employees who joined before the pandemic. We saw similar findings across a number of different measures, including how effective managers were at keeping employees connected. More devastating for HR managers who like to see employee loyalty as high as possible, 10 percent fewer employees who onboarded during the pandemic compared to the prior cohort said their companies were a good place to work and they were proud to work there.
As you might expect, measures of well-being for this group also fell short. Only 64 percent of pandemic joiners thought their employer cared about their health and well-being, down seven points from the prior cohort. This was replicated across many other well-being measures.
As a manager myself and an advisor to other executives who implement employee listening programs, I am really concerned that we have a hidden crisis on our hands.
At the end of the day, retention is only as good as the strength of relationships that are formed between managers and employees. So given what we’ve found in this report, I am advising everyone to double down on finding new ways to build relationships, even when half (or all!) of your workforce might be permanently working remotely. Here are a few practical initiatives that might get you started:
We’ll be closely monitoring how this Covid cohort progresses and what kind of retention outcomes we see in the year to come. There’s already an established set of pandemic cliches we all use: there’s a “new normal,” or “it’ll never be like it was.” Certainly that applies to the workplace, whether you work in a fully remote, hybrid or physical workspace. But adjusting to the new normal will take authentic, directed listening—both long-term and in short cycles—aimed at informing smart action plans so that we really can get back to normal. If you do it right, you might see higher levels of employee engagement than you had before this all started.
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