SMARTMOVES
managers should also consider creative ways to recognize employees. For some, a Wellness Day—where employees can take the day to rest and focus on their mental health—may be more meaningful than receiving a spot bonus. The Adecco Group survey found that a majority (71%) of workers feel that having the right support for mental health at work will be important to them in the future. Companies that invest in building and creating working environments that better support the mental health of their employees is key to the success of an organization. As companies continue to adjust their supply chain management strategies to meet changing environments, it’s important to do the same with recruitment and retention plans. Jobs within supply chains are crucial and in high demand, and long-term opportunities are abundant for those who are interested. Taking the important steps to obtain and retain employees will result in a skilled, satis ed, and motivated workforce—improving the company’s operations all around. n
When it comes to attracting the r ight candidates, managers should connect with their human resources depar tments to align on their specific hir ing needs and focus on nur tur ing a strong talent pipeline.
Providing on-the-job training and upskilling opportunities can help set up employees for success. Additionally, employers can reimburse employees for professional development seminars or certi cations relevant to their position to encourage their teams to keep their skills sharp. Professional development is an important part of any job, but by creating opportunities for employees to grow and learn, organizations can better position themselves as a partner to their employees rather than just a place of work. • Show appreciation for employees. Employees want to know that they’re appreciated and noticed for their time and effort on the job, so when managers take time to recognize workers, it can go a long way. While nancial rewards like bonuses are usually appreciated they may not always be feasible to provide, so
focused on nding talent with the right cultural t and potential. Additionally, being exible with work experience requirements can help employers attract high-performing talent from other industries, such as technology. Recruiters can help employers craft job descriptions that will resonate with top talent from across industries. 4. Offer flexibility. For years to come, many professionals will expect the option to work remotely or to have exible work hours. To remain competitive, more employers are starting to offer fully remote or hybrid positions. According to a recent McKinsey survey, “nine out of 10 executives envision a hybrid model going forward” post-pandemic. While it may not be possible to offer completely remote or hybrid options for some jobs, when evaluating their hiring plans, managers should consider how much exibility they can offer for speci c roles. Offering such perks can help position the company as an employer of choice and drive applications while also broadening the candidate pool from which employers can choose from. Once the right candidate is found and hired, the task of retaining that talent begins. In fact, a recent Adecco Group survey found that nearly two in ve employees are changing or considering new careers. Here are some measures managers should consider to aid retention efforts. • Provide ongoing training and opportunities for continued learning. In the supply chain especially, employees need many technical skills and certi cations to perform their job or to grow in their career. But in today’s competitive environment, employers need to be open minded to candidates with some, though not necessarily all, of the skills needed to do a job.
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