A record-high 11 million jobs are waiting to be filled across the U.S. This boom in available openings? You can thank the Baby Boomers.

According to Pew Research Center, the rate of retirement in Baby Boomers has accelerated since the start of COVID-19 with almost 29 million boomers retiring in 2020 – An increase of more than 3 million from 2019.

With 75 million Baby Boomers retiring by 2030, The Great Retirement is looking to supersede The Great Resignation as the biggest hiring trend for 2022. Here’s what you need to know:

How will Baby Boomers retiring affect the workforce?

One in four workers in the U.S. is a Baby Boomer, amounting to 41 million total employees. This trend of mass retirement will lead to an even wider workforce gap as companies race to fill positions left by retirees. As these workers also normally hold higher-level management positions due to their extensive working experience, the competition to find replacements will be tough with many businesses turning to recruiters to look for top talent.   

Why are Baby Boomers retiring now?

While Baby Boomers fall in the generation most at-risk for COVID-19, the main driving factor for retirement isn’t health-related. They’re looking for a better quality of life.

Famous for their strong work ethic and dedication (40% have stayed with their employer for more than 20 years), Baby Boomers commit to their jobs more than any other generation. After 40+ years in the workforce and a global pandemic, they’re re-evaluating their work-life balance. With quarantine rules keeping them at home but isolated, many are choosing to trade in their 9-to-5 for more time with friends, family, and to travel.

Those most likely to retire early? Women over the age of 65 are the group with the most retirees while the Hispanic Boomer population saw the biggest increase in retirement rates. Boomers residing in the Northeastern U.S. also saw a large increase in those retiring.

What can be done to prevent a workforce gap?

While Boomers may want to spend their golden years away from the office there is a silver lining to The Great Retirement: There’s a whole new generation (and two others) ready to work. Investing in these workers and supporting their development will be crucial to closing your workforce gap. Here’s how to attract and retain young employees:

1. Offer flexibility in the workplace

Gen X workers and Millennials are often working parents or caregivers to their parents or grandparents. With quarantine rules and distance learning changing often and suddenly, you’ll need to be supportive of employees who are pulling double duty working and taking care of their family during the day. Offering more flexibility to parents by letting them work from home and by measuring their performance on results (not hours worked) will help retain valuable employees who won’t have to choose between family and their job.

2. Close skills gaps with reskilling and upskilling

Younger workers, especially Gen Z, won’t have the decades of experience that retiring Baby Boomers have. Instead of brushing-off young talent for a lack of skills, take the time to train them on the skills they need. If your company doesn’t have a formal training program ask them to enroll in online courses like our Aspire Academy. There are dozens of training courses available at no cost.

3. Mentor, don’t manage

For many young people, a position in your company may be their first professional job out of college. They don’t just need a salary but need guidance on how to progress in their careers. In a recent survey, younger workers reported wanting feedback from their managers more frequently than their older colleagues signifying they need more support to know they are doing their jobs correctly. They also rank mentorship among the three most important aspects of choosing where to work. Setting up a mentorship program will not only attract top young talent but keep them engaged and loyal to your company.

Is your company feeling the effects of The Great Retirement? At Adecco, we pride ourselves on finding and connecting top talent with the right opportunities. Learn more about our staffing solutions and keep reading our blog to discover the other top hiring trends for 2022.

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For as long as COVID-19 has been dominating the headlines so has news of the Great Resignation, a phenomenon where workers have been quitting their jobs at record rates. With there being more open positions than workers available to fill them, there’s never been a better time than now to change your job.

And Americans are taking note. According to a new Career Arc study, almost one in four workers plan to resign in the next 12 months. Are you in that group? Do you want to be? Here’s how to plan your exit strategy and quit your job in 2022:

1. Understand why you’re leaving

If you’ve been asking yourself “should I quit my job?” you’re not alone. A recent survey reports that 73% of employees are actively thinking about resigning. While it seems disliking your current job is on-trend, ask yourself why you’d leave before making any major decisions. Are you experiencing problems with your current job? Has the pandemic shifted your values?

Career Arc set out to find the real reason everyone is quitting their jobs and found that close to one-third of respondents said they were leaving their current position to look for a role with better working conditions. 23% stated they wanted to shift careers while 20% noted that they were quitting because they wanted a remote job. By determining why you’re leaving first, whether it’s for the working conditions, type of job, or something else, you’ll know what you’re looking for in your next position.

2. Decide where you want to go

Now that you’ve determined why you’re leaving your current job and what you’re looking for in your next position, create short and long-term goals for your career. When starting your job hunt, look out for opportunities that fulfill both types of your goals – you’ll be more likely to stay with that company for the long haul.

Part of setting career goals involves determining what you need to do to accomplish these objectives. Look at your resume and the skills you possess and see if there are any gaps you can work to close, especially if you’re looking at changing careers. When these gaps are closed, you’ll know when to quit your job and start sending in applications.   

3. Look for job openings

Quitting a job without another lined up can seem daunting. If you need to leave your current position now, consider temporary work or partnering with a recruiter to find work in the interim while you continue your job hunt. You’ll still get a paycheck without a commitment and you can develop new skills that will make you stand out in your applications for more permanent work.

With 84% of organizations using social media for recruiting be sure to clean up your social media profiles before sending off applications. However, if you are job hunting before quitting, don’t post anything about looking for a new position. Keep your job search on a need-to-know basis as not to impact your current work.

4. Tips for when you quit

If you’ve been feeling burnt-out at your current job you may have had a fantasy or two thinking about how you’ll finally quit and what you’ll tell your boss. While it may be fun to think about going out in a blaze of glory, remember the importance of connections – 85% of jobs are landed because of networking. That means you’ll need to keep a friendly and professional relationship with your bosses and colleagues.

When speaking to your managers about quitting make sure to highlight the gratitude you have for the opportunity given to you (even if it’s not exactly the case), and that you’ll write a formal resignation letter for your company’s HR department. Be prepared for a counteroffer from your manager but feel confident in rejecting such an offer if there’s no chance the position will be in line with your career goals. 85% of workers who accept counteroffers leave their jobs within 6 months while 90% are gone within a year. ­­­­­­­­

Ready to join in on the Great Resignation and kickstart your job hunt? Learn more about how to resign and about the job-seeking process with our in-depth job seekers guide. Be sure to stay on top of all the hiring trends for 2022 by reading more of our blog posts, and check out our current openings for any positions that align with your career goals.

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The Great Resignation. COVID-19. A work-from-home revolution. The hiring process has undergone serious changes over the past year. And these changes are going to carry over into the new year.

With a record number of job openings, you’ll need to be on top of this year’s talent acquisition trends to attract (and keep) the best workers. Here’s what to look out for in 2022:

Job hunts are starting…right now

New year, new job? Expect an influx of applications at the start of the year. According to a Harris Poll study, 59% of employed Americans who plan on quitting their job will be looking for work between now and February. And with the “Great Resignation” reporting record quit rates for Americans in 2021, get ready for a record number of candidates as well. It’s expected that there will be 7 million more employed Americans in 2022 than in 2021. 

With the total number of potential applicants growing, so is the number of diverse candidates. Take this opportunity to improve inclusion at your company. Candidates from different backgrounds, such as those who are neurodiverse and veterans entering the workforce, possess different skillsets than traditional job seekers and can give your company a competitive advantage.

The Great Resignation will continue

One of the biggest hiring trends from 2021, the “Big Quit” as some experts call it will continue into 2022. In fact, it’s only picking up speed. A record 34.5 million Americans quit their jobs in 2021, with most resignations happening at the end of the year. It’s more important to invest in recruitment now more than ever: experts predict that almost a quarter of the American workforce plans to resign in the next 12 months.

Younger employees are twice as likely to resign from their jobs in 2022. From creating developmental plans to supporting mental health, learn how you can support younger workers during the pandemic to keep your team intact.

COVID-19 is sticking around

With new variants springing up every year, the pandemic is shaping many current hiring trends. Make employee safety your top priority and check out our webinar on how to navigate vaccine mandates while we wait for the final say from the government on how businesses need to proceed. 

While COVID is disrupting the workplace, keep in mind that it’s also impacting schooling. With more school districts shutting down over staff shortages and increasing infections, offer your workers more flexibility. Learning how to retain parents can help you keep your best employees as two out of every five parents have changed jobs due to the pandemic.

Be ready to hire

With tight competition for the best talent, you want to be ahead of the hiring trends for 2022, not behind. That means you’ll need to be ready to act when you find the best talent. Proactive recruiting is one of the biggest recruitment trends, meaning you’ll have to rely on social platforms, events, and hiring a recruiter to find the most qualified candidates.  

While finding applicants is important, getting them interested in your open positions is crucial. Since the start of the pandemic, workers are prioritizing flexibility more and more. Our research shows that 41% of workers are currently moving, or are considering moving, to a job with more flexible working options like working remotely, choosing their own hours, and forgoing the typical 40-hour workweek. Make sure to highlight the flexible options you provide (or start providing them) to not lose quality applicants.

What’s Adecco doing?

We’re here to help you stay ahead of the hiring trends for 2022. As the holidays are ending, we’re catching qualified workers as they leave their peak season job, expanding our talent database in time for you to fill your open positions. Whether you’re looking for temporary workers or direct hires we’ll help you find the right fit.

How? As the job market evolves, so do we. From grassroots blitzes to partnering with different job boards, we’re working to expand our reach bringing you the best candidates. By leveraging different technologies like our Pay on Demand service, we’re attracting more applicants who are ready to work for you.

It’s also our job to stay up to date on the latest market data and learn what workers are looking for in employment. Check out our monthly jobs report for a breakdown of the hiring practices for your industry/location and our pay rate calculator to make sure you’re offering a competitive salary to be ahead of other businesses.

Ready to be ahead of the current hiring trends? Contact us today to help you find the best talent and make 2022 your best year yet. 

Our services don’t end at finding the right people. At Adecco, we encourage the training of candidates after placement through our Aspire Academy to ensure a perfect fit and encourage employee retention. Check it out and head to our blog for more resources on how to support your workers in 2022 and beyond.

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Workplace safety regulations are getting stricter. Effective January 1, 2022, California Senate Bill 606 will dramatically expand OSHA’s enforcement powers, meaning stringent fines for employers who fall foul of their OSHA compliance responsibilities. And although the new law is state-level, California tends to set the bar when it comes to workplace safety. So, employers coast to coast had better take note.

Below, learn what changes are ahead, why the new Occupational Safety and Health Administration laws are coming, and how to turn workplace safety into a profitability driver at your company.

What types of violations will be subject to the new OSHA fines?

There are two new categories of violations – “Enterprise-wide” and “Egregious.” Senate Bill 606 creates a presumption that an “enterprise-wide” violation has been committed if an employer has a written policy or procedure that violates current OSHA workers’ rights, or, if there’s a pattern or practice of the same on-site health and safety violation involving more than one location. (Things like known hazards that employers haven’t taken action to fix, persistently high worker injury or illness rates, or a record of consistently working people over 60 hours a week.)

Why is this change a big deal for companies operating in California?

Because the fines are massively more expensive! Traditionally, when Cal/OSHA found an on-site health and safety violation, it would fine an employer for that instance only. But now, it can slap fines on multiple sites based on one violation – and for every time an employee is exposed – without investigating other sites or observing other violations. And considering that each violation can incur fines up to $124,709, that’s a huge multiplier effect.

Why should employers outside of California pay attention?

California is known as a leader in worker rights. As such, labor laws often start in California and move on out to the East Coast. Senate Bill 606 is one of a whole host of new Californian labor laws that come into play next month. Employers across America should take note and make adjustments to comply with California safety standards.

What’s the reasoning behind this new law?

Today’s labor crunch means unprecedented safety challenges for American employers. And an alarming uptick in workplace-related injuries, accidents, and illnesses. In the scramble to fill millions of jobs, we’re seeing multiple staffing companies operating on the same shop floors. This makes it difficult for employers to ensure that all workers are pre-screened, skill-tested, and drug and background checked. Unfortunately, this has meant that workplace accidents and illnesses are on the rise. And that’s why we’re seeing more stringent on-site health and safety measures to uphold OSHA workers’ rights.

What can employers do to get ahead of the changes?

Employers with strong on-site health and safety cultures will already be one step ahead in complying with the California safety standards. Ensuring staffing solutions are streamlined and well-managed is paramount. Adecco is the ideal partner for employers navigating this minefield because we’re just as invested in worker safety as they are. We keep abreast of every piece of Cal/OSHA news and send our safety team out and offer on-site training to ensure ongoing OSHA compliance.

“At Adecco, we’re experts in helping employers with large contingent workforces and multiple staffing vendors in complying with California safety standards and OSHA workers’ rights,” says Susan Shemanski, Vice President of Risk Management at Adecco USA. “We have a great safety team who can help identify areas of concern, and train on-site teams and managers.”

Visit Adecco USA for more advice on all aspects of building a safe, healthy, and inclusive workplace. From helping you get your workers safely back to a physical workplace, to promoting mental health at work, to sourcing temperature takers, we can help you build the resilient, flexible, and engaged workforce you need.

Visit our employer resources pages for articles, white papers, case studies and more. And talk to us about making your workforce the best it can be.

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Why aren’t you working right now?

5 million Americans say there’s one big reason: They’re caring for children who aren’t in school or daycare.

Frequent COVID-19 outbreaks are creating unexpected school closures and quarantines – and 80% of daycare centers report that they’re struggling to find enough child-care workers.

And the resulting juggling act for parents has hit their careers hard. Families are getting frazzled, and many women’s careers are being put on pause (Nearly 1.6 million mothers have left the American workforce in the pandemic era, leading to the lowest female participation rates since the 1970s). In turn, employers are finding it harder to hire and retain talent.

At Adecco, we believe the pandemic is an opportunity to reimagine work, and part of that is rethinking that elusive work/life balance. Below, learn what employers can do to attract and retain working parents.

Instill a family-friendly culture

Reduce stress and anxiety for working parents by ensuring your managers have the right mindset. Refocus their thinking on the value working parents bring to the table, including adaptability, leadership, and empathy. Supervisors can be more understanding of disruptions caused by sick children and daycare surprises (which are often causes of absenteeism and turnover). If you can, consider offering stipends for daycare or educational expenses. And – crucially – make sure employees exercising these benefits don’t face stigma or other barriers.

Meet parents where they are

Avoid making assumptions about what you think is best, and let parents take the lead. Make sure they feel comfortable telling you what accommodations work for them and which ones don’t by conducting listening sessions and anonymous surveys. When employers let parents decide what they can take on, they can stop the vicious cycle that can stunt parents’ career growth or cause them to stay out of the workforce altogether.

Measure performance on results, not hours

In workplaces where staying late is more important than the work getting done, parents can really struggle. Establish meaningful performance metrics based on merit, not hours. Discourage presenteeism and ‘busy metrics’ that could exacerbate burnout and turnover. These types of expectations can leave parents labeled as not committed or excited about their jobs. In turn, they can miss out on big projects or opportunities to advance their careers. Again, this is another area where employers can step up and make an effort to create pathways for parents to advance and grow in their roles.

Rethink location

Parents tend to make location decisions based on school districts, housing costs, and their neighborhood or community. On the other hand, employers may prefer big cities or major industry hubs, but these may be precisely the districts working parents would rather avoid. While incentives like relocation packages only work for those with the flexibility and freedom to relocate geographically, opening up to more hybrid or fully remote positions can be key to getting fresh and committed talent.

At Adecco, we believe a diverse and welcoming workplace is key for every business’s long-term success. For more insights on the complex, unfolding issues shaping our working world, download our research paper, Resetting Normal: Defining The New Era Of Work.

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The COVID-19 pandemic upended work as we know it, and the hybrid model is here to stay – whether employers want it or not. However, it’s an opportunity to reimagine how we think about work. So, as you and your team continue a sporadic return to the office, what ways of working will ensure everyone feels supported, included, and ready to perform at their best? Below, we list five hybrid work opportunities identified in The Adecco Group’s Resetting Normal research and offer our insights into harnessing them.

Better work-life balance for parents

Constant juggling. Crazy hours. Who said remote work was the promised land for working parents? Although 50% of parents said their work-life balance had improved in the pandemic’s wake, parents increasingly prefer to set boundaries between work and family time. Hybrid working gives workers more control over their schedule and shortens their commute time. Flexible work environments are especially highly valued by moms (81%), dads (73%), and those with caring responsibilities (79%) – but parents want to spend more time at the office (51%) than the rest of their colleagues (42%). Cloud-based collaboration tools give working parents the best of both worlds, empowering everyone to work from wherever suits them. Thankfully, driven by the pandemic’s urgency, most firms have already adopted these game-changing tools.

Rethinking the virtual workplace for younger employees

More than half of the nation’s total population are millennials, Gen Z, or younger. But young workers are feeling isolated and are finding it hard to grow their careers without the in-person networking their older colleagues enjoyed. It is vital to find ways to keep younger employees engaged and make sure they have experienced people around to help them grow. As teams and leaders get used to connecting with each other virtually, hybrid workplaces are facilitating relationships between colleagues who are far-flung, multi-generational, and of various seniority levels. Hybrid makes it easier to expand the reach of career-boosting programs like mentorship. ‘Reverse mentoring‘ is on the rise in the hybrid environment, too, helping young workers build vital skills, while giving leaders invaluable insights that help them stay relevant to younger colleagues and customers.

Collaborating and building community in the virtual workplace

From collaborative virtual meetings to virtual polls to whiteboarding: 63% of respondents said their digital and remote working skills improved during the pandemic. Communication and brainstorm increasingly take place on open online platforms, often incorporating real-time translation so colleagues of various language abilities can contribute. Instead of ideas staying stuck jotted on someone’s notepad, they get refined and turned into actionable tasks and scalable solutions. This ‘working out loud,’ approach also makes it harder to hide inaction or mask poor performance. Done right, hybrid working means expanded collaboration for faster innovations and a more open working culture.

Creating an inclusive future of work

Diverse teams drive innovation. Shifting to a hybrid working model is expected to create more opportunities for people with disabilities (75%), working parents (73%), and those from diverse backgrounds (69%). As well as making it easier for existing employees to fully participate, the hybrid workplace allows employers to hire and onboard remote workers from new, untapped talent pools across America and beyond.

At Adecco, we’re experts in helping employers like you navigate all aspects of today’s tricky employment and economic environment. From white papers to case studies to research papers, we have a wealth of insight on the changing world of work. Also: read our tips on managing remote teams, understanding employee absenteeism, energizing employees during tough times, and tackling ghosting coasting.

Learn more about how we can help your business thrive.

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From missed deadlines to rescheduled meetings to overwhelmed employees, unplanned absences can drag down workplace productivity by as much as a third. The effects of workers regularly missing work include low morale, frustrated clients, and a unsteady bottom line. So, what’s behind the rise in employee absenteeism, and why’s it happening now? We look at the five top drivers.

Physical health

Illness, injury, and medical appointments are the most reported reasons for missing work. At the same time, absences related to chronic health complaints like diabetes or obesity cost US employers more than $36 billion a year. And thanks to the COVID-19 pandemic, more workers called in sick in 2020 than at any time in two decades, with an average of 1.5 million people a month missing work, at a cost that will take decades to make up.

Mental health

As employees grapple with lives altered by the pandemic, huge swathes feel burnt out or struggle with their mental health. Depression and anxiety cost the global economy an estimated $1 trillion each year in lost productivity. Often workplace mental health concerns can be tied to poor health and safety, inadequate communication, poor leadership, or a lack of control over one’s work.

Childcare and eldercare

Managing work while raising kids or looking after older loved ones has always been the ultimate balancing act. After the start of the pandemic, childcare-related absences soared to 250% of the 20-year average. Millions of Americans (mostly women) called out of work or even left the workforce entirely to look after children or relatives at home. Many experts point to a lack of inclusion in the workplace as an often-overlooked absenteeism driver.

Transportation

Bad weather, car problems, late buses. A long commute increases the risk of absenteeism and poor productivity, especially among low-income workers and disadvantaged groups. Over 40% of American adults would not be able to cover an emergency car repair bill of $400. In fact, employees themselves can take a financial hit from absenteeism, especially if they’re unsalaried or depend on tips or commissions. The problem can compound and leave many without the means to travel to work.

Bullying and harassment

As many as 30% of Americans have been bullied at one point or another in the workplace. Overt or subtle, bullying and harassment make work intolerable for employees, pushing many to call in sick. In addition to uncontrolled absenteeism, this leads to long-term personal consequences for the victim, fiscal consequences for the company, and adverse effects on non-target coworkers.

If you’re concerned that absenteeism becoming a problem for your business, we can help you tailor your HR practices to better support you and your workforce.

When you partner with Adecco, we’ll help you get a handle these challenges and build an adaptive, resilient workforce strategy. We can help you evaluate your current flexibility provisions, and consult with you on new, attendance-boosting accommodations, employee transportation, wellbeing support, and inclusion. You’ll get access to our deep candidate pipeline, innovative staffing tools, and resources to help you improve retention.

From white papers to case studies to research papers, we have a wealth of insight on the issues surrounding absenteeism. Also: read our tips on keeping your pandemic-weary workforce energized, tackling ‘ghosting coasting,’ and how to manage remote teams effectively.

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Wow your new recruits with a thoughtfully structured remote onboarding program that sets them up for success. Read on to learn how to make your new hires feel welcomed, empowered, and included right from the very start – even when you can’t do it in person.

Why is remote onboarding important?

Great onboarding should be a key part of every company’s employer branding, retention, and strategic recruitment strategies. Successful remote onboarding can turbo-charge employee engagement right from the get-go, help new staff be productive more quickly, and minimize the risk of employee churn. With a growing number of Delta variant COVID-19 cases across the country, it has never been more important for employers to reimagine onboarding programs for the virtual or hybrid future.

What does great remote onboarding look like?

Remote onboarding is about making your new hire feel informed, connected, and cared for while giving them the tools and support they need to do their job. Getting it right is a team effort, with a structured strategy for HR, IT, line managers, and team members working seamlessly to deliver a great experience.

Start early

A good onboarding process starts well before the first day. This is especially true in today’s compressed labor market, where an oversupply of jobs means candidates are increasingly ghosting employers. Why not let them know you can’t wait to have them by sending a branded goodie bag before their first day? And have your CEO, department head, or your new start’s immediate team record a video message that makes them feel a part of things from the get-go. New hires starting remotely will be missing out on all those off-the-cuff interactions and in-person lunches that usually help break the ice. You’ll need to get creative and leverage technology to simulate in-person experiences if you’re to set the right tone for your distributed team to hit it off from the start.

Keep it human

All too often, onboarding programs – whether remote or in-person – focus on ramping people up to start delivering, rather than making them feel like a valued new team member. What workplace communities do you have that might interest them? Perhaps a sports club, a women’s chapter, or an ally network for LGBTQ+ employees or people of color? Make it clear that your workplace is somewhere they can be themselves. Be careful to acknowledge that some workers, like parents or people in different time zones, might face additional hurdles around remote working. Like most aspects of finding, recruiting, and retaining employees, a great onboarding program starts with getting to know America’s workers.

Make ‘Day 1’ matter

Ensure that the all-important first day is well-structured, with video conferences scheduled to get to know their manager and new team. A virtual tour of head office, introducing the people they’ll be working with, can help too. Include space for informal, more personal chat, while ensuring that expectations are clear around their job role, working hours, and managing their workload. At the same time, it’s important not to overwhelm them. New hires can quickly feel lost because they’re uncomfortable about bombarding their manager with questions while they’re trying to create a good impression. It’s a good idea to assign a ‘buddy’ who can help with the practical realities, which can be hard to grasp remotely. At the end of the first day, check in on how they’re doing.

Get the technology right

This one should be obvious, but it’s hard to overstate the importance of making sure new hires have the right tech, and are set up with all the software, access rights, and accessories they need. Send out equipment, including detailed how-to-guides, early (remember that deliveries can take longer during the pandemic). Arrange training for your employees around all the apps and systems your teams use. Pay special attention to employees who may need a bit of extra help – especially those who may have been left out of the workforce during the pandemic. As many as 25% of US workers will be using collaboration tools for the first time. Don’t let technology slow them down in contributing their unique strengths.

Up the communication ante

Don’t assume that the communication cadence you designed for in-person onboarding will work virtually. Remote new hires will miss out on so many informal conversations and observations around the office that would have helped them feel their way in those vital first few weeks. You’ll need to communicate more regularly, at carefully planned out milestones, and on a spontaneous, ongoing basis. This way, your new hire will have the interaction they need to keep from blowing off course. Encourage distributed communication by asking other team members to include your new hire in virtual coffee breaks, lunches, or even after-work drinks.

Remote onboarding can be tricky, but with the right strategy and great teamwork you can create an outstanding experience for your new recruits.

Learn more about managing your remote workforce, from keeping your employees engaged to supporting younger employees who may be struggling to start their careers remotely. And you can find more top tips on retaining top talent with our 6 Retention Strategies.

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COVID-19 has upended many of the barriers to remote work. A recent Gallup survey found that seven in 10 US white-collar workers are still working remotely over a year into the pandemic. Most of them say they would like to stay remote, or adopt a hybrid working model, and would consider switching jobs if they were forced to come back to the office full-time.

Delivering an outstanding employee experience that keeps your distributed workforce engaged has never been more crucial. And that means establishing the right guardrails and supports for every employee.

Here are our top tips on managing happy, productive, and successful remote teams:

Don’t let physical distance turn into emotional distance

Successful long-term remote or hybrid working requires effective leadership. Up to 70% of employee engagement can be attributed to managers, while feelings of isolation can reduce performance by up to 20%. The fix can be as simple as making sure your team meets more often. A morning stand-up might be enough when you’re all co-located, but remote workers can easily get out of sync. Incorporating a second brief stand-up in the afternoon can help.

Get creative with technology

These days, great leaders use technology to set the scene for serendipitous encounters between colleagues online. Keep spirits up with innovative new engagement hacks like virtual water coolers, camera filters for virtual party hats, or randomly selected lunch buddies. They can also help promote inclusion, especially for newer or younger team members who haven’t built strong networks yet. Digital awards and certificates and Kudos channels are great ways to celebrate wins and recognize good work virtually. Explore new video messaging and other tools that can offer a more personal method of communication for when calendars won’t line up across distributed geographies.

Share a compelling remote working vision

Most companies haven’t communicated a vision for post-pandemic work to their employees. This lack of clarity about what the future might hold can leave employees feeling stressed, anxious, and even more burnt out. Build a remote/hybrid work playbook, with troubleshooting guidance and direction around future company strategy. If you don’t know something yet, then say you don’t. But don’t leave it to chance, or your employee experience will suffer.

Humanize the remote employee experience

Days spent staring at a screen at home can be exhausting and isolating. Managers can keep up energy levels by injecting a bit of fun into the working day. How about a team stretch during the daily stand-up? Or why not kick-off meetings by introducing potential interrupters, like children, pets, and partners? And, at the end of each busy week, a Friday unplugging ritual can help employees know it’s time to switch off and focus on their away-from-work passions. You can even introduce gamification into your remote workforce.

Reframe the office as the new offsite

The past year’s great work from home experiment taught us that it doesn’t always make sense for workers to travel to the office. Forward-thinking leaders will use this time as an opportunity to strengthen employee culture. This might involve reimagining offices as spaces for increased collaboration, where workers can safely come together to collaborate, learn, socialize, and grow. Providing catering to encourage chance interactions is another proven technique. When the time is right to welcome your people back to the office, read our overview of safe working practices.

Since the beginning of the pandemic, we have worked with customers to navigate remote workforce solutions, including how to onboard new hires remotely.

For more insights on delivering a great remote employee experience, download the recent whitepaper on How to make remote work, work for everyone from our parent company, The Adecco Group. And join us for ‘Resetting Normal,’ an online panel discussion on how our working world is changing, on September the 2nd at 8:30 ET? Register here to attend.

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With the jobs market tighter than ever, it’s no secret that workers are demanding ever-higher salaries and benefits. Employers are tripping over themselves to sweeten incentives to lure new employees and retain existing ones. From McDonald’s paying candidates $50 just to show up for an interview, to JBC paying for college degrees for workers and their children.

After a year of financial turmoil, it’s not hard to see why. According to PwC’s employee financial wellness survey, 63% of American employees say that their financial stress has increased since the pandemic. Their household incomes have dropped, they struggle to pay monthly expenses, and they’re twice as likely to have used a payday loan or advance in the past year. Moreover, Bankrate’s Financial Security Index found that fewer than 4 in 10 US adults have enough savings to cover a four-figure emergency room visit or car repair. This struggle to make ends meet leaves employees stressed, distracted, or even absent from work. And – unsurprisingly – more prone to leaving.

Many employers face a limit on the financial perks they can offer, so we are stepping up to help them provide something that closely aligns with the realities of how employees spend their money: earned wage access.

On-demand pay benefits for workers

This innovative new payment tool, now offered by Adecco, allows employees to withdraw their tax-adjusted pay as they earn it. It helps us do right by workers: safeguarding them from predatory lenders and supporting their all-round financial well-being.

On-demand pay empowers workers, especially hourly or low income workers, with the tools to control their finances when emergencies or unexpected bills come up. Crucially, it isn’t a loan with interest rates for the employee. It just allows them to access a part of their wages before their official payday, which, for many workers, can be the difference between financial peace of mind and financial meltdown. Funds can be delivered by cash, card, or into a bank account with full transparency over real-time balances (Employees can even automatically direct money to rent and savings).

In this tough labor market, on-demand pay is a great differentiator for attraction and retention, enhancing the employer brand and culture. At Adecco, employees using our on-demand payroll solution have 14% better retention figures than the rest. Absenteeism stats have improved, too. And it’s all taken care of simply and cheaply, with our partner DailyPay managing all the processing and administration, ensuring compliance with payroll and taxation laws, across the US.

The bottom line? As the jobs market gets more competitive, making employers wait around until the end of the month to access money they’ve already earned just won’t cut it anymore. On-demand pay is one simple, low-cost, high yield solution that delivers for your business – and your employees.

Learn more about the staffing tools and solutions we offer employers, and see how we can make them work for your business, too.

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