More than 36 million Americans have relocated during the pandemic. Are you in that group?

Maybe your newly remote job isn’t working for you anymore. Or your office is bringing people back in-person way sooner than you expected. Or your big life change first started with a change of address. Being in a new location without connections makes the job search process challenging (even before factoring in how COVID-19 has transformed the current hiring process).

Luckily we’ve pinpointed 5 ways to find a job after relocating:

Step up your social media game

Worldwide social media usage has surged since the pandemic, but it’s not just Facebook and Instagram. Business social media platforms have reported record levels of engagement, with LinkedIn members climbing to nearly 800 million users in 2021. That’s potentially millions of profiles looking for new hires.

Polish up your profile and take your resume digital. Active recruiters will contact you if your skills are a good match and you can speak directly to HR professionals in a company that’s caught your eye. Join local groups on the platform where you can network and watch connections in your new location grow.  

Research this new job market

Looking for a job in another city or state? Research the area to see who the big employers are, what industries dominate, and what skills are most in-demand. Keep a lookout for which soft skills you can sell yourself on. They’ve become increasingly important after the pandemic.

If you find that positions posted on your local job boards require skills that you lack, don’t be afraid to get training and learn new abilities (With our Aspire Academy, you have access to free learning programs to help you land that next job).

Stay open to remote work

Our research shows that 71% of workers globally want to work remotely more in the future than they did before the pandemic. And companies are taking note. By 2028 it’s projected that almost 3/4 of all teams in all departments will have remote workers.

By opening yourself up to a remote job after relocating, you won’t be limited to your location. And if you’re like the average American who moved to the suburbs this past year, that means you can still work for larger companies whose headquarters are in larger cities (without the commute and with more space for your home office).

Look at temporary opportunities

There’s no better time to try temping than after relocating – especially after relocating during the pandemic. You’ll not only get a firsthand view of the job market in your new home before making a commitment, but you’ll also start to build connections and learn new skills relevant to your area.

Temporary workers are in high demand since the pandemic. More than half of companies have increased their use of temporary workers since 2020 while those accepting temporary work placements have increased by two-thirds. Don’t know where to start? Check out our guide on how to find temporary work.

Connect with an agency, like Adecco

Don’t rule out a staffing agency if you’re ready to take the plunge but are still feeling overwhelmed. It’s our job to build connections both locally and globally, and often companies work with us for jobs that might not even be advertised on your local jobs board.

Adecco can be your guide through the whole hiring process. From tips on interviewing, polishing up your resume, and guidance on accepting a job offer, our team will provide professional insights during your job search. We’ll also keep your information on file in case an opportunity comes along in the future. You can focus on making your new location home and enjoy the benefits of relocating in the meantime.

Whether you’re looking for temporary work placements or a permanent position, Adecco is here to support you in finding a job after relocating. Take a look at our current job openings and check out our blog for more insights on navigating the hiring process and making career changes.

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What’s at the top of your workers’ holiday wish list? Not books or a bottle of wine. Our recent study, Resetting Normal, found that just 33% of employees agree that their manager adequately recognizes staff contributions, so your workers don’t just want, but need, recognition this time of year.

Does that data seem too low to reflect your team? Think again. Managers regularly overestimate their own performance and underestimate their employees’ needs for regular check-ins and appreciation.

To close this gap, incorporate a strategy for employee recognition into your organization. Here are our top reward and recognition ideas for your team:

Take employee recognition public

Dedicate a staff meeting to recognize milestones reached by your employees this year. Not only will it boost the morale of those acknowledged, but it’ll also signal to others behaviors valued at your organization and energize your workforce.

If an employee outperforms expectations and the next staff meeting isn’t for a few days, show appreciation now. Send a public message to your team’s group chat describing your employee’s accomplishment and encourage colleagues to congratulate them. Don’t wait for the official Employee Appreciation Day (is it marked on your calendar?) to publicly acknowledge your employees for a job well done.

Send a care package

It’s been a tough year for everyone. Don’t skimp and send just a card to your employees. Many companies have sprung up across the US since the start of the pandemic offering customized care packages for workers. Send one to your employees and they’ll feel extra appreciated for receiving a variety of gifts.

The more you give, the more you get back. Companies that spend more than 1% of payroll on employee rewards and gifts see an 85% increase in engagement– than those that spend a lower amount see 11% less in return.

Encourage peer-to-peer recognition

Remote working and hybrid offices are making it harder for employees to feel connected to each other. The Global Culture Report for 2022 found that almost half of employees interacted with fewer people at work over the past year, while 57% say they engage in fewer work-related social activities. Developing a peer-to-peer recognition program not only creates an outlet for employee appreciation but also fosters comradery and connections amongst colleagues. It’s a win-win.

Luckily there are plenty of online tools available where workers can acknowledge other team members while earning rewards such as gift cards and donations to their choice of charity. Incorporate one into your workplace and you’ll have a recognition program that runs itself.

Combine employee rewards with a charity fundraiser

Want to take team comradery to the next level while also showing employee appreciation? Set up a charity fundraiser where workers can donate their time/money, work together and earn rewards like extra days off or early release.

Make sure to get your team’s input on which charity to donate to. If the logistics of setting up a fundraiser are too difficult, donate in their name instead. They’ll appreciate their voice being heard, leading to increased employee engagement.

Show appreciation 1-on-1

1 in 3 workers reported feeling disconnected from their leaders in 2021. Take the time to meet 1-on-1 with your team members to show appreciation and highlight specific accomplishments they’ve achieved. If you can’t do the 1-on-1 in person, pick a video call instead of the phone- seeing each other’s faces will help create a connection and make the employee recognition feel more personable.

This is especially true for younger workers who need closer mentoring and feel more isolated than their older colleagues. Carve out time in your calendar to meet regularly with them- they’ll feel more connected, more appreciated, and more likely to stay with your company for the long haul.

Still stuck? Look to your employees

Need more reward and recognition ideas? Look no further than your own workers. Create a survey where employees can pick their preferred way to be acknowledged or simply ask team members during your next 1-on-1 or staff meeting. You’re guaranteed to recognize your employees in a way that’s best for them.

And don’t forget to take these ideas and incorporate them into plans for the official Employee Appreciation Day, specialized workplace holidays, and developing an employee rewards program for your company.

While the end of the year is a crucial time to acknowledge your employees, your company needs to create a year-round recognition program to keep workers engaged. At Adecco, we’re dedicated to helping your organization do just that. Read our article on how to develop an effective recognition and rewards program or download our ‘Resetting Normal’ report for more workplace insights.

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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 pandemic has blurred the line between personal and professional life over the last 18 months, and in turn, mental illness has risen sharply. In a work setting, the symptoms of mental health problems can be complex and hard to pin down. We might have trouble getting motivated, avoid colleagues, become chaotic, or make mistakes that we wouldn’t typically make. Or we might experience burnout, a particular type of work-related stress, that Mayo Clinic describes as a state of physical or emotional exhaustion that involves a sense of reduced accomplishment and loss of personal identity.

If you’re feeling this way, you’re not alone: 32% of office workers globally said their mental health has worsened in the last 12 months, while 4 in 10 said worker burnout was a big concern for them. On the upside, more and more businesses are treating mental health as an urgent priority, but many workers still worry about the stigma and damage to their reputation at work.

So, what can we do to protect our mental health at work?

1. Practice self-love

When people push themselves too hard for too long, the loss of power and control can be overwhelming. People suffering from burnout tend to berate and blame themselves, but to move forward, it’s essential to forgive yourself for those perceived mistakes. Neuroscientists have discovered a direct link between self-compassion, resilience, and success. Only when we learn to accept our current position and forgive ourselves can we begin to take our power back.

2. Reframe the way you look at work

The antidote to burnout is not necessarily less work but more meaning. Whether you have a high-octane, high-pressure job, or one that is mundane and repetitive, try to find the value in what you do. Celebrate the little wins and focus on how your role helps others. Changing your attitude towards your job can help you regain a feeling of purpose and control.

3. Prioritize your relationships

Make time to maintain friendships, family ties, and bonds with your workmates, especially when work feels overwhelming. Mentors or small groups of trusted colleagues can provide a lifeline, so find out what support groups are available in your company. Or, if you can’t find what you’re looking for internally, look elsewhere. Organizations like Mental Health America can connect you with excellent support networks near you.

4. Look after your body

What’s good for your body is good for your mind. Make physical activity that you enjoy a part of your day, even if it’s a walk at lunchtime or exercise after work (making you officially off the clock). Aim for regular meals, drink plenty of water, and make sure you take time away to eat if you work at a desk. If you drink alcohol, don’t overdo it. Find other ways to unwind, like taking a much-needed vacation or practicing meditation or mindfulness.

5. Take a break

Don’t hedge your sense of worth solely around professional success. Think about what other skills you have. Achieving something outside work can boost your self-esteem, whether that’s reaching your daily steps target on your pedometer, knitting a sweater, or making a delicious meal for your family. 

6. Talk about it

Opening up isn’t a sign of weakness; it’s part of taking charge of your health.  Many employers provide paid or subsidized access to external resources that you can use anonymously; speak to HR about what’s available. It can be hard to talk about feelings at work, so you must find someone you feel comfortable with, whether your boss or a colleague.

7. Ask for help

If you feel your state of mind is affecting your ability to do your job, it’s probably time to talk to your boss. Although this can feel daunting, remember that your manager may be struggling to spot when employees have mental health issues, especially in remote settings (53% of all managers we surveyed said they struggled with this).

Set up a pre-planned face-to-face meeting, whether virtually or in person. In advance of the meeting, think through what you want to share and rehearse what you’re going to say. Be ready to explain how your mental health is affecting your work. If the cause is work-related, say it. If you can, come to the meeting prepared with suggestions about what your boss can do to help you. For example, if overwork is the problem, maybe you can suggest some non-urgent tasks to take off your plate. Or perhaps your boss could reduce your exposure to some of your more stressful responsibilities and colleagues.

Unfortunately, the harsh reality is that not every boss will respond with the compassion you deserve, so know what to do if the conversation doesn’t go well. Have a backup contact, perhaps someone in HR to talk to or a co-worker who can offer support.

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Overwhelmed, overworked, and overscheduled. If you’re not already prioritizing mental health needs of your workers, the time to act is now. Beyond the impact to your employees’ physical health (dramatically increased risk of stroke, fatal heart disease, substance abuse, and more), the costs for employers include high turnover, absenteeism, poor customer care, and declining organizational performance. Alarmingly, research shows that burnout can be contagious, impacting entire workforces.

According to just released Adecco research, 32% of workers globally said their mental health deteriorated in the last 12 months, while 4 in 10 said burnout is a significant cause for concern. And compounding the risk, 53% of all managers said they have not found it easy to identify when staff may be struggling.

Even small, subtle culture changes can have an outsized impact on your employees’ wellbeing. Here are four common-sense steps you can take to promote wellness among your workers (and consider sharing our tips for employees to avoid burnout):

1. Normalize mental health in your workplace

Acknowledging that mental illness is just like any other physical condition can make it easier for employees to bring up the challenges they’re facing. Warning signs like lethargy, cynicism, and absenteeism are more likely to go unnoticed in virtual or hybrid environments. Without daily in-person interactions to see facial expressions and body language, managers can struggle to spot emerging problems before it’s too late.

Make sure your leaders proactively send the message that your workplace is a safe place to talk openly. Consider leadership panels and group discussion circles where leaders share their personal experiences and advocate for self-care.

2. Meet people where they are

Leaders play a huge role in building a culture that supports inclusion and compassion. Mental health is fluid and can fluctuate as circumstances change. One person may be overwhelmed today, fine tomorrow, and struggling with unbearable anxiety the next week.

Remember that millions of Americans are dealing with financial struggles or personal grief in the pandemic’s wake. Some employee populations are more vulnerable to risk factors than others: Parents are shouldering the tremendous burden of school and daycare closures. And communities of color are at heightened risk because of larger challenges accessing mental healthcare and higher COVID hospitalization rates.

3. Reach out to remote workers

With the abrupt decline in face-to-face contact, it’s easy to forget how important we are to one another at work, setting the scene for feeling disconnected, a precursor to mental ill-health. Leaders can implement strategies to build social belonging, like buddy systems, mentor networks, and peer support groups. Find ways to talk more often, share more often, and ask questions that encourage employees to open up. Younger workers are at a particular risk of feeling stressed and isolated in today’s environment. Even something as simple as starting online meetings with five minutes of non-work-related small talk can increase feelings of connectedness and give leaders better opportunities to spot looming mental health problems.

4. Make healthy work-life balance a non-negotiable

Long working hours are a huge occupational health hazard. Yet, in America, many take pride in consistently working hours that the WHO considers dangerous. The US has been dubbed the ‘no vacation nation’ in stark contrast to places like the EU, where employees are entitled to a minimum of 20 days. Leaders must encourage self-care by instilling a culture of ample rest breaks and downtime (and by not glamorizing long hours). Stepping away from the daily grind helps employees recalibrate their perspective and often leads to the best ideas and innovations.

At Adecco, we believe the pandemic is an excellent opportunity to build a smarter and more purposeful workplace. For more insights on the complex, unfolding issues shaping our working world take a look at our freshly launched research Resetting Normal: Defining The New Era Of Work.

And why not share our guide to mental health at work with your employees?

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“People want flexibility now. Even if you can return to normal, your employees aren’t going to return to normal with you,” said Brian Welle from Google, a guest speaker at Thursday’s online panel discussion to mark the launch of Adecco’s global study: ‘Resetting Normal.’ The event also featured Adecco Group CEO Alain Dehaze, Jean-Claude Le Grand, CHRO, L’Oreal, and Mary-Clare Race, Chief Innovation and Product Officer, LHH.

Below find three key takeaways from Thursday’s webinar:

1. Work is still getting done

“Hybrid work is the new normal,” said Dehaze in his opening remarks. The report found that the pandemic has changed work tremendously, both as a place and an activity. But the last 18 months have proved that remote work doesn’t come with a loss of productivity and that a more inclusive and flexible way of working is possible. This presents both an amazing opportunity and a challenge for business leaders: “There are many positives in terms of flexibility, productivity. But there are also major pitfalls around wellbeing and burnout,” said Dehaze. “You must upskill and reskill yourself, not just in hard skills and digital skills, but especially in soft skills.”

2. Not every employee wants to be remote (or can be)

Le Grand said that the new hybrid world of work is a “new way of life” and “a fantastic moment of differentiation” for companies with vision and a sense of purpose. But he also spoke of an urgency to ensure fairness: “Between young and old. Between rich and poor. Between blue-collar and white-collar. Because at Loreal, for example, it’s clear that 50% of the people are unable to work remotely.”

3. Managers need more support.

Welle, Google’s VP of People Analytics, Performance Management and Job Architecture, called the shift to hybrid working a “transformative moment” in the way we work and manage talent. He stressed the importance of setting “new norms of communication” and making them explicit in the hybrid context.

He also spoke of the tremendous stress on managers, who are facing their own upskilling challenges, and he called on HR leaders to better support them. “Now, on top of doing the job that they are required to do, they are shouldering more responsibility for team health.” Welle’s view was backed up by our research: Nearly half of managers said they have not found the overall experience of managing other people easy over the past 12 months, while less than half of survey respondents said their managers meet or exceed expectations for creating good team morale and a good working culture.

Resetting Normal 2021 surveyed 14,800 knowledge workers across 25 countries on working practices, behaviors, and attitudes towards work. It is an essential read for leaders and companies as they continue to evolve and adapt for the next normal.

Watch the recording of the Adecco Group’s Resetting Normal webinar to learn more about the pitfalls of remote management, the importance of a sense of purpose, and Welle’s insights on Google’s experience shifting to a hybrid workforce. Or dig deep into our findings on your own and download the report today.

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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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When the pandemic forced workers out of their offices and into their homes, younger workers – ‘digital natives’ with superior tech skills – seemed best-placed to cope. But over a year into the pandemic, younger workers report being more stressed, less productive, and more isolated: and they’re finding it more difficult to progress in their careers.  Unsurprisingly, they are also among the most likely to look forward to getting back into the office, at least for some of the time, post-pandemic.

More than half of the nation’s total population are now millennials, Gen Z or younger, so employers need to take urgent action to keep younger employees engaged. 

Here are three steps employers can take to help younger workers do their best work, whether they’re fully or hybrid remote:

1. Help them create a functional home office

One of the most basic but important things employers can do is make sure their workers have a decent home office set-up. When the pandemic first struck, many workers enjoyed the novelty of working on the sofa, at the coffee table, or even while propped up in bed. That soon subsided as home working dragged on, and workers found that those very conveniences, over time, were leading to crippling back pain.

Often younger workers don’t have the means to build an ergonomically safe home office without support from their employer. Our research shows the battle for good candidates has never been more competitive, so employers should consider providing – or at least helping to pay for – adjustable desks, chairs, and monitors for remote workers. Being comfortable at work can have a significant impact on productivity, this one should be an easy win for employers looking to keep younger employees throughout and beyond the pandemic.

2. Make sure employees have space to grow

According to Springtide Research, 86% of young people say it is important that their supervisors offer them opportunities to grow. Yet, many younger workers feel they are missing out on the chance encounters, watercooler conversations, and lunch meetings that helped their older colleagues build great workplace relationships or secure career-advancing opportunities back in their day.

Access to formal and informal training can support their growth (and improve employee retention, according to our recent white paper). Employers can help by making sure there are regular online and in-person opportunities for younger employees to feel connected to their immediate team, and to network and build meaningful connections across the company. That could be hosting informal, cameras-on virtual coffees or outdoor offsite events, or it can more operational such as increasing the frequency of team stand-up meetings. The important thing is to keep young workers connected, visible, and – most importantly – included. 

3. Look after their mental health

Over half of American workers have reported suffering from mental health issues since the Covid outbreak started. This ‘mental health pandemic’ is even worse among younger adults, who are more susceptible to financial stressors. While many are parents of young children, others in the younger cohorts are single and spend entire days alone at home, leaving them feeling isolated and unsupported.

So, what can employers do? The most important thing is to normalize talking about mental health issues and create safe online and in-person spaces for these conversations to happen. Employers should consider investing in paid-for access to mental health resources for their workers and encourage employees to use them without fear of stigma. Immediate supervisors play a crucial role here, as they can watch for any signs of psychological distress.

At the same time, leaders should role-model work-life balance and create a culture of ensuring adequate breaks and downtime, even when working from home. In addition, managers should invest serious time getting to know their young workers, especially if many have been onboarded remotely and missed out on the opportunity to build strong relationships with their team

For more insights from Adecco on how our working world is changing – and to learn more about keeping your workers included and engaged on the journey – why not join us for ‘Resetting Normal,’ an online panel discussion on September the 2nd at 8.30 ET? You can register for the event here.

At Adecco, we’re experts in helping employers like you navigate all aspects of today’s tricky employment and economic environment. To learn more about how we can help your business thrive, click here!

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The post How can employers make remote and hybrid working easier on younger workers? appeared first on Paragon Strategic Staffing.