The hybrid work model is another product of the pandemic that is gaining attention in both a positive and negative light. Employees want to maintain the convenience of working from home while organizations don’t want to lose their office spaces. It may seem like the perfect solution for management to implement hybrid work as a way to please both sides, but it may not be the best decision in the long run. According to Forbes, a “great resignation” is ensuing where employees are leaving organizations in large numbers due to not having the option to work fully remote. Now, HR and management teams are facing a tough decision to balance what their employees want and what their organization needs to successfully operate.
As organizations begin to determine if they’ll be fully remote or in office, hybridization has become another option for management to appeal to both work styles. While hybrid work models seem to combine the best of both worlds it may not be the best fit for every team. We’ve compiled a few questions that you should answer before committing to a new work model like hybrid.
Last week, we covered the growing issue of talent gaps within school districts across the country. As schools work to fill this talent gap, other industries are facing similar issues and staffing shortages. There have been many factors leading to the talent gap in the current job market, and their culmination has finally reached a point of no return. The compensation difference across industries has widened, which is attracting more applicants to certain sectors over others. Covid-19 has also played a large role in people leaving their current jobs, re-evaluating their career goals, or trying to make ends meet. Finally, many departments that are in need of staff cannot find people to fill the roles due to a shortage in skilled candidates. In this article, we dive into some of the major factors that are causing a talent gap in the U.S.