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.
School districts across the country are facing a talent gap within positions that range from special education teachers to bus drivers. Now, they are struggling to find qualified and motivated candidates to fill these positions and provide a valuable educational experience for their students. For example, compensation and benefits within the education sector are lower compared to other industries that are currently hiring. As people are searching for new jobs they are flocking towards the higher paying positions that school districts don’t have the funds to compete with. Qualified candidates for a variety of education roles and talent retention within school districts are also lacking. As school districts struggle to fill the gaps in their faculty they are finding new ways to attract new talent, fill the gaps, and retain their current faculty.
The pandemic led many people to reevaluate their values and goals as they pertain to their career. Remote work situations allowed employees to reflect on the work they’re doing and determine if they feel fulfilled in their position and at their organization. With many people searching for more meaningful work, the non-profit space is seeing an increase in interest. Nonprofit work is a very different shift from the for-profit world so it’s important to be prepared before making the transition. Like any career transition, there are many factors to take into consideration to determine if the change will be a good fit for your personal and professional goals. Before you quit your job, we’ve outlined a few steps you should take to ensure that this new career path will be both rewarding and meaningful for you.
By: Juliet Zito
As the U.S begins to reopen, more and more organizations are starting to consider the future of their offices and employees. While all organizations and industries differ in their need for employees physically in the office, it’s important to consider many factors as your team constructs a plan to return to work. Before announcing a concrete plan, listening to your employees and letting them have a say in the future of their work dynamic is key to a successful transition. Some aspects of return to work plans may be set in stone but compromise is key to employees feeling valued. Overall, these plans are new to everyone and throughout the process it’s crucial that everyone remains flexible and open-minded.