As The Great Resignation ends, The Great Compromise begins. A term coined by SHRM, The Great Compromise, is the current period where employers and employees are navigating the compromise of coming back to the office with hybrid schedules, added benefits, etc. As you may have seen, last month, President Biden called for his Cabinet to work towards bringing government teams back to the office. This is just one occurrence in the many efforts of government and private employers to bring their teams back to the office.
With only 12% of employees wanting to work in the office full-time and 21% saying they’re likely to resign if they have to go back into the office, how do you help ease the transition while trying not to negatively impact company culture?
Today, we’re sharing five ways learning and development can be the solution to winning “The Great Compromise” era at your organization.
Let Your L&D Strategy Lead Change Management Efforts
Transitioning back to the workplace often involves significant changes in routines and work processes. L&D can facilitate change management training to help employees adapt smoothly.
This may include:
- Workshops on adapting to new technologies, workflow adjustments, or office layout changes.
- Individualized skills assessments to identify new skills gaps that have developed from remote work.
- Manager training to help your managers become better communicators and leaders, using people-first management styles to support their teams through this transition.
These can be departmental or companywide. They can also be offered to managers so they can learn to lead on their own!
Integrate L&D into Office Day-to-Day in a Fun Way
What do your employees want to learn about? What are some skills gaps you know they want to work on filling? By Using employee surveys you can gather that information and use it to create opportunities you know your team will get excited about.
Offer lunch and learn sessions with free lunch and training. Create monthly learning challenges with weekly meetups in the office. Make these opportunities fun and engaging – something they can look forward to when they are back in the office, face-to-face.
Use Your L&D Programs to Attract New Talent
Now, while not ideal, you will likely experience some level of attrition when bringing teams back to the office.
Use your learning and development program as a way to attract new team members. If these candidates are open to working in an office environment and really want to grow at a company, a robust L&D program that will help them envision that upward career path and will attract top talent every time. In fact, 76% of employees are seeking ongoing L&D opportunities as part of their choice of employer.
- Mention your L&D opportunities in each and every job post
- Ask in interviews what type of L&D opportunities the candidate is seeking and speak to how your team is ready to provide those experiences
- Allow candidates to speak with current employees about their L&D experiences
Want Help Leveraging Your L&D Program for Your Return-to-Work Strategy?
NimblyWise’s team of L&D experts has helped teams infuse their L&D strategy into greater organizational goals year after year, swiftly navigating the choppy waters of the world of work over the past few years. If you want support cultivating a strategy that will allow you to pair your L&D and return-to-work efforts, let’s chat.