It’s not me, it’s you: The 2022 workplace trends that are keeping you from attracting and retaining the workforce of your dreams

The workplace trends of 2022 are clear deal-breakers for current job seekers. If you’re having a hard time finding candidates, there is probably a reason why (and it isn’t because there aren’t any). Before you go asking candidates why they want to work for you, make sure you’re giving them good reasons to.

Trend 1: Purpose

Your values are misaligned.

The past two years have proven difficult, but in the face of adversity, companies with solid foundations, intentional goals, and transparent values have risen to the challenge. A well-organized plan makes it easier to maneuver through hardships. Employees’ jobs and sanity are both saved in the process. Employees are seeking companies with values that match their own.  Whether you're defining or refining, finding the underlying “why” within your organization can be overwhelming. We can help manage complicated, purpose-driven projects. Our customizable platform is an easy place to track goals and create a culture motivated by your company values. Defining and implementing purpose cultivates trust in and outside of the company.

Trend 2: Power skills

You’re waiting for someone more “qualified”.

While an ideal candidate has a balance of both hard and power (soft) skills, it’s pretty easy to upskill employees that have a willingness to learn. You can show anyone how to do a hard job, but it’s difficult to demonstrate more “abstract” concepts.

Consider accepting applicants with fewer bullet points in the education section. Compose your interview questions around problem solving and other applicable power skills. Become excited about training your good employees so that they become great ones. Use our platform to track employee milestones, promotions, or other on-site skills that keep turnover rates down and your company morale high. These skills are crucial to running a successful business of any kind.

Trend 3: Employee well-being

You have low standards.

While they may have accepted the bare minimum before, employees are now raising the bar when it comes to salary, benefit packages, and their overall wellness. Some solutions are more obvious than others. If you want a quality performance, you’re going to have to pay a premium price. However, not everyone's needs are met with a bonus check. Rewardian is consistently developing and improving our software to encompass more data around employee wellness. We are able to track employee engagement to better understand what motivates employees and their behaviors. Customized benefit packages can improve an employee’s quality of life, work, and wellness without an increase in salary. While you may not be able to appease or impress everyone, the social and emotional benefits of providing specialized care adds substantial and unique value to you, your employees, and your brand. 

Trend 4: Invite constructive criticism 

You’re a bad listener.

The voices of employees from all generations should be valued by the company, however, Gen-Z has a huge influence on the evolution of current social and political movements. Technology is advancing exponentially and Gen-Zers are the frontline pioneers and innovators. Gen-Z is a hard working and hard playing group of individuals. Their previous life experiences have made them adaptable, independent, fun, the Sagittarius of generations, if you will. This makes them a great candidate for Rewardian systems and strategies, like gamification. The system’s goal is to get consumers, employees and partners to inspire, collaborate, share and interact with each other. When your employees feel heard and valued, workplace productivity and efficiency increases. Finding ways to celebrate with your employees is a great way to show them you value their feedback.

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If you're curious about how these trends are affecting your employee engagement, check out our piece called,  Think Like a Marketer: “Employees are like customers–the more aligned they are with business goals and values, the more likely they are to deliver high quality work.”