Your “A” Players: 12 Ways to Attract and Retain Top Talent

Workplace culture starts from within and through its people and it plays a huge role in the employee experience. So, tailoring culture to employee expectations is how employers can stay competitive in a fierce employment market. In research by Officevibe, 53 percent of employees say they have searched for a new job in the last year, with the trend showing no signs of slowing down any time soon.

Employees are leaving their jobs in record numbers. On the question of, “Why?”, research from Work Institute, an employee retention services provider, 21 percent of employees leave due to a lack of work life balance and health issues, and an additional 21 percent walk because they believe their job includes a lack of career development. To remain competitive, employers must offer health, wellness, and development options that meet employee’s immediate needs. In this program, Lively’s Kelli Hemstock will discuss how to offer benefits that meet employee needs, impact hiring and retention and offer important tax benefits and savings that make a significant impact on their budget’s bottom line.

In the decade ahead, what will it take for employees to truly engage to feel happy and healthy, and become more productive? It’s a question employers have been trying to answer as their wellbeing programs fail to meet employee expectations and organizational goals. The traditional tracking and measuring approach to employee wellbeing clearly isn’t enough; biometrics and participation incentives are not inspiring employees to make the long-term lifestyle changes required to feel their best.

With the average worker growing older and the size of generations growing smaller, the idea of workforces spanning five generations is itself starting to age. New reporting suggests seven generations in active employment and a growing number of sub-generations nested within. Are you ready for the new challenges that micro-generations present? Or are you struggling to juggle the already-existing array of employee ages, capabilities, genders, ethnicities, career trajectories, benefit and salary expectations, remote vs in-office situations, and on? More importantly, how well are you keeping the business momentum going with a workforce that’s experiencing various stages of burnout and stress as they negotiate work, family, educational and financial needs?