The Great Resignation is not merely the act of people quitting but is about people choosing their well-being and personal growth, especially post-pandemic. Employees that experienced burnout, discrimination, identity crisis, and compensation inequality chose to move out unconditionally as their employers did not notice and act in response to the pattern before it became a wide-ranged phenomenon.
If employers want to reverse the trend and hire and retain talent, they have to change the human capital management strategy. The conventional approach to HCM requires a major upheaval to ensure it aligns with employees’ expectations of workplace culture. Hiking compensation packages may be a simpler task but fixing other functional issues requires businesses to address the challenge at the root level.
To begin with, the Great Resignation must be treated as an opportunity to bring in the great change that the workforce needs.
As a first step, employers and HR leaders must make efforts to ensure that employees feel a sense of belonging at work. Their opinions must be heard and acknowledged as they offer insights into how the organization can better themselves at being more employee friendly. SuccessFactors can be used to establish a feedback loop that directly involves stakeholders to respond and act in kind. Rooting out inherent biases that are not immediately visible but are felt individually is essential to keep employees from being demotivated.
Embracing a cloud-based HR solution can be a step forward for many who may be willing to provide better feedback. By allowing them the confidence of anonymity if required, identification of issues becomes easier. The solution can be leveraged to observe and identify the lapses in alignment with values to train hiring managers so that they can root out any bias thus delivering an equal chance for all prospective employees.
Applying analytics to notice patterns in employee choice will help mend identity-related issues. If identified, the talent acquisition personnel can redirect their focus to address any imbalances. The same can be employed to track performance and career progression much closer so that HR leaders can advocate better learning and development options for employees.
As employees continue to work remotely and collaborate from distant locations, the SuccessFactors human experience management (HXM) suite can be used to deliver personalized digital experiences. By promoting engagement in the hiring process right from when employers initiate the conversation with a prospective candidate, HR leaders can communicate the value of commitment to subtly shape the candidate’s opinion in their favor. Adding more value, the solution’s capabilities can be used to enable efficient collaboration which can lead to improved productivity across organizations.
The advantage of onboarding SuccessFactors lies in its capability to deliver optimal results on all requirements that can bolster not just the hiring game but strengthen retention rates.
The important thing to realize and accept is that each individual candidate is unique in identity. HR leaders should guide their teams to tailor their efforts to deliver an authentic experience. Exalogic’s experienced consultants can help businesses realize the much-needed transformation in human capital management and convert the Great Resignation to achieve a great reset.
Elaborating on the conversation about this challenging phenomenon, Exalogic is organizing an exclusive event for HR and IT leaders and key business stakeholders in Dubai, UAE. SuccessFactors has numerous other capabilities to augment HCM and deliver engaging experiences. Join us at this exciting conclave and gain insights about transforming your workforce with SAP SuccessFactors.
Register now before the entries are closed.