Several weeks ago we talked here about the Great Resignation, a phenomenon that pushed nearly four million Americans to quit their jobs. It was one of the consequences of the pandemic. This not only had effects on the day-to-day, but also in the workplace.
A report by the Personio platform now throws up a second concept: the Great Reassessment. In this Befree blog post we will talk about this idea that promises to revolutionize the dynamics between companies and their employees.
What is the Great Reassessment?
The continuous and profound changes in the routine and day-to-day life of workers have caused them to rethink certain things. Starting with pay, but it doesn’t stop there, far from it. Employees now stop to assess and evaluate their working conditions in terms of working hours and environment.
This is what the Great Reassessment is all about. Factors such as personal well-being, work flexibility or the communication of values, as Nacho Meneses points out in El País, have begun to play a prominent role. To this has recently been added the growing problem of talent management.
According to the results of the Personio survey, more than 60% of European companies have serious difficulties in finding qualified talent. On the other hand, 90% of HR professionals acknowledge that they have problems in managing talent that has already been hired, as well as in securing its loyalty.
A question of priorities
The Great Reassessment has taken hold in the heads of employees. They have updated and modified the list of values they consider essential. For example, the famous work/life balance is a concern for 71% of the workers surveyed.
Flexible working hours and a positive and healthy working environment are of concern to 65% of employees, who want the company to care deeply about the well-being of its employees. All of these changes were heightened by the pandemic, which nearly 40% of respondents blame for their careers being cut short.
Perry Timms, CEO of People and Transformational HR Ltd, points out in Personio’s report that “HR managers must ensure that remote and hybrid working models enable people to thrive and advance their careers“. In addition, he highlights the threat of what he calls “presence bias.” That is, giving priority and greater attention to those employees who come to the office daily or more often.
Prevention rather than cure
The report itself published by Personio offers some tips and recommendations to try to prevent all this. Personio’s Head of People Experience, Cassandra Hoermann, speaks clearly about it: “With hybrid or remote work models still in their infancy, companies should not underestimate the importance of corporate culture and management.
Hoermann stresses the importance of both concepts, which he describes as “key aspects for strengthening ties and communication channels“. Thus, the Great Reassessment implies a change not only in the mindset of employees, but also in the way companies operate and behave.
