Everyone has an expectation of what they want to achieve from their work role. However priorities change between generations, keeping employers on their toes.

Are you aware of your workforce’s changing needs? Adapting will attract and retain people with key skills. Three important areas to address are:

1. Attracting Skills

To appeal to skilled workers, organisations should consider:

• Enhancing their reputation and image as an employer.
• Offer competitive salaries and benefits.
• Offering flexible working arrangements.
• Collaborating with professional and educational institutions, promoting a career path in your sector and offering work experience.

It’s important to present your organisation as a desirable employer. A strong employer brand can be established by showcasing workplace culture, growth opportunities and technological innovation (great for attracting younger talent). Social media campaigns featuring employee testimonials, apprenticeship success stories, and “day in the life” content can promote positive messages about your organisation and its workplace culture. A company that proactively manages its public image can attract credible candidates with the right skills more easily.

‘During the recruitment process, your culture and people are hugely important. Your new recruit needs to fit in – it’s ideal for you and for them!’ says Emma Clack of Heneom HR, based near Welwyn and Stevenage in Herts.

2. Retaining Employees

Successful retention programmes actively involve employees via:

• Linking and communicating individuals’ efforts to overall company success.
• Career development and mentoring programmes.
• Employee recognition and reward initiatives.
• Equipping managers to support workers effectively.
• Cross-training with opportunities for broad and challenging assignments.

“Non-financial benefits are often incredibly important to workers,” says HR and recruitment expert Emma. “Flexible working isn’t always easy to introduce, however it’s greatly valued by most employees. Just a minor change to working hours can greatly enhance an employee’s wellbeing and work-life balance.”

3. Workplace Flexibility

How can you support older workers, retaining their skills and knowledge? Solutions include:

• Flexible working
• Health and wellbeing support
• Upskilling and training

The fascinating part about adapting to retain older workers is that their needs coincide with younger employees’ wants.

Generation Z (born between 1997 and 2012) accounts for a third of the UK workforce. They are digital natives … technology is second nature to them and they have always lived in a fast-changing world. Their ability to embrace technology and adapt fast makes them ideal candidates for your organisation. However Generation Z workers are looking for a specific benefit … wellbeing.

The flexibility within their daily lives should apply to their work role too. 85% of Gen Z workers in the UK prefer hybrid or fully remote work models. (Deloitte)

Older workers value this flexibility too – usually for caring responsibilities or health issues rather than the personal wellbeing sought by younger employees.

“The upshot is … get workplace flexibility right and achieve two huge goals in one go,’ explains Emma ‘You’ll address both recruitment and retention challenges, helping both your organisation and your employees.’

Managing Expectations

Review both internal views and your company’s external image to gain true feedback about working in your organisation. It’s so valuable to see “you” through the eyes of potential and existing employees. Then, you can understand expectations and proactively manage the reality of working for your organisation.

To find out more,  talk to Emma at Heneom HR. Explore how you can attract and retain the right people for your organisation.