Employers should take note, as company culture starts with professional development.

Employees and employers alike may have thought they understood company culture, and likely did until recently. Coming to work, knowing company values, interacting with others are all no brainers when it comes to the driving forces that make up company culture. Buy a seismic shift is occurring on two fronts. One, various generations are working together in multiple industries and two; the pandemic has changed attitudes about where work can occur and how that may or may not affect culture.

The Linkedin Global Trends 2022 report says more freedom to work where and when employees want, as well as attention to wellbeing, are important demands employers need to consider. Consider the numbers: when picking a new job, 63% of professionals put work-life balance as the top priority. Sixty percent are interested in compensation and benefits and 40% say the colleagues and culture they will be working with are their top priorities.

Employers should take note as company culture starts with professional development. Fifty-nine percent of those interviewed say the best way to improve culture is through professional development, whereas 48% say flexible work support are important. Rounding out the bottom three needs for improving company culture are mental health and wellness at 43%, training managers to lead remote and hybrid teams at 35%, and diversity and inclusion at 36%.

The trend is not only American. According to the report, the global average of candidates who consider company culture a top priority when picking a job is 40% — the Netherlands being the highest at 50%.

Company culture is one area employers can improve upon to maintain worker satisfaction. However, the pandemic has also led to what some call the Great Resignation or Great Reshuffle as workers leave jobs for greener pastures or simply to take a break. What this means is that companies need to differentiate themselves in a new way rather than clinging to the older ways of hiring.

For example, a 67% increase in engagement was noticed on Linkedin when company postings mentioned culture. From 2019 to 2021 there was a 362% increase of the mention of “flexible work,” a 35% increase of the mention of “wellbeing,” and a 15% increase in the mention of “company culture.” The report says that listening to your own people, being willing to change messaging, and getting leaders to talk about culture can tip the balance to booster the employer brand. Also recruiters have three things to consider as well: pressure testing your employee value proposition, being authentic and investing in onboarding. Overall, companies that want an edge, and want to be able to attract and retain employees during this unprecedented economic environment have to completely re-think their culture and what company culture means. Employee demands are shaping the new culture. Best to listen carefully.

CUTimes