The demand for flexibility at work is mounting
A growing demand for flexibility in the workplace is one of the four macro trends leading to the rise of alternative work arrangements, cross-functional teams, and project-based work. Recent studies have shown that competitive pay and a great culture will get employees in the door, but the key to keeping talent is diversity, inclusion, and, above all, flexibility.
Deloitte’s 2018 Global Millennial Survey found that 43% of Millennials plan to quit their current job within two years. Why would someone voluntarily leave a hard-won role with a steady paycheck and benefits? 62% of those who would willingly leave are tempted by the gig economy, and its promise of flexibility, the potential to earn more, and the possibility of pursuing work that’s meaningful to them.
Fortunately, employers have an effective tool at their disposal to engage and retain great employees: onboarding. Or, more specifically, modern onboarding. This introductory period enables companies to show (not just tell) new hires what it will be like to work together. It also provides the functional groundwork for flexible working arrangements – everywhere along the spectrum from fully remote to fully in the office.
Optimize your mobile-first onboarding with these 4 best practices:
Highlight company values and mission
Show employees how their individual role is meaningful and how they are a part of something bigger.
Provide an effortless user experience
Impress new hires, especially digital natives Millennials and Gen Z, with a clean, easy to follow interface.
Protect employee personal data
Make sure all employees, whether on site or remote, have their personal information transmitted and stored in a SOC 2 Type 2 and GDPR compliant manner.
Build a network
Bolster new hire’s relationship to the company through powerful social bonds.
As the demand for flexibility grows, and the allure of the gig economy increases, companies can strengthen their relationship with employees and gig workers with stellar onboarding.
