Adjusting to Changing Workforce Expectations – How to Attract, Retain, Engage and Manage Employees

The events of the 2020 have accelerated changes to the nature of work, the workplace, and the workforce. Some employers have stepped back and refined their onsite, remote and hybrid workforce strategies to address all three of these dimensions including policy changes, realigning workflows, and technology enablement. Hospitals, where some roles can never be remote while others can, have an added issue – how do you avoid creating two completely different workplaces and cultures within the same environment where a large segment of the world today is embracing remote and hybrid work arrangements?

A coordinated approach recognizes how the various aspects of the employment experience interact to help or hinder attraction, recruitment, retention, productivity, and engagement – and how many advancements made during the last 12 months are laying the foundation for the future. This interactive webinar session will examine five key areas that hospitals will need to align as they consider making remote work arrangements permanent:

1. Leadership – What is needed to help get leaders on board?
2. The Changing Nature of Work – What is expected of employees who are given the work-remote option as well as those who you decide must stay remote?
3. The Evolving Workplace – How do you encourage and support collaboration, keep communications open and flowing, manage both workflows and workers, have a handle on performance management and succession planning, and keep employees focused on their jobs when you can’t predict outside distractions?
4. Evolving Workforce Expectations – How can you monitor the voice of employee priorities, tweak the employee value proposition (EVP) including ensuring compensation equity, adjust to generational differences in what employees want and expect, and provide the right balance of career path and micro-experience to satisfy and engage the workers of today and tomorrow?
5. Technology – What new technology might be needed to support a permanent remote and hybrid workforce that neither slows employees down nor leaves gaps in security? How is this different from what was put in place during the last year?

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