Nominate Your Company for a Top Workplaces for Remote Work Award

A Symbol of Excellence

The Top Workplaces for Remote Work award highlights organizations that prioritize their employees’ well-being and satisfaction. It recognizes companies that actively listen to employee feedback and cultivate people-first cultures.

Based on extensive research and benchmarks accumulated over 18 years of culture research, Top Workplaces awards serve as a symbol of excellence, setting these companies apart as leaders in fostering positive work environments.

Is Your Company a Remote Workplace Star?

Has your company created a standout employee experience in a remote environment? Is it committed to hiring remote workers in the future? Then nominate your company for a Top Workplaces for Remote Work award! Nominations may be submitted now through June 7th, 2024.

Click to nominate your company

Previous Winners

See these exceptional employers from across the US.

The Importance of Remote Work to Candidates in 2024

Remote work and more flexible work environments continue to be one of the most sought-after benefits for workers. However, there is a disconnect between the number of workers who want the ability to work remotely and those who have that flexibility. According to our 2024 Future of Work survey, 46% of US workers are back working in the office full time, compared to only 12% of workers that fulfill their role completely remote. Despite the return to office mandates, workers continue to stress the importance of remote work, with 42% desiring increased remote work flexibility.

Are Businesses Supporting Remote Work?

Employees aren’t the only ones weighing in on remote work. In our same survey, 33% of employers admitted that finding talent to work in-person/on-site will become increasingly difficult in the near future, and 36% are changing their roles to become more flexible/remote. Flexible work schedules and locations are beneficial to recruiters’ jobs as well, with 51% saying that offering flexible work options gives them a recruiting advantage and 49% thinking flexible work options help them retain talent.

The Monster-Energage Partnership

Monster, a global leader in connecting people with jobs, and Energage, the technology company behind the nation’s leading employer recognition program, Top Workplaces, have partnered to honor the Top Workplaces for Remote Work. This partnership highlights the growing importance of remote work in today’s professional landscape. These awards not only acknowledge outstanding employers but also emphasize the significance of employee feedback and satisfaction. Monster’s commitment to making workplaces happier and more productive mirrors the values of the Top Workplaces program, making this collaboration a perfect match.

Monster’s dedication to creating a positive work environment extends to helping customers create a strong Corporate Culture and offering customized Employer Brand solutions. Discover how Monster can help your organization excel in employer branding, check out our comprehensive Employer Branding Guide.

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Emotional Intelligence for Effective Leadership

Effective leadership no longer relies on traditional managerial skills and intellectual quotient (IQ). In today’s competitive work environment, emotional intelligence, often referred to as EQ or EI, has emerged as a crucial element of successful leadership. EQ is responsible for shaping how leaders interact with their team members, navigate challenges, and drive the team’s success.

Understanding the Significance of Emotional Intelligence in Leadership

According to psychologists Peter Salovey and John Mayer, emotional intelligence is a set of skills that involves the “expression of emotion in oneself and in others, the effective regulation of emotion in self and others, and the use of feelings to motivate, plan, and achieve in one’s life”.

Research shows that teams led by emotionally intelligent leaders tend to outperform their counterparts in innovation, productivity, and employee satisfaction. In a 40- year study run by UC Berkeley, EQ was revealed to be four times more effective than IQ in predicting who achieved success in their respective field. Leaders with high EQ can manage more successful and collaborative teams through open communication and effective decision-making.

Self-awareness, self-regulation, empathy, social skills, and motivation are key characteristics of leaders with high emotional intelligence. These traits contribute to a leader’s effectiveness in pushing their teams to reach shared goals. An effective leader strengthens a team’s performance by supporting and encouraging team members to do their best work.  A Monster poll addressing mental health in the workplace revealed that 53% of workers associate poor mental health at work with having a bad manager. With mental health being impactful to not only the individual, but also the team at large, it is important to be aware of the well-being of each team member. Strong leadership can help alleviate some of the factors that impact mental health in the workplace.

Developing Self-Awareness for Effective Leadership

One of the most important elements of EQ for effective leadership is self-awareness. Self-awareness involves your ability to recognize and understand your own emotions, strengths, and weaknesses. This includes the awareness of how your emotions and actions impact others. For leaders, self-awareness is key to building healthy and communicative relationships. Through these skills, more informed decision making can occur and lead to personal and professional growth.

A Harvard study on a Fortune 10 company revealed that workplaces consisting of team members with low self-awareness cut the team’s success in half. Psychologist Tasha Eurich, concludes that “consequences of working with unaware colleagues include increased stress, decreased motivation, and a greater likelihood of leaving one’s job”. Self-aware leaders are better equipped to navigate challenges, manage stress, and inspire confidence among their team members.

Leaders can empower individuals to embrace their strengths, acknowledge their areas for improvement, and strive for continuous growth and development by fostering a culture of self-awareness within their organizations. Through practices such as seeking constructive feedback and evaluating your own performance, leaders can deepen their self-awareness, gaining invaluable insights into their leadership style and its implications for team dynamics and workplace culture.

Tips to improve self- awareness:

  1. Check-in with employees and listen to feedback.
  2. Evaluate your performance and compare it to feedback from others.
  3. Address emotional weaknesses.

Self- Regulation Strategies for Leadership Success

A calm head leads to clear communication and reduced conflicts. Self-regulation sets the tone for your entire team. When you stay positive and collected, it creates a more resilient and adaptable work environment.

Self regulation is all about managing your emotions and not allowing your emotions to take control. Stress management can help with self regulation. A Motorola manufacturing facility saw a 93% increase in productivity after undergoing stress management and emotional intelligence training.

Self regulation requires the ability to reflect and adapt to situations and diffuse conflict appropriately. Accept that some things are out of your control. Sometimes it is necessary to pause before responding to high- stress situations. By self regulating, you are able to take a more level-headed approach to your next actions.

Tips to improve self-regulation:

  1. Avoid making impulsive decisions in emotional moments.
  2. Find ways to relieve stress such as exercise, meditation, journaling, or hobbies.
  3. Breathe and pause before responding to criticism.
  4. Be constructive when addressing negative behaviors.

Cultivating Empathy and Compassion in Leadership

Leaders who show empathy towards their team members have a higher likelihood of maintaining a collaborative and successful team. By having a leader who understands the feelings of others, team members feel valued, understood, and motivated to carry out great work.

Empathy involves reading verbal and non-verbal cues from team members who may not outwardly express their feelings. This enables you to get a deeper understanding of how team members may react to certain situations, which can help in navigating conflicts in the future.

Team members have individual needs and concerns that can be met and understood through empathy. With an empathetic approach through active listening and validating emotions, leaders can create an environment of effective communication, conflict resolution, and efficient decision making.

Tips to improve empathy:

  1. View situations from other people’s perspectives.
  2. Break down how decisions may impact other team members.
  3. Take the time to connect with your employees.
  4. Show appreciation for other people’s work.

Social Skills for Leadership Success

Social skills are crucial when leading a group of people with unique personalities. Successful leaders are able to adapt to working with different personality types and maintaining effective communication among them. Our polls reveal that  63% of workers attribute a toxic work environment for their poor mental health at work.  A leader with strong social skills can effectively navigate conflicts in a constructive manner by listening to all perspectives and guiding the team towards mutually beneficial solutions. This prevents the work culture from becoming a toxic environment.

Socially aware leaders listen and engage with open communication in order to build trust and genuine connection. This builds loyalty within the team which leads to effective collaboration and diverse perspectives.

Tips to improve social skills:

  1. Be an active listener.
  2. Be aware of non-verbal cues.
  3. Encourage open communication within your team.

Inspiring Motivation through Leadership

Motivation is what pushes a team towards reaching their goals. It is important for leaders to inspire team members to stay positive and motivated in order to do so. This can be done by leading by example and setting clear, realistic goals.

Effective leaders are aware that all team members have strengths and weaknesses. By highlighting and encouraging individual strengths, team members feel valued and encouraged to stay motivated. Leaders should celebrate their team’s achievements to boost morale and provide a sense of accomplishment.

Tips to improve motivation:

  1. Focus on positivity.
  2. Set personal and team goals.
  3. Celebrate people’s strengths.

Conclusion

Emotional intelligence has proven to be crucial in building and maintaining successful teams. Self-awareness, self- regulation, empathy, social skills, and motivation are key characteristics to look for in leadership positions. Leaders with high EI have the power to strengthen their team and encourage them to do their best work.

Benefits and Perks That Attract Gen Z Employees

Gen X introduced us to work-life balance, Millennials changed the way we communicate, and now Gen Z is starting to make their impact. Coming in fast, 17.1 million Gen Zers entered the labor market last year, and by the end of 2024, it’s expected that this generation will outnumber Baby Boomers in the workforce.

In today’s tight labor market, it’s never been more imperative for employers to understand the incoming generation’s motivations and concerns. While salary tops Gen Z’s list of employment “must-haves,” Monster’s most recent State of the Graduate survey found that these young job seekers also care about career advancement, workplace wellness, diversity and inclusion, and work-life balance. Below, we explored the top benefits and perks you can offer to help attract Gen Z talent.

Work-Life Balance

Behind salary, 58% of recent graduates said work-life balance is the most important aspect of a job. But this digitally savvy generation thinks of work-life balance differently than their Gen X counterparts, who grew up with workaholic Baby Boomer parents. For Gen Z, many either began their careers or were still in school when the world went remote during the Covid-19 pandemic. As they enter the workforce now, Gen Z understands perhaps better than anyone that many jobs can be performed outside of a traditional office environment or even within the confines of ‘9-5.’ In fact, almost 62% believe working full-time in an office is just as outdated as roll-down windows or floppy disks.

One of the best ways to attract Gen Z employees with the skills you need, especially in sectors where talent is scarce and offsite work is feasible, is to promote your open positions with a remote option. Considering 73% of recent grads said they would be more likely to apply for a job if the position allowed them to work remotely from anywhere, offering remote work can be an effective way to expand your talent pool and haul in Gen Z candidates. For businesses that are unable to allow employees to work fully remote, offering hybrid or flexible work schedules can help demonstrate to Gen Z that you are an employer who recognizes the changing needs of workers and the workplace.

Health Insurance and Wellness Benefits

Gen Z may be young, but they’ve already been through a lot in their young adult lives. From the Covid-19 pandemic to sky-high inflation, it’s no wonder this generation is reporting higher stress levels compared to any of their recent predecessors. But this generation isn’t going to just grit their teeth and bear it. They’re changing the conversation around mental health and actively seeking treatment for stress, anxiety, depression, or other mental health issues they may be dealing with — more so than any other generation.

When it comes to assembling benefits packages to attract Gen Z employees, offering mental health support is an expectation, not a nice-to-have. Focusing on robust healthcare benefits and workplace wellness practices can help assure young, prospective employees that you care about your workers’ wellness. This may include:

Career Growth Opportunities

Unlike their Millennial job-hopping counterparts, Gen Z is motivated to find meaningful, long-lasting careers. While they may have a long way to go up the career ladder, Gen Z knows they won’t rise to the top unless they are given opportunities to acquire the skills needed for career advancement. For this reason, one of the most effective ways to attract Gen Z employees — and retain them — is to develop a robust employee training program that includes:

  • Funding for professional certifications and seminars
  • Membership in professional associations and conference attendance
  • Subscriptions to industry blogs, podcasts, and newsletters
  • Tuition reimbursement

Other ways you can signal your commitment to internal advancement is to sponsor a mentorship program or even cover the cost of annual career or life coaching sessions. Not only will a focus on cross-training and mentoring nurture a more skilled workforce, but it can also earn your employees’ loyalty and burnish your employer brand.

Investment and Financial Planning Benefits

It’s a long way until retirement for Gen Z, but that’s not stopping them from prioritizing their long-term finances, even as they manage high levels of student debt and an increasing cost of living. In fact, despite all this, Gen Z has saved almost three times the amount Gen X households had saved when they were the same age.

When it comes to finding employment, it’s clear that Gen Z will do just about anything to feel secure, whether it means working multiple jobs or turning down job offers with insufficient salaries. As an employer, you can appeal to their desire for long-term financial security by offering generous incentives, such as:

Diversity, Equity, and Inclusion

Gen Z is the most diverse generation to enter the workforce yet. They are savvy about topics relating to diversity, equity, and inclusion (DEI) and can easily discern between empty statements about DEI efforts that never gain traction and sincere investments that support and value employees with a wide range of life experiences.

One of the most effective ways to attract Gen Z employees is to be as transparent as possible about your industry’s — and even your company’s — efforts and obstacles when it comes to parity in hiring and advancement for traditionally underrepresented groups. Soliciting input from this younger and more diverse employee cohort, along with investing in proven strategies, such as employee interest groups (EIGs), can help you outpace your competitors in the quest for Gen Z’s top performers.

Attract Gen Z Talent to Your Workforce

The best way to attract Gen Z employees with the skills you need to grow your business is to understand their motivations and offer the benefits they’re looking for in their next (or first) workplace. From messaging to outreach, Monster can help you better engage with Gen Z across platforms, sites, and devices, giving you an edge in recruitment and retention. Learn more about Monster’s Emerging Workforce Solutions today.

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Monthly Jobs Report: Monster’s Hiring Snapshot

Despite high interest rates and inflation, job growth continued to accelerate in March with gains of 303,000  — the best job numbers in almost a year — according to the latest U.S. Bureau of Labor Statistics’ (BLS) monthly jobs report. Adding to this growth and offering a positive snapshot into the months ahead, the number of active job postings increased on Monster as well, up 3% in March.

“The recent uptick of 3% in active job postings on Monster.com throughout March offers a glimmer of hope for the job market’s trajectory,” Monster Economist Giacomo Santangelo says. “Yet, forecasting its future expansion necessitates a nuanced examination of various factors at play. Critical is the sway of consumer confidence and spending habits on job creation. The continuation of robust consumer spending could drive demand for goods and services, thus catalyzing hiring across diverse sectors of the economy; however, the pace of growth varies across industries. While sectors like retail, healthcare, and hospitality have witnessed notable rebounds, others may lag behind.”

Below, we shared our breakdown of the latest job numbers along with key takeaways to help employers plan for the months ahead.

Four Year Pandemiversary: Then and Now

Four years ago, the economy suffered a loss of nearly 20 million jobs with the onset of the Covid-19 pandemic. Today, however, job growth is strong, proving resilient against high interest rates and inflation. After crunching job numbers, the economy has experienced positive job growth for 39 consecutive months since the pandemic, marking the fifth longest period of job expansion on record. Meanwhile, the unemployment rate — currently at 3.8% — has been below 4% for 26 months in a row, the longest streak since the late 1960s.

 

“The resilience of the job market amidst challenging economic conditions, including high inflation and elevated interest rates, stems from various factors,” Santangelo says. “Nevertheless, it’s imperative to recognize that disparities exist across industries, regions, and individual circumstances, with some facing greater challenges than others. Notably, sectors like technology and healthcare are driving strong demand for labor; however, a significant challenge lies in the skills gap across industries, where employers struggle to find workers with requisite qualifications, leading to intensified competition, increased wages, and enhanced job security for skilled workers.”

Healthcare Employment is Experiencing a Growth Spurt

The Covid-19 pandemic created rampant burnout within the healthcare industry, causing many to leave the profession in 2021 and 2022. However, starting in 2023, the reverse happened as the healthcare sector became a powerhouse for job creation with employment expanding by 3.9% — the fastest rate since 1991.

So far, this strong growth has continued in 2024 with the sector leading the way in hiring in the BLS monthly jobs report for the second month in a row. Accounting for nearly one-quarter of the overall gain in March, healthcare added 72,000 payrolls in ambulatory health care services, hospitals, and nursing and residential care facilities. Likewise, on Monster, the number of active healthcare job postings increased 6% month-over-month. Of the top healthcare jobs hiring, job postings for registered nurses remain #1 overall on site, while other top open positions include:

  • Critical care nurses (#6 overall)
  • Physical therapists (#8 overall)
  • Licensed practical and licensed vocational nurses (#10 overall)

“The healthcare industry’s accelerated job growth between 2021 and 2024 owes much to a combination of strategic initiatives and industry dynamics,” Santangelo says. “The continued integration of technology, particularly in healthcare services and technology businesses, has driven tangible benefits, fueling further growth. Also, the pandemic-driven pressure on the healthcare system prompted a surge in innovation. The multifaceted changes reshaped workforce dynamics emphasizing telehealth, gig economy roles, and strategic investments in ambulatory care services have collectively reversed negative trends and spurred robust job growth within the healthcare industry.”

Leisure and Hospitality Payrolls are Back to “Normal”

The leisure and hospitality sector was undoubtedly one of the hardest hit during much of the Covid-19 pandemic thanks to business shutdowns, travel restrictions, vaccine mandates, capacity limits, and supply shortages. Not to mention, high inflation soon followed, impacting consumer spending on nonessential activities like dining out, travel, and entertainment. As such, recovery efforts took a bit of time — four years, to be precise. However, with gains of 49,000 in March, employment within the leisure and hospitality sector finally returned to its February 2020 pre-pandemic level.

Looking ahead, Monster data shows continued growth within the category heading into spring. Over the past month, the number of active job postings increased 6% as employers hired for top positions, including:

  • Cooks
  • Combined food prep and serving workers
  • Waiters and waitresses

Meanwhile, job searches are trending up (+2%) within leisure and hospitality as well. Top job searches include:

  • Bartender
  • Cook
  • Dishwasher

Employment is Building in Nonresidential Construction

It’s finally spring, which means construction hiring is breaking ground across the country. Building on February’s 23,000 payrolls, the BLS monthly jobs report showed that another 39,000 were added to the economy in March, about 41% of which can be attributed to nonresidential construction.

And employers aren’t finished hiring just yet — with a 2% uptick in construction job postings on Monster over the past month, open positions still remain for:

  • Construction laborers
  • Electricians
  • Plumbers

From a candidate standpoint, construction-related job searches for positions like electrician and general laborer went up 5% in March.

Looking ahead, residential construction continues to face high interest rates and inflation. However, Deloitte says the nonresidential segment is likely to continue to grow as federal funds support the construction of chip fabrication plants, biotechnology facilities, EV battery factories, and other clean energy projects in 2024. Not only will these types of initiatives continue to be a boon for construction employment, but Santangelo says clean energy projects can also “be a significant driver of job growth across multiple sectors” as well.

Wage Gains Hampered by Still-High Inflation

As employment expands, pay has been increasing along with it, as was the case in March. According to the BLS monthly jobs report, average hourly wages increased by 12 cents (0.3%) over the past month, or 4.1% over the past year. These wage hikes may look substantial at first glance; however, a closer look reveals they may not have as great of an effect on workers’ wallets amid still-high inflation.

Santangelo says, “Despite a 4.1% increase in wages over the past year, consumer prices have also risen by 3.2%, suggesting that real wage growth may be less than reported. Thus, while job growth and wage increases generally correlate, their overall net impact on individuals’ incomes is influenced by factors such as inflation.”

Stay Tuned for the Next Monthly Jobs Report

Monster aims to provide employers with the insight needed to move forward. As you plan your hiring strategy over the next month, check out Monster’s 2024 Work Watch report for the latest hiring trends and insights.

We’ll see you here again in May when we will release our next take on the monthly jobs report.

Legal Associate Job Description Template

Legal associates are the junior staff at your law firm who learn the ropes as they support senior staff in the day-to-day operation of your firm. Under the supervision and guidance of experienced attorneys, these employees research case law and regulation, prepare legal documents, and provide clients with case updates, among other tasks. The first step in finding candidates for your open position is to create an effective legal associate job description.

Use this template to quickly and easily draft a job advertisement that reflects the needs of your firm. Also, browse Monster’s legal associate job listings for more ideas about details you can add that will attract qualified candidates.

Actor Job Description Template

Actors are artists who portray both fictional and nonfictional characters for various mediums, including film, theater, advertising, and radio. Whether you’re hiring an actor to star onstage in an artistic interpretation of Macbeth or to demonstrate the superiority of your ultra-whitening toothpaste in a television commercial, the first step to finding candidates for your open position is to create an effective actor job description.

Edit this job description template to create a job advertisement that attracts the right candidates for your needs. Also, be sure to browse Monster’s actor job listings to get more ideas about how to present your open role.

Can Sustainable Business Practices Help Drive Your Organization’s Success?

Sustainability has become a strategic imperative in today’s business environment. Particularly for Human Resources (HR) and recruitment professionals, understanding and integrating sustainable practices is crucial not only for the success of the business, but also for attracting and retaining top talent. Here we explore the impact of sustainability on HR strategies and organizational achievements, focusing on the importance of adopting sustainable business practices.

Sustainability: A Magnet for Top Talent

The sustainability movement is not just beneficial for the planet; it significantly impacts business dynamics, particularly in recruitment and retention strategies. Companies with high Environmental, Social, and Governance (ESG) ratings often outperform in the market, attracting employees who prefer to associate with successful and responsible employers. Research by the Society of Human Resource Management (SHRM) highlights that a significant portion of Gen Z (46%) and Millennials (55%) consider ESG factors important in their job search, with 75% of U.S. executives acknowledging ESG initiatives’ positive impact on employee engagement.

Cultivating Culture and Engagement

Sustainable business practices directly contribute to creating a positive workplace culture and enhancing employee engagement. Aligning organizational values with sustainability initiatives not only fosters a sense of purpose among employees but also drives motivation, loyalty, and productivity. This, in turn, attracts ethically minded candidates, positioning the company as an employer of choice and giving it a competitive advantage in the talent market.

Enhancing Brand Reputation

A company’s commitment to responsible practices significantly influences its brand reputation, a crucial factor in talent attraction. Sustainability efforts can dramatically improve a company’s image and build trust among customers, employees, and stakeholders. According to studies by McKinsey and NielsenIQ, products with ESG-related claims saw a 28% cumulative growth over five years, compared to 20% for those without such claims, underlining the market value of sustainability.

Driving Innovation and Efficiency

Sustainability and diversity are inherently linked, with both driving organizational innovation and creativity. A diverse and inclusive workplace, as supported by HR, encourages a variety of perspectives and ideas, leading to innovative solutions and increased productivity. Additionally, implementing sustainable practices, such as digitizing recruitment processes and supporting remote work, can significantly streamline operations, reduce costs, and lessen environmental impact. 

Navigating Compliance

With evolving ESG regulations, compliance is essential for mitigating legal risks and maintaining a positive reputation. HR professionals are at the forefront of integrating sustainable practices into recruitment and company policies, ensuring alignment with regulatory standards and organizational values. This strategic alignment ensures that the company remains resilient and adaptable, ready to face future challenges and market dynamics.

Conclusion

Incorporating sustainable business practices into HR and recruitment is a strategic imperative for today’s organizations. Beyond attracting top talent and boosting employee engagement, these practices contribute to long-term success and resilience. As HR professionals, embracing sustainability is not just about making incremental changes; it’s about leading the way in fostering a sustainable, innovative, and inclusive workplace culture.

Committing to sustainability as a strategic priority can unlock the full potential of your workforce and steer your organization toward a thriving and more sustainable future.

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To learn more about ways Monster can help support your recruitment and retention efforts, contact us today, 1-800-MONSTER. Be sure to ask about our Employer Brand and Pay-for-Performance solutions that are customized to your budget, timing, and talent acquisition needs.

What Employers Can Learn From 2023’s Labor Strikes

The number of striking workers more than doubled in 2023 with high-profile walkouts seen across industries from healthcare to manufacturing to education and more. Top demands from picket lines included better pay, increased staffing, and improved health and safety, and the results of these walkouts was a testament to the power that the labor force holds.

“The increase in strikes in 2023 stems from mounting frustration among workers regarding stagnant wages, lack of benefits, poor working conditions, and feelings of being overworked in the wake of the pandemic,” says Alex Adekola, CEO and founder of Remove My Mugshot. “Unions are gaining momentum as more workers demand better treatment.”

Having seen workers at Kaiser Permanente, SAG-AFTRA, and the United Auto Workers prove successful in their picketing, experts say a ripple effect is occurring. Already in 2024, Uber, Lyft, and Doordash workers went on strike, turning off their apps in an effort to receive better pay and working conditions. “I expect strikes to continue in 2024 as the economy cools and workers feel squeezed by inflation,” Adekola says. “Industries prone to poor treatment like retail, food service, and transportation will likely see more worker action…workers seem unafraid to withhold labor to achieve fair treatment.”

Of course, no employer wants to see internal issues escalate to a labor strike as it can cause them to experience disrupted operations, reputation damage, lower employee morale and productivity, and loss of skilled workers — all of which can impact recruitment efforts. To create a better employee experience and prevent future walkouts, we shared a few tips to help employers better navigate the year ahead.

Revisit Employee Pay and Benefits

Although inflation has begun to cool after reaching its peak in June 2022, the cost of living is still continuing to increase, up 3.2% in 2024. Yet, a Monster poll found that an astounding 81% of workers’ wages have not kept up with the rising cost of living. In fact, more than half of workers said they have not had a raise in more than a year.

When it comes to keeping workers happy, Ursula Mead, founder and CEO of InHerSight, a company reviews platform for women, says, “Providing fair and competitive pay is the starting point. Fair pay signals to employees that you value their work and their skill set.” To ensure wages are competitive, Monster’s salary tool can help employers quickly calculate average pay for the positions and markets in which they’re hiring. Beyond pay, employers should also look at the entire compensation package, including benefits like healthcare, retirement contributions, and tuition reimbursement.

Prioritize Employee Wellness

Ongoing labor shortages are taking a toll on mental health, with 3 out of 4 workers saying they feel burnt out as a result of staffing shortages impacting their workloads. This can create unsafe work environments, affect productivity, and lead to increased turnover or even labor strikes.

To improve working conditions and provide employees with a better work-life balance, Charles A. Krugel, a labor and employment attorney, says, “Progressive and astute employers are placing greater emphasis on employee happiness and satisfaction, and improving recruitment and retention by focusing on employees’ holistic health. More employers are offering more flexible work hours and conditions, more paid time off (PTO), and improving access to healthcare services. As happiness and satisfaction increase, so should loyalty, and turnover will decline.” Employers may also consider offering remote work — where it makes sense — as another Monster poll found that working from home can improve workers’ overall mental health and wellbeing.

Train Managers to Mitigate and Resolve Issues Early On

Picket lines don’t just form overnight. They stem from months, maybe even years of unanswered responses from management to the issues workers must deal with on a day-to-day basis. These issues are often first heard by managers, and if addressed swiftly, employers stand a greater chance of mitigating and resolving issues before talks of a strike even begin to take place.

“Managers need more training across the board,” Mead says. “They’re the first point of contact, the first people who hear when there are problems, and the people who are most likely to know that an employee needs support. They need regular training on what benefits your company offers, how to deal with conflict, how to recognize employees, and how to have hard conversations.” When hiring for management positions, employers should look for candidates that demonstrate soft skills like active listening, communication, and mediation. Offering conflict resolution workshops or seminars can further help existing leadership develop or improve upon these skills.

Stay on Top of Labor Market Trends

Monster aims to provide employers with the insight needed to keep businesses running like well-oiled machines. As you plan your recruitment and retention strategies, turn to Monster Intelligence for a deeper dive into data and labor market trends and what they mean for your business.