login to access full article<\/a><\/strong>[\/display_mode]<\/p>\n\n\n[display_mode mode=”member-only”]Undoubtedly, there will be mixed opinions on the vaccine mandate, but large employers will have to comply with OSHA\u2019s guidance or could be subject to fines.<\/p>\n
The talent market may continue to adapt or shift, as we\u2019ve seen since the start of the pandemic. As the talent market develops and employees process what this rule means, there are some general issues for small and large employers to consider.<\/p>\n
Considerations for Employers<\/strong><\/p>\nThis rule will not directly impact all businesses. But regardless of company size, employers will continue to face employee attraction and recruitment challenges due to the pandemic and, now, vaccine mandates.<\/p>\n
Amid the release of OSHA\u2019s rule, employers can start planning today and revamp their talent strategies to win over and keep more employees.<\/p>\n
Prepare for Mixed Opinions<\/strong><\/p>\nAs mentioned, employment surveys reveal that some employees may quit their jobs if faced with a workplace mandate, but don\u2019t assume that the general employee feedback will be negative. In many cases, employees are on board\u2014and being part of a vaccinated workforce could be a desire of current and future employees who desire safety.<\/p>\n
If unsure about their workforce\u2019s sentiment, employers could use a survey to discover how employees feel about workplace vaccine mandates. A survey won\u2019t change the rules and how it applies, but it can help employers understand where their employees stand and how they can best communicate and address employee needs. Employers could even find out that most of their workforce favors vaccination and then focus on making vaccine-hesitant employees feel heard and understood.<\/p>\n
Once employers know how their workforce feels about impending vaccine mandates, updating their vaccination communication strategy is essential to retaining employees looking for other opportunities. Overall, employers should be empathetic as they communicate with employees and stick to the facts about safety in the workplace. Clear, concise and consistent communication can be critical to organizations educating and engaging with employees. Strong and authentic communication can help employees feel heard and supported if they feel uncomfortable in the workplace.<\/p>\n
Employee Referral Program<\/strong><\/p>\nEmployees can be some of the best brand ambassadors, and they are likely connected to other strong workers. Many organizations have turned to referrals to offset the recruiting challenges posed by the pandemic. That trend will likely continue or increase as companies use such programs to their full potential.<\/p>\n
People often run in like-minded circles. As such, employees on board with a vaccine mandate in the workplace may have other top talents in their networks who feel the same way. So, as it pertains to the vaccine mandate, an employee referral program or a revamped program with additional incentives could help an organization attract new talent while supporting current, strong employees.<\/p>\n
Internal Talent<\/strong><\/p>\nThe pandemic has made upskilling an important talent strategy to retain employees. If they haven\u2019t already, employers could focus on upskilling and retraining employees. Not only can this address skill gaps, but it will support employees\u2019 career growth. Upskilling demonstrates that employers care about workers\u2019 careers and futures. It can be critical to retaining employees on board with workplace vaccine mandates while also offering an attractive perk to employees who may be on the fence about going to a didn\u2019t company without a mandate. Employees who receive training and development opportunities are typically happier in their roles and believe in the company. Upskilling is a way to support employees in their career development while also creating new business opportunities.<\/p>\n
Safety Communication<\/strong><\/p>\nKeep in mind that the pandemic has propelled safety to the forefront of current and future talent concerns. While an organization may be going above and beyond to ensure the safety of employees, these efforts must also be highlighted in employer branding by prioritizing safety in employment- and nonemployment-related materials. Safety-related<\/p>\n
expectations must also be included in job descriptions and postings.<\/p>\n
Employers can start planning now to update job descriptions and company information that highlight or include COVID-19 safety and vaccine information. The overall goal of workplace preventive measures and vaccine mandates is to provide employees with a safe, healthy environment amid the pandemic. Safety continues to be a key driver of employment decisions, so employers can attract and retain more employees by transparently sharing applicable measures and policies in place. Now more than ever, employees are looking for a workplace where they feel safe.<\/p>\n
Summary<\/strong><\/p>\nWhether directly impacted by the vaccine mandate or not, employers of all sizes need to make a concerted effort to attract and retain more employees as vaccination workplace policies are about to change for some. Remember that a small percentage of employers will be impacted, but they employ a majority of workers.<\/p>\n
The first step is understanding where employees stand so organizations know how to approach the topic and craft strategies that will best resonate with their workforce. It\u2019ll come down to listening to and supporting employees and offering attractive workplace benefits to bring in skilled employees and keep more employees on board.<\/p>\n
As employers await more guidance from OSHA, now is an excellent time to understand not only how vaccine mandates could impact their talent strategy today and beyond but also how to take preventive measures to address employees\u2019 concerns and questions. Contact TechServe Alliance today for more employee attraction and retention resources.<\/p>\n
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