In the article, they discuss if job descriptions have become moot because of the Covid-19 pandemic. What has apparently happened is that employers have loaded a host of extra/different duties into many employee’s roles. So, roles that used to have a somewhat narrow focus like accounts payable specialists now have other duties tacked on that have nothing to do with what the title on the job description is. Of course, this leads to the discussion about what should a particular hybrid role be paid. The dilemma that organizations now face is how do they compare this hybrid role to other jobs in the marketplace to determine the level at which they should pay the person in the role.
The caution this employee retention trainer would offer to employers is that they need to figure out a way to pay the person based on the “new” role. If they fail to do so, many employees will feel they are being taken advantage of and will either become disengaged or decide it’s time to take their new skill set and find an employer who will pay for the expanded skill sets. It’s easy not to deal with the issue because it is a complex one. Job descriptions will have to be rewritten and then compared to the marketplace as well as look at internal equity issues. Frankly, it’s a lot of work for both HR and the supervisor of the person that has had their job change.
This employee recruitment expert will tell you that from an employee retention strategies perspective these organizations need to move sooner rather than later. Many employees are not happy with their working arrangements since Covid-19 hit so, they are flight risks as it is. Then, heap on the fact that their job has changed but their job description hasn’t as well as seeing no increase in pay. This is a great way to disrespect (the “R” in C.R.A.P…Caring, Respect, Appreciation, and Praise) the person by signaling that they don’t matter enough to go through the hassle of doing what is right. Unless employers “unstuff” the role or pay more to reflect the new skill sets…people will take these new skill sets and leave when the opportunity presents itself!
Remember…Give Your Employees C.R.A.P.® (Caring, Respect, Appreciation and Praise) Why? Because C.R.A.P. Works!
Is your organization desperate to retain people? If so, email me at firstname.lastname@example.org to find out how the C.R.A.P approach can reduce employee turnover by 40-80%. When you send me the email…make the subject title I’m desperate and I will set up a FREE call so we can get to the root cause of your employee retention issues!