There was one of the biggest stories related to the pandemic the so-called Great Resignation, a shake-up of talent in nearly every industry as employees reevaluate their professional priorities and the role work should play in their lives. Salary, benefits, employee benefits, telecommuting, relocation, work-life balance, culture, and what workers want from life in a post-pandemic world are all contributing factors to this phenomenon. It’s a combination that has tilted the labor market in favor of employees, forcing companies to scramble to retain and attract talent.

It’s easy to see The Great Resignation as a problem for HR or business leaders, including CEOs. HR has to deal with this problem, but IT can – and should – play a role in the formation of plans for the acquisition and retention of personnel at all levels, from rank-and-file workers to managers and supervisors.

At the most basic level, IT must support policies related to remote or hybrid work, as well as plans for returning employees to the office. Because depending on how the physical office space will be redesigned according to the post-pandemic reality, IT will be needed to plan the logistics and ensure the efficient functioning of the office layout.

The basics, at the moment, are table bets. IT has a unique opportunity to support recruitment and retention efforts that go far beyond logistics. Involvement at a deeper level can strengthen the relationship between IT and the rest of the organization.

Appointment of HR Liaison

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