If there’s anything to be sure of, the last few years have changed the world quite a bit, including people’s job expectations. According to the Bureau of Labor Statistics, more than 4 million people quit their jobs every month from January to September. That is an estimated 36 million people who quit their job in search of better opportunities – not far behind the 47 million who voluntarily left their jobs in 2021.
So, why are so many people willingly leaving their jobs? There is a range of reasons for the mass exodus of employees. Still, a few things are clear: People seek more flexibility, work-from-home opportunities, higher pay, better work-life balance, and benefits.
Meeting the inclusivity demand
Some employers have heard these pleas and adopted new and innovative options to meet the demand of the workforce. Others implemented unlimited paid time off, student loan assistance, gym memberships, and childcare incentives. While these are wonderful benefits for certain people, unfortunately, not everyone can take advantage of these benefits. Employers are on the hunt for newer, more diverse, and inclusive perks to attract talent and help retain their current employees.
Employers must understand first that inclusivity has become a top priority for talent. In fact, 80 percent of respondents in a recent Deloitte University workplace study said inclusion was an important part of choosing an employer. Furthermore, more than a third said they would leave their current job for one with a more inclusive culture, and almost a quarter of the respondents had already done so. The bottom line is this: employers must find a way to be inclusive when it comes to appealing to employees. So, what are the options?
Sailing away down a digital stream
Today’s companies are in a unique position because they must balance and support the needs of up to five generations – from those nearing retirement to Generation Z. Unsurprisingly, each generation has different expectations regarding compensation, benefits, and culture. Additionally, between the in-office, hybrid, and remote workers, it can be difficult for human resources and executive teams to understand how to appeal to everyone. One perk that appeals to every employee and ensures better inclusivity is the option to take virtual tours.
There’s no question that vacations can provide health benefits, as it’s a way to give back to yourself. It allows a person to recharge and enjoy a new experience, and it’s an opportunity for self-care, to learn new things, meet new people, or discover hidden gems. Unfortunately, because of various challenges – expenses, logistical difficulties, health situations, or mobility limitations – travel opportunities can be limited for many people. Giving employees the ability to go on a virtual vacation can change the way people explore and travel. It’s a way to make discoveries and benefit health and well-being in a more accessible, affordable, and sustainable way.
The perks
There are multiple perks to providing employees with virtual vacation hours or a group bonding virtual tour. It allows employees to explore dream destinations with their friends and family without eating into their paid time off or bank accounts. With live and interactive tours, team members can build strong team connections through a shared experience, no matter where they view the tour. Providing activities that promote relaxation instead of more work boosts team morale. It is a reward every single employee can take advantage of, regardless of their circumstances or where they are.
Virtual, live, and interactive tours, led by a qualified local guide, can bring a higher level of engagement into the workplace. According to data from a Gallup study, higher engagement has resulted in 41 percent lower absenteeism, a 17 percent increase in productivity, and more than 21 percent higher profitability. The digital vacation can satisfy employees, and that contentment will undoubtedly carry over into a company’s overall performance.
There is plenty of talent out there, and for companies to attract the best of the best, they must offer perks that others do not. They must differentiate themselves through the most innovative means of inclusivity. With perks like virtual tourism and group bonding virtual tours, companies can bring together their teams – regardless of location – to promote employee wellness and make themselves attractive to the most qualified talent.
