I was recently asked, “What’s different now that the pandemic is behind us (hopefully)?” As people professionals, we are often on to the next crisis and don’t have time to stop and reflect on the tsunami of the last two years. So, I really appreciated the question and the invitation to pause and consider this important question.

First and foremost, I think employees got comfortable with advocating for what they need. They are no longer afraid to say, “Timeout, that doesn’t work for me any longer.” I also believe that the conversations around mental health are super healthy. In essence, mental health is now considered a health issue similar to a routine physical or having a baby. It is long overdue that the stigma of mental health disappears. This translated to believing it is okay for employees to use their benefits. Previously employees were afraid to use their PTO as it might indicate a lack of dedication to their job, but now taking PTO is a health imperative. Relaxing and rejuvenation is indeed exactly what the doctor ordered!

More than ever the employee experience is key. This starts with leadership. Employees are not in the child role, while leaders are in the parent role. Work is a partnership so leaders you are now on notice that employees expect collaboration, respect and transparency. The employee experience starts with the job posting and carries all the way to retirement or termination. Words on a wall are not enough…ask the difficult questions about what candidates and employees want and what drives employees away from your organization when they decide to leave.

Values, inclusivity and belonging are here to stay. These are not catch phrases or a check the box effort. Employees want to make sure the organization they join or work for are aligned to their “why”. If there is no alignment, it will just be a “job” and you will not get the employee’s passion, which is where true performance happens. And for those companies that think the focus on diversity, equity and inclusion (DEI) are a passing flavor of the month, I am happy to inform you that is not the case. It is here to stay and employees expect identifiable action and results.

So I challenge each leader, regardless of the role or title, to lead with empathy and advocacy. Build skill development plans not only for leaders, for all employees. After all, work has changed and the skills needed to be successful on the job (and life) need to evolve, too. And finally, ensure your company’s values are aligned with the daily actions that employees are accountable and rewarded for to ensure a robust employee experience.

What others things have you seen that are different post-pandemic?