Thirty-six percent of employees said the new perspectives of the pandemic have prompted them to look for a different job in the future, and 32% said they intend to quit their current job because they don't like the culture, according to a Korn Ferry survey. In addition, almost 50% of respondents said they'd be more likely to leave now without having another job secured than before the pandemic, while 43% said they wouldn't accept a role that required full-time office attendance.

With the labor shortage making it difficult to hire, employers are using perks to attract the best candidates. One of the most popular is a 401(k) retirement plan, but retailers are also giving signing bonuses, increasing hourly wages, and offering elder-care and child-care benefits as well as tuition reimbursement.

Paying remote workers less for the same job as people in the office sets a bad precedent and is both unfair and unnecessary, writes EZPR CEO Ed Zitron. "While it's obvious that these companies are attempting to save money, it's also a transparent attempt to create division among the ranks -- to make those who want to work remotely suffer, and give people who stay in the office more money for basically no reason," he writes.

Home Depot has created a free virtual training program to help prepare prospective workers for jobs in areas like welding and carpentry. The program is designed to help residential contractors, who make up 4% of the retailer's customer base but drive 45% of yearly sales, find the help they need to operate in a tight labor market.

Employees are more likely to feel engaged in their work when they control their time, are trusted by their managers and when wellness is part of the culture, not just a benefits package, Denise Lee Yohn says in this blog post and video. Companies "must also cultivate a sense of inclusion, psychological safety and hope, and ensure employees understand the purpose and value of the work they do," Yohn says.