Companies are gearing up to bring employees back to the office, but many of them, anxious about COVID safety and satisfied working remotely, don't want to go. Says one expert: "We're headed for a real clash."

Knowing how to redefine your organization’s employee experience means going straight to the source: your employees.

COVID-19’s impact on the world of work is without question. The big question employer brand leaders need to ask themselves is: How will our organization show up in the labor market?

Covid hasn't just flipped the table on recruiting and employer branding these last few months. It is really making talent management functions re-think things from a clean sheet of paper (which is very much a good thing). As TM starts thinking about what the nature of what a job is, how skills can be installed and developed in near-real-time, how most staff is probably only using 50-80% of their abilities at work, there's an opportunity for you to step up and partner, connecting the "why" of work with the shifting "what" and "how."

We have to face it: all "employee experience" conversations HAVE to start with a conversation around "are we doing enough to make our people feel safe?" That's why I thought this article was better than most of the "we need to make people feel valued and appreciated" conversations you get here (Maslow was right with that hierarchy stuff).

What you reward is who your company is. But how do you reward people in a remote work situation? Stories Incorporated has some ideas on the subject.