I live in Texas, which is 100% open. There are no signs of lockdowns except for the opposite they created: a wild frenzy to get out and enjoy life. The retail stores, restaurants, and bars are packed.

There is a sense of freedom and energetic movement. 

Social feeds are full of new job offers, announcements of pregnancies, and photos of vaccination cards next to airline tickets. My family just booked one of the last spots on a cruise and an outdoor concert for the summer. 

The housing market is insane: sellers receive multiple offers of 30% over the asking price on Day One of their listing. More people want to buy than there is inventory to fill the need.

The same is happening with hiring. As companies suddenly find their businesses in demand, they are scrambling to hire. (Any recruiters out there who want to weigh in on this? )

The scales have been tipped. There is a greater need for employees than a need for "jobs."

Here is what happened:

1. Top talent had a long time to sit at home and think about what they wanted next. They upped their skill-level and decided they wanted new experiences, learning, and flex-time. And a working culture that aligns with personal goals and passions.

2. They integrated their work environment with home life and won't go back. Gone are the days of requiring moms and dads to miss kindergarten graduations and soccer games because they are tied to a desk in an office miles away from home.

Let's wrap up what employees want in one word: a tailored "workstyle." (Think lifestyle at work.)

Lesson: If you want to hold on to your talent, up your workstyle perks. Stat. 

What companies can do:

1. Come up with, but don't require, experiences. If someone has been stuck at home all year, what would ignite their soul? Kinesthetic, get-out-of-the-rut, inspirational activities.

2. Offer allowances for home offices, computers, paid cell phones, ergonomic chairs, or money for household help. Support them where it counts.

3. Provide fresh learning opportunities. And I'm not talking about online training. Create mentorships and apprenticeships. And offer a cornucopia of skill-building that covers: relationships, time-management, work-life balance, mental health, parenting, academics, and trades.

4. Coaching. And not just for executives. Don't have the budget? Here is what I've seen over the years as an executive coach: companies miss the willingness and talent of front-line managers who are natural coaches. Train them up and build an internal system so that they can coach their employees.

5. Invest in community activities. Parents want their children to be able to get back involved with friends and sports. Instead of pushing back on employees missing work to support their kids, sponsor the little league team.

For more ideas, add employee "pow-wows" (I'm of Cherokee descent) to your meeting list. Employees can give you great ideas on how to change the culture to accommodate less hierarchy, more team-work, etc.

Lastly, if you can't provide the workstyle an employee craves, you might want to consider parting amicably. This give-and-take scenario gives them time to find another position while allowing them to be part of the hiring process for their replacement. Retaining your valuable relationship has both short and long-term benefits for both.

Tami Green, America's Most Respected Life Coach and master coach trainer, can certify coaches in your company. Contact her for inquiries or proposals.

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