Increasing the Level of Engagement of Unqualified Workforce in the Post-COVID period – Part 2

We continue our second-part of our blog entry regarding engagement with unqualified workforce. Previously we have talked about two key elements which have not changed during the epidemic – communication and appreciation. Today we will talk about what our consultants have noticed that has changed among unqualified workforce and how it affects their engagement with the work they do. As we constantly recruit for our business partners, we hope to give everyone involved an insight.

Regarding what has changed during the epidemic period in terms of engagement among unskilled workforce, two main elements stand out. They are not entirely new elements but rather factors whose importance has increased due to the epidemic.

During this epidemic, the Geologic-HR teams have noticed some changes in the way unskilled workforce relate to engagement. First element common to all unskilled workers is their need for flexibility. This characteristic has proven to be an essential element, especially in the case of the millennial generation.

Therefore, the desire of unqualified employees to enjoy greater qualification is something new as until now there was no such need for an intensive role. Before the pandemic, some organizations offered a flexible work schedule as a competitive advantage in order to attract talent. Today it might be about offering a sort of qualification while at work. Unqualified workers know that things are no longer about what is possible and what is not, but about trusting which is granted to them by the management team. Frequently, they have shown that they can be more productive if the company shows some interest in investing in their skills, even if they work in more difficult conditions.

When things settle down it is important to take a step back, get feedback from employees to create a design on how, when and where tasks are most accomplished. The basic idea is that after the COVID pandemic, if you intend to increase unqualified workforce commitment, it is important to have clear, objective orientated arguments.

A second important value which has change is safety. Although it may seem obvious, we may not realize how important safety is when it comes to employee experience at work. When we do not feel safe, the fight-or-flight reaction we discussed in the previous blog entry can generate various other issues that influence our ability to work.

Although Maslow’s pyramid of needs clearly shows the vital role of safety, many companies have focused on this only in the case of physical labour activities. Even the concept of psychological safety is relatively new.

The COVID pandemic reminded us all how fragile our sense of security is. Although until now it was, perhaps, an aspect that we considered guaranteed, we realized that this is not the case.

To reshape a sense of security at work, remember that loneliness is interconnected with trust. If you think about the people in your life with whom you feel safe, you will have in mind the image of those you trust the most. When we know that someone has the best intentions and will not do anything wrong, we trust their ability to protect us.

In order for employees to really feel safe at work, they need to trust the employer. Don’t know where to start? Ask your employees. They will tell you what works and what needs to be improved. Take their feedback into account and make changes. In time, you will gain their trust that everything that needs to be done at work is for their own good.

Our agency recruits for European companies developing railway construction projects. Our candidates are thoroughly scanned before being selected and presented to our business partners so that is why our consultants have listed a series of non-formal skills, they appreciate a blue-collar worker should take into consideration when submitting their resume.

At Geologic HR we put all our leadership and business skills into action for our business partners. We understand the market’s challenges and we are building innovative strategies and online campaigns to recruit the best temporary workers. Last but not least, we ensure that these jobs can deliver both core labour and a sustainable income, with legal protections, wages, and safety nets that are enjoyed by temporary workers in the whole EU, taking pressure from our partners in finding the right people. In case you will have any questions on how we can help you do not hesitate to write us at or give us a call.