In early 2021, many HR leaders were introduced to the term ‘The Great Resignation’. This was a time in which many economists predicted many people would mass exit the workforce. According to the Labor Department, 4.5 million workers left their job in November 2021, and these numbers continue to rise. While there are many reasons for the mass exit in the workforce, the focus needs to be on retaining and / or identifying your next candidate, especially if the vacant position is a key role.
Let’s face it. The COVID-19 pandemic has forever changed how we approach and execute our work. Many people have spent the last two years working from home. The change in where we work has provided many workers with true work life balance – one they are not likely wanting to give up. This leads us to our first consideration: flexibility. A quick job search will reveal that many organizations are enticing candidates with either a 100% remote environment or a hybrid model. If your open role allows for this capability, you definitely will want to explore it.
Continuing on this topic of the pandemic, many employees report being or feeling burnt out. When employees feel burned out, they may feel like a failure or unaccomplished. Extreme forms of burnout can negatively impact the employee’s health which can be further disruptive to the organization. Here’s where an attentive people manager can provide assistance to their staff by not only recognizing the signs of burnout, but offering guidance such as an employer sponsored EAP. While it’s important to the business to get our work done, it’s equally important to do the right thing for our employees.
Finally, many employees desire to grow within their organization. While most businesses can’t guarantee a promotion, you can support your employees by providing opportunities to learn. This can be done through formal or informal training. Genuine interest in their work and what they want to do next coupled with an action plan is a sure fire way to create loyalty with your employee. It’s also a way to advocate for them should a role within the organization become available.
As we continue to work through the great resignation, organizations have to remain vigilant and innovative to ensure that they retain and recruit talent. Incorporating some of the activities above is one way to ensure the best outcome for your organization.