“The Great Resignation” is here. As we are hopefully entering post-pandemic times, another challenge is arising for employers – employees leaving. Lots of them. There’s been so much uncertainty during the pandemic that many employees stayed put. As that uncertainty lessens, the likelihood of leaving increases. Depending on the study, 25-40% of employees are considering leaving. So many employees may quit their jobs that economists are calling it “the Great Resignation.”
Why would so many employees leave now? Some hated their jobs even before the pandemic and have been biding their time until there’s more stability. For others, it’s the realization of things they learned about themselves during the pandemic and now want to prioritize. A different career. More flexibility. Less stress. A healthier work environment. Better pay and benefits.
Some amount of turnover is always to be expected and can be beneficial – for both employees and employers. We all want to be in jobs that we enjoy. But 25-40% of your employees leaving could be incredibly challenging to handle. While some things (like an entirely different career) may be outside your realm to offer, other things are within your control. Here are two ways to avoid the Great Resignation.
Find Out What Your Employees Need
Don’t wait around anxious about whether your employees might leave. Find out whether they’re planning to! Most employees won’t admit they’re looking because they don’t want to burn any bridges. But you can ask some questions to find out how happy and fulfilled they are in their current jobs.
- What would make your job better/easier/more fulfilling?
- If you could change one thing about your job, what would it be?
- What causes you the biggest stress?
- What do you envision your post-pandemic job to look like when it comes to tasks, schedule/flexibility, etc.?
Of course, once you know the answers to these questions, you’ll want to do something about it! Employees may be able to solve some things on their own with your support. Other things may require your activity. And, certainly, some things may be unchangeable. Be honest and transparent about which category applies, and work toward solutions.
Treat Your Employees Well
This is the perfect time to leave a not-so-great situation. Many organizations are more open now to schedule flexibility and working from home. There’s growing understanding of the importance of pay and benefits. Many are listening more to their employees and making adjustments. That means it’s more possible for the grass to truly be greener on the other side. So, let’s make sure your grass is green!
Create a positive work environment. Be kind, fair, respectful, and trustworthy, and expect that of your employees as well. Support your employees, and be available. (As an example, handle it well when an employee with performance issues applies for FMLA – read more here.)
Look for ways to recognize employee accomplishments and show appreciation. You don’t have to have a huge budget or a fancy recognition program. Bring in breakfast or lunch one day for your team. Send a thank you note. It doesn’t have to be big or expensive to be meaningful.
Provide the best pay and benefits you can. Make sure your employees can make ends meet on what you pay them. Provide the best health insurance at the best rates possible to as many employees as you can. In addition to any legally-required benefits (like FMLA), provide extra benefits like paid maternity/paternity leave. Offer paid sick and vacation leave – and encourage employees to use their vacation time!
You don’t have to offer a ton of perks for your employees to feel valued. Ping pong tables are fun. Dry cleaning services are convenient. All of that is fine, but what really matters more are those basic items that meet foundational needs. Get those in order first. Then, look to add the fun stuff.
Be ready to provide flexibility. In the midst of the push to return to work, have an open dialogue with your employees about what they’re wanting and needing. There are a lot of varying opinions about how much work-from-home should continue to be allowed. And, in reality, some employees love coming into the office, others love working remotely, and still others love a hybrid. Some jobs can be done from home, others can’t, and still others need a mixture. It really depends on the specifics of your organization, the job, and the person. Start brainstorming now with your team and with your bosses. Find out what everyone is wanting. Discuss what’s possible. Involve your employees in designing solutions.
Remember that you don’t have to agree to a specific idea for forever. It’s okay to try out a few different plans to figure out what works.
You Can Do This!
It all boils down to being a good employer. When you’re a good employer, you’re left with a more regular, manageable amount of turnover. (Of course, if you’re a good employer who already has a ton of job openings, get excited! You might soon benefit from others coming your way!)
Photo credit: By Ildo Frazao / Canva
