Navigating the Great Resignation
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Sept. 10, 2022, 8 a.m.
Navigating the Great Resignation
In a market where talent acquisition is becoming more difficult than ever before, talent and employee retention is exceedingly important. The Covid-19 pandemic has encouraged an entire workforce to question what exactly they hope to get back from their jobs. In the United States alone, nearly 22 million Americans have quit their jobs, which totals up to the more than the entire Canadian workforce.
Here are five things you can do to avoid the ‘Big Quit’ at your company:
- Prioritizing Employee Well-Being
Surveys indicate the absence of promoting a healthy work-life balance as one of the primary reasons for leaving current employment. There are easy ways for employers to promote a healthier work-life balance for employees by:
- Encouraging breaks
- Having regular workload check-ins
- Increasing flexibility for familial demands
- Offering out-of-office perks like a subsidized gym membership or free massages
- Increase Pay Equity
Over 60% of employees are crediting low pay for the reason they are leaving their job. Organizations are now looking for ways to stop the flood out and realize that pay equity is one of the first places to start. You can assess your own pay scales for equity by questioning the following:
- What qualifications are needed to complete this job?
- What effort is required to complete this job?
- What responsibilities are demanded of this job?
- What working conditions require this job to be performed?
- Flexible Scheduling
Hybrid workplaces are becoming ever prominent, with some companies even offering permanent work-from-home solutions. Gauge departmental needs and assign schedules so that your employees recognize flexibility as an option at your place of work. The most important factor in flexible work schedules is making the policy as equitable and extensive as possible in order to avoid feelings of exclusion for those departments that cannot perform their roles remotely.
The real question to ask yourself as a manager or principal agent of a company or organization: are you willing to lose top performers in order to enforce an in-office schedule? If the answer is no, extending flexible options is something to consider.
- Increase Workplace Connections
A toxic work environment is also credited a top reason for leaving a place of work. Positive relationships amongst employees as well as employees and upper-level management can be a leading factor in a productive workplace. Easy methods of increasing workplace connections that are effective and inexpensive are as simple as celebrating employee milestones and birthdays, encouraging shared activities like a daily step challenge or book club or even hosting bake shares or national you-name-it days.
- Addressing Development Needs
Did the pandemic shift daily workload demands for your employees? Are you now facing a high-growth industry or environment? Addressing new human resource needs might be the way your organization can refocus staff and avoid a drove of faculty outwards.
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