The Great Resignation or The Great Reigniting
Can we do better at dealing with the Great Resignation? This was the question I posed during a recent keynote. I stated that companies and organizations could retain and hire more staff if they reignited a passion among leadership to serve their employee by listening well, offering multiple ways of working i.e., in office, remote and hybrid.
Speaking on the topic of employee retention and attraction has offered me a unique perspective as I listen to attendees’ concerns challenges and solutions. It got me thinking, “What if there were more ways we could ignite our staff?”
Turns out, there are ways. Some employees are excited to return to the office and others need to see benefits to returning to the office. After all, giving up the work-from-home lifestyle they have come to enjoy should be met with careful planning by leadership.
From new office layouts to company culture to mental health initiatives and reduced fees for counseling. From DEI to corporate citizenship. Opportunities abound for organizations to ignite staff and create a culture of optimism.
Think about it. People need jobs. This will continue as Millennials and Generation Z, 165+ million in combined numbers, will be a force for decades and want to buy stuff, take trips and pay their rent. The pandemic changed how we work, but not the fact that we need money to live. So, reigniting staff is essential as it grows retention, productivity and strengthens workplace culture.
Things I know ignite employees in the most positive ways include:
Honesty.
You want it, you need it and you demand it. Smart organizations will get this right and train and remind leaders of its importance.
Communication.
Companies did a good job at this in 2020, but we’re slipping back into old habits that helped accelerate and define the great resignation. We were getting information daily and weekly. We were communicated with and information flowed on a regular basis. An easy way of reigniting a passion for work comes from remembering our past and continuing to share information, ideas and knowledge. Communication rules!
Mental health.
There is a large benefit to bringing me in to present at organizations and conferences. Sure, I know my stuff, arrive prepared and deliver excellent content. However, there is something else I bring. A vital “outsider” perspective. It’s really an insider’s perspective, but folks are used to calling it outsider. My perspective stems from discussions with thousands of attendees and participants. These nuggets of gold give me up-to-date information from top leaders, management and staff at all levels. And, I’m writing to tell you that we’re heading in the wrong direction with health issues in the workplace.
To reignite employees and gain a competitive advantage, we must place more emphasis on the emotional well-being of our staff. They need it, they want it and are beginning to show signs of wear and tear emotionally. It’s clear to me that organizations that choose to offer reduced rates for counseling and mental health care will retain more talent.
According to the Pew Research Center there are specific reasons people quit their jobs in 2021. This information is important and opens the door to reigniting your employees.
The top 7 were
1- Pay
2- No opportunities for advancement
3- Felt disrespected at work
4- Child care issues
5- Not enough flexibility of how to put in work hours or too many hours over 40 requested
6- Healthcare/Benefits
7- Relocate
The “Great Resignation” is upon us, however companies that are cognizant of workers’ desire for flexibility, wellness and pay will do better at retaining staff and successfully navigating the “Great Reshuffle.” Leaders who are able to turn their focus to the ever-evolving demands of their employees will keep more staff, save money in recruiting and onboarding costs and have the opportunity to grow a stronger workplace culture.
