How to Stop Your Staff Joining the Great Resignation

How to Stop Your Staff Joining the Great Resignation

How to Stop Your Staff Joining the Great Resignation

Undeniably the global pandemic is changing the future of work, with hybrid working has become the norm.  Driving this transformation is workers desire for much more flexibility, the ability to work from home or remotely more often, and to enjoy an improved work/life balance.  Added to this is the worsening skills shortage,  exacerbated in the UK after Brexit, resulting in the War on Talent intensifying.  All these phenomena have led to a shift in power from the employer to the employee as millions of staff are leaving or planning to leave their companies. 

During lockdowns organizations who piled on the work, didn’t trust their employees, nor acknowledge the rise in mental health issues, started to see increased levels of anxietystress and burnout.  Any previous underlying issues only worsened as staff worked from home and so much of their time in online meetings.  Many employees started to suffer from screen fatigue and uncertainty fatigue and become demotivated, disengaged, and presenteeism at home increased.  Many Baby Boomers and some of the older Generation X were made redundant, or decided to retire early, or join the gig economy.  After two and a half years of home working, peppered with some attempts to get back to the office, many workers have re-evaluated their work and lifestyles and are moving on.

So, how do Organizations Attract and Retain Talent when it’s an Employees Market? 

1. Offer Hybrid or Remote Working:  If not, research suggests this is the biggest reason people are leaving their roles and their companies and you will struggle to hire or retain staff.

2. Offer Flexible/Agile Working: Almost a quarter of workers surveyed want to be able to log on when it suits them, for example, after they have dropped their children off at school or been to the gym.  Others want to be able to exercise at lunchtime or help with their children’s homework, and then log back on in the evening.

3. Offer Higher Wages: As it’s an employee’s market, if you want top talent, chances are you will need to pay more than your competitors.

4. Compassionate Leadership is key: Leaders and managers need to actively listen to their workers concerns and needs.  Regular anonymous pulse and engagement surveys will provide data around what your employees really want and need.

5. Put Employee Wellbeing at the Centre: From providing ergonomic chairs for those working from home to investing in online exercise classes at lunchtime that can be joined in-person or remotely.

6. Offer free Mental Health Support: This is the most in-demand employee benefit, so offer access to your organization’s Employee Assistance Programme, or provide Resilience Coaching and Training.  ROI is often high as a result of reduced sickness absence, increased engagement, and higher productivity.

7. Provide Clarity on Roles and Responsibilities: explain how each team member’s work tasks and projects contribute to the overall success of the organization.

8. Align Objectives with the Organizations Vision and Strategy: so that all employees understand any revised direction or priorities your organization has as a result of the pandemic.

9. Empower your Team members: Explain the regularity and means of Communication required, the levels of Decision Making authority your team members have, and trust them to deliver.

10. Lead and Manage Change: by explaining why you are making changes before you start outlining processes of how you will get to the desired end goal.

‘The 360 Feedback you have provided, added to the Executive Coaching, Career Coaching, and Resilience Coaching have all definitely assisted us in retaining many of our top teams.  The ROI is therefore extremely high, thank you.’  Chief People Officer

About Jill Maidment

You can listen to my Expert Audio Talk on this Topic Here.

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