The majority of companies are concerned about the widespread exodus from today’s workplaces. Many theories concerning the causes of “the Great Resignation” range from individuals needing higher-paying employment and greater work flexibility to just being completely fatigued from pandemic burnout. As stated by the U.S. According to the Bureau of Labor Statistics, more than 15 million Americans have left their employment since April. According to recent statistics from Microsoft, 41% of workers worldwide are considering leaving their jobs.
Leaders who are set on merely throwing money or benefits at issue in an effort to stop the talent exodus may be astonished to realize they’re barking up the wrong tree. You’ll need to look further if you’re interested in keeping your talent.
Create a culture of cooperation
Our fundamental need for purpose and meaning has been severely reawakened over the past 18 months. Workers have questioned the worth of their employment and the feeling of meaning it gives after being forced to engage in self-reflection during prolonged WFH. The pandemic’s isolation has also made us feel a greater need for real connectedness. According to recent McKinsey research, these two elements significantly contribute to the current attrition rise. The top two reasons given by workers for leaving (or thinking about leaving) were that they didn’t believe their work was valued by the company (54%) or that they didn’t feel like they belonged at work (51%).
Make management conversations routinely include personal aspirations.
Genuinely purposeful firms include solidarity directly into management procedures, in contrast to many organizations that are busy “purpose washing” to provide the impression of significance. Create easy strategies that show managers how to lead meaningful conversations by getting to the heart of their employees’ progress toward achieving their career or personal goals.
Clearly tie flexible policies to the business.
Any policy you implement must directly relate to the clients you serve, and this is important. People will resent &mdash, and probably resist — your WFH policy if it provides little to no flexibility, and your justification for calling everyone back to the office is something nebulous like, “It’s better for our culture if people are physically together.” If you want to reduce dissatisfaction, link any rules you implement to how you treat customers, how you produce or distribute goods or services, and how some forms of cooperation are measurably improved by in-person work.
Our feeling of community has been shattered by the solitude of working from home. To promote belonging, innovative approaches must be used in order to assist people in feeling connected without contributing to “zoom fatigue.”
Remote work has worsened this problem by limiting our digital interactions to virtually exclusively with the coworkers we work with most frequently, further splintering our organizations because we have missed many of the chance encounters that can occur in public meeting places. One employer funded the purchase of coffee gift cards for staff members so they may network with new people outside of their teams and keep a broader organizational perspective.
Your office environment should be co-created by employees.
According to the Mckinsey study, many employers are wrongly assuming that employees’ desires for higher-paying employment or more flexibility and work-life balance are the main drivers behind mass exits. But compared to other relational elements like a sense of belonging or having trustworthy teammates, those factors weren’t as significant to individuals as employers believed. Having said that, companies who bungle the workplace environment design may be inviting trouble.
Even while almost 60% of workers in the McKinsey survey said they weren’t likely to hunt for new employment, that doesn’t imply they won’t begin. Sixty-four percent of businesses anticipate that the current attrition rate will remain unchanged or rise over the next six months. Additionally, it will be simpler to poach talent as more businesses provide remote employment options that don’t need people to leave the places they love and call home.
Make yourself vulnerable in order to protect others.
Many people will maintain a cheerful demeanor while concealing their difficulties and refusing to ask for help. It’s a pride for certain people. Others don’t want to add to the stress of their already overworked coworkers. It sends the message to others that it’s acceptable for them to ask for assistance or adequately acknowledge issues when they witness you doing so.
Are you experiencing higher-than-normal voluntary turnover? was the question posed in the McKinsey study already mentioned. 47% of employers responded “no.” If you’re in that privileged group, don’t assume that nothing can change. Learn what keeps people coming back to you and working harder at it. If you’re not a part of that group, think more deeply about why not. Stop trying to solve the issue with money or flimsy benefits and start changing your culture so that employees are excited to come to work rather than anticipating their departure.
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