The Great Resignation. The Great Reshuffle. The Great Revelation. Whatever you want to call it, the trend is clear: workers are leaving jobs like never before, and it’s causing a shortage of talent that has companies around the globe reeling. Research shows that 40 percent of 1,000 knowledge workers in the US have left at least one job in the past year or are considering doing so. What’s causing them to head for the exit? And what can you do to stop them?
1Be flexible
Remote work was admittedly a forced experiment. But employees have largely adapted, and as one study reveals, 90 percent want to continue to do so – at least part of the time – going forward. In the old days, remote work was a nice thing to offer. In face of the tightest labor market the world has ever seen, it’s now a must.
2Trust your employees
Employees don’t want to be told where and how to work. They want to decide based on what they need to accomplish and where they feel they can do it best. And they’ll go with employers who trust them to make the right call, as opposed to those who offer hybrid work with strings attached, such as mandating a certain number of days in the office.
3Keep the field level
One of the most positive results of the remote work experiment is that it has leveled the playing field. In virtual meetings, everyone gets their own box on the screen and has an equal voice, as opposed to days in the past where most employees were huddled around a conference table having sidebar conversations, leaving remote workers feeling excluded. As offices reopen, employees are looking to employers to maintain this culture and provide inclusive, work-from-anywhere experiences that allow them to contribute to the business and advance their careers, regardless from where they are working.
4Feed their heads
Employees have been empowered to work anywhere, anytime, which has resulted in longer hours for many due to not having a traditional transition or turn-off time between office and home. And it has pushed their stress and anxiety to record-high levels. As they consider work in a post-pandemic world, employees want help getting things in check, and are seeking holistic benefits that in addition to their physical wellbeing, address their financial and mental health.
Work has changed more in the last two years than at any time in history. Employees today aren’t just looking for jobs. If it were that simple, we wouldn’t be seeing record-high voluntary attrition. What they are really after is opportunities to do meaningful work on their own terms for employers who give them the space and tools they need to succeed. Companies that come to terms with this and offer flexibility, trust, equal opportunities and support to their team members can stem the tide of the Great Resignation and attract and retain the talent they need to keep their business going—and growing.
