How to Navigate the Great Resignation

The pandemic prompted unprecedented changes for organizations everywhere. Along with a shift in how we work day-to-day, many individuals shifted their values and priorities. This prompted “the Great Resignation.”   

Almost 3 percent of the American workforce left their positions in August 2021, according to the U.S. Bureau of Labor Statistics. More recent data show that a majority of younger workers may leave their current jobs. These unprecedented numbers demonstrate a need for organization leaders to understand the motives behind the Great Resignation and learn how to handle it. In this post, we will review some tips and ideas to help you and your organization navigate the Great Resignation. 

1. Try to be more flexible about where employees work. The pandemic forced a large chunk of the workforce into working from home and many want to stay put, either due to safety concerns as the pandemic continues or just because of personal preference. If your company is not willing to be flexible with work locations, your employees may find another organization that will. Worth explains that if workers are staying productive and consistent, you should consider making work from home a permanent option. 
2. Make equity a priority. Diversity, equity and inclusion practices have been on the rise in recent years, increasing the focus on equity in the workplace. Worth explains that this should specifically apply to pay. Pay gaps have not gone away, but you can show your employees how much you value them by making sure your female employees and employees of color see that you are committed to them. 
3. Consider “stay” interviews. The Economist suggests an interesting idea called “stay interviews.” The article explains that by the time you conduct exit interviews, it is too late. Rather than waiting for someone to leave, hold meetings with employees and talk to them about what could make their lives better at your organization. 
4. Get back to the basics. While it seems we are living in an era of constant change, some leadership practices are evergreen. The Guardian explains that traditional perks such as a simple food spread go a long way with employees. Consistent acts of gratitude remind employees that they are valued at your organization. 
5. Work on human connection. Humans need connection more than ever. Even if your employees work from home full time or part time, find time where you can be face-to-face. Stick around the office or consider hosting a “just because” party. The Guardian explains that leaders who create an environment that fosters human connection are the ones who deserve your talent. 

Organizations are dealing with enough without having to worry about losing great talent. Consider what you can do to move forward with your team.