Thriving During The Great Resignation

By Rose-Anne Uwague

Resigning from a company is usually not a decision that is made impulsively, people always have a strong reason to decide to change their career path or leave their source of income. Although the most common is to resign in search of a better job opportunity, either with greater professional challenges, benefits, or a higher salary, currently, many professionals prefer to leave a position in order to move away from a toxic or unhealthy space and have prioritized work-life harmony. It is essential to pay attention to the culture of your organization as the pandemic has been a wake-up call where some people are no longer putting their mental health, happiness, and harmony on the back burner.

It’s no secret that employees are resigning more frequently, turnover has increased, and employee morale may be at an all-time low. What was initially dubbed The Great Resignation has turned into the Great Awakening and The Great Negotiation. What role does the organization play in retention and employee engagement to prevent The Great Regret?

Why Employees Sparked The Great Resignation

Several surveys demonstrate that 38% of workers in the USA and Canada plan to leave their current jobs and look for a new ones. Also, the U.S Bureau of Labor Statistics affirms that this percentage can grow to 50% percent in 2023, for that reason, it is important to redefine the work concept.

Trainingmag.com shares 4 factors driving the dramatic transformation in how employees view and approach their work life. They suggest that since organizations are part of the fabric of society, they should consider bringing the human connection back to the workplace. Read more about this here.

Employees are not quitting their jobs, rather, they are quitting their bosses and spaces where they are not happy or motivated to grow. Sewells defines The “Working Dead” as the Unhappy, Unmotivated, Demoralized workers who remained in their roles and didn’t quit in the so-called ‘Great Resignation.’ Read more about this and about the type of workers that are “at-risk” as they share that while flexibility seems to be a solution, the working parents are the greatest flight risks.

In another article by CNBC titled "4 million people quit their jobs in April, sparked by confidence they can find better work," the professionals explain that increasing the hiring requirements demands more outstanding commitment since the new employees who pass all the filters will be more interested in the position. While employers are hopeful that changes in the environment, whether school-aged children returning to school or financial status, experts say in this tight labor market, a bump in pay seems to be the way. Read more about this.

How to Retain Employees: The Key Strategies

This SHRM article proposes that “The Great Resignation has been fueled by workers taking a step back to consider their worth and demand more from their work. Talent is not resigning from the workforce; people are just reconsidering what's most important to them when presented with multiple compelling opportunities."

The key to retaining employees starts with a simple solution: LISTEN! By listening, we show appreciation and respect and can use the feedback to create training plans that offer employees opportunities for growth. Read more about this.

Experts also explain how the pandemic has changed the rules and how remote work can be the best option to retain employees during The Great Resignation. “Unfortunately, there are still large numbers of individuals in management roles that struggle with the ‘out of sight, out of mind’ mindset, meaning if you are not in the office, then you are not engaged, performing at your job successfully, or able to advance to a management level role.” Learn more here.

Flexibility and harmony are other keys that can complement the options to retain your people; view them as humans who feel, allow them to prioritize their health and wellness needs to help them experience more fulfillment in their jobs. MSN shares “5 Ways to Stem the Tide of the Great Resignation” in this article. When we listen, ensure we're addressing employee development needs, offer flexibility, be mindful of employees' health and wellness needs, and keep lines of communication open, frequent, and engaging - they're more likely to remain engaged — and on the payroll…

Thriving During The Great Disruption

A job survey reveals the new work trends, how Boomers, Gen Z, and Millennials act professionally, and the importance of listening to their ideas. In a report called The Next Great Disruption Is Hybrid Work – Are We Ready?, Microsoft found that as well as 54% of Generation Z workers, 41% of the entire global workforce could be considering handing in their resignation. The World Economic Forum shares that “a hybrid blend of in-person and remote work could help maintain a sense of balance – but bosses need to do more.” Read more about this.

Employee Experience is fundamental because they are another customer for us; people stay where they feel heard and valued. Here are 8 Things Companies Can Do to Thrive During the Great Resignation- Read more about how to improve their experience.

Hybrid Work

The hybrid workforce is here to stay! While combining in-person and remote work has its challenges, there can be significant benefits if done right. Remote employees can get more jobs done because they don't experience the typical interruptions in an office environment. Also, teams can collaborate faster, whether online or in a hybrid meeting, helping reduce people's time to physically commute to and from appointments.

The hybrid model and accompanying flexibility in worker schedules allow them to extend the workday without adding staff, require workers to extend their hours, or open offices in new locations. Microsoft Work Trend Index shares a plethora of thoughts and solutions. Read more about the expectations of hybrid work.

Technology is the biggest key for communication processes in remote and hybrid workspaces, so holograms and avatars are a new trend to create presence, even if you are not physically in a space. CNBC covers more.

To learn more about our retention solutions to help employees experience work-life harmony, send us an email at ignite@roseanneuwague.com and share your needs.

Thriving During The Great Resignation

By Rose-Anne Uwague

Why Employees Sparked The Great Resignation

“The Great Resignation has been fueled by workers taking a step back to consider their worth and demand more from their work. Talent is not resigning from the workforce; people are just reconsidering what's most important to them when presented with multiple compelling opportunities."

How to Retain Employees: The Key Strategies

Thriving During The Great Disruption

"The hybrid model and accompanying flexibility in worker schedules allow them to extend the workday without adding staff, require workers to extend their hours, or open offices in new locations."

Hybrid Work

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