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DEAR BOSS , I QUIT .
The great resignation is a worldwide phenomenon .
1 . What is the root of problem ? 2 . What are possible responses ?
3 . How can you thrive in the new frontline reality ?
4 . Where is the Talent Hiding ?
The labour drought is also unprecedented in its scale and mysterious in its origins . There has never been such a reluctance by the unemployed to go into open roles , as far back as labour-market data goes . There is a fundamental shift or mismatch between the industries hiring and the workers seeking jobs .
Our own internal research has found that there is a massive reassessment by most employees on where and when they want to work and a bit on who they want to work with .
• Personal choice
• More time with family
• Flexible workplace
… it ’ s a “ you only live once ” mentality … on steroids . Resignations are at their highest recorded levels up over 13 % from pre- pandemic levels .
Employers are responding with technological solutions , operational changes , workforce upskilling and just doing more with less .
Factors to Consider as You Try to Move to the Great Retention :
• 65 % of employee rate their managers as good or world-class
• 13 % considered them terrible or not-so-great
• Of those rating their manager as bad , 63 % are considering quitting in the next year
• Only 27 % of those with a good manager said the same
After a Tumultuous 12 + Months , Employees Want Certainty .
• They want clarity about how they ’ re allowed to work , what ’ s expected of them , and their immediate future .
• It takes a manager who ’ s confident in the organization ’ s strategy , and can communicate it effectively , and honestly . Someone who can delegate and asks for feedback .
• Employees who feel their organization is helping them adjust to change are also more likely to stay .
SO , WHAT CAN A RESPONSIBLE EMPLOYER DO ?
Listening , Engaging and Feeling Included are Essential
Everybody wants to be heard . More detailed timely communication has led employees to report they are 5X more productive . People feel anxious when they don ’ t know or feel a lack of organizational communication . The obvious solution is for organizational leaders to listen , share more even when you are unsure about the future .
Ease Frustration and Burnout through Enablement
Most issues have known fixes . Employees just need and outlet to find and share tips and best practices . These messages must be targeted communications that enable peer to peer learning and that focuses on their needs .
Show a Clear Path to Growth
No one wants to stand still — especially millennials - so offer a clear path forward . Let employees self-select their learning paths . Most importantly , show how learning is connected to promotions or wage increases . Leverage learning-in-the-flow to upskill employees , ensuring they ’ re capable and available when it counts .
Help Ease the Financial Strain
Not every business is able to increase wages , but that ’ s not the only way to improve employee economic wellbeing . Wage timing is another powerful tool you can use to help ease employee financial strain and help you become an employer of choice . Earned wage access options like ExpressPay allow employees to cash out a percentage of their accrued wages between pay checks .
Create a Shift-Coverage Culture by Becoming Flexible
One of the most stated reasons for employees leaving is the lack of schedule flexibility . Our research shows that 61 % of frustrated employees cite scheduling as a reason for leaving . Enable employees to easily pick additional shifts , swap with eligible coworkers across their location or district . All while keeping your WFM informed .
# AlignTheFrontline
Written by : Andrew Myers Managing Director APACJ Andrew . Myers @ workjam . com