The Art of Holding On: Addressing How to Retain Employees in a Post-Pandemic Era
Gone are the days when people dreaded seeing a gap in their resumes – if they feel like their job is no longer fueling their purpose, they will pack up and leave. Some do it in place of a better, more promising position elsewhere. But even more baffling, some employees resign without a new job, suggesting that the problem lies deeper in the workplace. Welcome to the era of the Great Resignation, the latest economic dilemma after the COVID-19 havoc.
Au Revoir: Dissecting the Factors Behind the Great Resignation
The Great Resignation saw an exodus of employees from their past jobs after the pandemic. But what pushed this trend?
Turns out, the most dominant factor behind this is the unhealthy work environment. For decades, many companies have established a culture of non-negotiable work benefits, overwhelming responsibilities, and heartless lay-offs whenever performance dips. This situation has induced widespread exhaustion and burnout among employees. Factor in all the emotional and psychological distress brought on by COVID, and you’ll understand why these employees felt like they were better off leaving their jobs. After all, who would want to stay in an environment that only keeps stressing employees out?
That mindset boosted the confidence of employees about quitting. They have seen former colleagues resign, yet they all turned out fine and succeeded. Some of them even found their way into a more welcoming, empathetic company – so who’s to say they also can’t?
The Power Shift
Now that employers have realized that their people can just leave when they want, the power dynamics have undoubtedly shifted. Back then, prospective employees pursued them, but now, they are doing the persuasion.
To replace all the talents they lost, executives are hard at work to sell their business to candidates. There is no need to lead with longstanding promises of a huge salary, introduce who they are, and emphasize the privilege of working with their name. In order to attract people to return or consider applying to their company, employers must show that they have a healthy and efficient work environment wherein employees can grow and contribute efficiently without being exploited or overworked. Simply put, business owners should invest more in the people working for them instead of investing in tools and infrastructure. After all, workers are what keep the business afloat.
Putting Your Best Foot Forward
Since the pandemic introduced the benefits of hybrid work, more and more people have craved the flexibility and autonomy of the set-up. To address this, you have to reinvent your compensation and benefits. Understand your employees: what do they prioritize the most? Is it time for family, self-care, or freedom? You can either implement policies that provide them with these privileges or find a way to incorporate these into their work. Here’s an example: a single mother would appreciate being able to spend time with her little one, even at work. Invest in workplace-appropriate childcare facilities – it would show her that you value her talent.
Another way to help you retain workers is to recruit your latent workers. These latent workers are currently out of your candidate radar – they may have quit your company before but are now considering returning. Reaching out to them and wooing them quickly before losing all the training they had before is crucial.
Of course, establishing a nurturing relationship within your organization is still the best way. Build rapport among your team by listening to their needs and addressing their concerns. In return, you will see a spike in productivity and performance, a win for both sides.
Talent retention proves to be a challenge as the market keeps changing. But remember the core value of establishing a business: offering solutions to your clients. Applying this ethos to your employees may be the panacea to the Great Resignation.
