You might have seen some news stories popping up about the great resignation.
The short story is that companies are allegedly seeing an increase in people quitting and are also finding it difficult to recruit staff. There is apparently plenty of jobs available, but not enough people to fill them.
In the US, millions of workers have apparently left their jobs. Many others are currently striking. In Australia, there are reports that this trend is happening as well.
So what can you do about it as a leader? Should you just watch people walk out the door and hope you can replace them, or can you make changes? If you’re starting to see an increase in staff leaving, here are some ideas that might help slow things down.
Review Your Company Culture
There’s a lot of sayings that existed before the great resignation around workers leaving bad leaders, not bad jobs. Now that people have been able to put some distance between themselves and their bosses due to working from home, the thought of heading back to the office to interact with them might be enough to sign their resignation letter.
This doesn’t mean putting on games or pizza days every Friday. You also don’t need to create a “fun” environment like Google. It’s about rewarding performance, recognising talent, and explaining how your team members contribute to the organisation. It’s also about creating a supportive culture instead of one of fear.
Talk to Your Staff
Apparently, one of the reasons why people are resigning is because they’re being advised by managers and executives where they believe they will work best. After 18 months or so working from home, it’s been proven that companies can still operate without being in an office. For staff, they have adapted to a certain level of flexibility where they don’t need to sit in traffic or on a train as part of the commute, allowing them to be available for friends and family.
It hasn’t suited everyone. Some people love being in an office and enjoying the social aspect. The problem seems to be the blanket decision being made for everyone. The simple fix is to talk to your people. Find out what suits them best. What will help them perform? Then accommodate, because it’s in the best interest of the company.
If your team has shrunk in size over the last couple of years, it’s likely that some of your staff members have picked up the extra work. It’s also possible that these individuals have done so without a pay rise or any sort of recognition.
You probably think that the company continues to run, though, right? However, increasing the workload for your team members isn’t sustainable. The longer it goes on, the faster they’ll burn out. When this happens, they’re likely to look elsewhere. Whether it’s promising automation or hiring new staff, you need to assess whether you have short-term solutions that have run their course.
How to Learn From the Great Resignation
Even if you’re not affected by the great resignation, you can still learn a lot from the movement. Take a look at your workplace culture, discuss with your staff what they need to perform at their best, and assess whether you’re spreading them too thin.
If you need help engaging your team members, then make sure to follow the Better Boss Blog. You’ll find tips and tricks on how to lead your team. Follow pwf services on LinkedIn, Instagram, and Facebook, so you never miss a post.