The number of Americans leaving their jobs has hit record highs over the past several months in phenomenon economists are calling the “Great Resignation.” According to the Bureau of Labor Statistics, nearly 11.5 million workers quit their jobs in the three months from April to June of 2021. Limited staffing is leaving companies unable to perform their daily job functions as needed.
The pandemic forced many to reevaluate certain aspects of their lives––most commonly where and how they work. According to a survey by PwC, the top reason employees gave for finding new work was higher compensation, followed by better benefits, greater flexibility and career advancement. Many Americans are also experiencing burnout, or exhaustion and negativity, surrounding work.
People are quitting because they want and need something to change. At a pivotal moment for the future of work, leaders and HR professionals must find ways to combat burnout and better accommodate current talent to prevent turnover. What measures are you and your HR team putting in place to show employees you value them?
Minimize Burnout
Burnout is one of many reasons for employees leaving their jobs. For employees, burnout can result in lower productivity and heightened stress and anxiety. For organizations, burnout can lead to decreased performance and a higher turnover rate. Employers increasingly realize they need to manage employee expectations better to retain existing talent.
There are several ways HR can prevent burnout at work. Encouraging employees to use their allotted vacation time and implementing mental health days into the work calendar is a good start. HR managers might also consider meeting with employees regularly to discuss work/life balance. It’s essential to be proactive and promote balance to show employees you care about their wellbeing and want them to perform at their best.
Develop Employee Engagement Efforts
Employee engagement is the level of an employee’s commitment and connection to an organization. High levels of engagement promote talent retention, as well as improve an organization’s overall performance. HR plays a crucial role in fostering a culture of engagement.
To increase engagement, recognize and communicate when a job is well done. Two out of three employees feel they do not get enough recognition for their work. Leaders need to counter this by creating a supportive environment, rewarding good work with perks and incentives. Praise and awards can go a long way in letting employees know their value.
Furthermore, communication and transparency should be an integral part of an organization’s culture. Employees should be encouraged to share their concerns if they feel underappreciated. In addition, encouraging participation in your organization is crucial to employee engagement. Organize events such as golf outings or team lunches to break away from the typical workday.
Accommodate Remote Work
For many, the past 18 months proved they don’t need to be in an office to be productive. While many companies embrace the return to the workplace, some employees have no intention of going back. One survey found that 39% of people would consider leaving if their employer wasn’t flexible about remote work. That figure is at 49% among millennials and Gen Z.
Leaders might want to consider potential remote work options or moving to a hybrid workplace model. Even if your organization is on the fence about remote work, you can risk losing talent by not offering some level of flexible work arrangements. Some organizations require on-site work to operate efficiently and to provide effective customer service, aim to make your remote work policy as inclusive as possible for the positions that can serve in a hybrid world.
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