How To Keep Employees And Avoid The Great Resignation
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All employers are desperate to keep employees and avoid the Great Resignation. You’ve probably heard that people quit their job for many different reasons. Some people quit because they’re unhappy at work, while others quit because they feel unappreciated or undervalued. And then there are those who quit because they’re bored.

However, you may not have known that the number one reason employees began quitting at the start of the Great Resignation was toxic work culture. Employees were and are over ten times more likely to leave a toxic company than they would one where they were poorly compensated.

A Great Resignation study by Donald Sull, Charles Sull, and Ben Zweig from MIT reads, “A toxic corporate culture is by far the strongest predictor of industry-adjusted attrition and is 10 times more important than compensation in predicting turnover. Our analysis found that the leading elements contributing to toxic cultures include failure to promote diversity, equity, and inclusion; workers feeling disrespected; and unethical behavior.”

Donald Sull, Charles Sull, and Ben Zweig. “Toxic Culture Is Driving the Great Resignation.” MIT Sloan Management Review, 11 January 2022.

The question now is what actions can employers take to keep employees and avoid being hit hard by the Great Resignation. Read on to discover tactics that can be implemented right away.

Know Your Employee’s Motivations.

It’s important to understand why employees leave their jobs so that you can avoid these situations. If you find yourself in a situation where an employee has left, ask yourself some questions to help determine why he or she left. Was it because they were unhappy with the company culture? Did they feel unappreciated? Were they bored?

Research from MIT suggest they may lack opportunity and believe better options are available outside of your company. Such employees may not be interested in gaining status or a higher role. In this case, offering lateral career opportunities may be the ticket. These are new positions or opportunities that offer new stimulating challenges as opposed to promotion.

Be Honest with Them.

Once you’ve determined the reason behind the resignation, you’ll need to address it. Don’t just assume that everyone will be happy to stay at work. Instead, make sure that you’re honest with your employees and explain why they should stay. This will show that you care about their well-being and that you value their contributions.

More over be open to listen to potential requests and willing to work alongside employees to implement new accommodations. Taking such actions within your means will serve you well in gaining good will with all of your employees.

Give Them Meaningful Work.

If you want to keep your employees motivated, give them meaningful work. Make sure that they understand the purpose of their job and that they feel valued by their employer.

Be intentional about asking employees what they find meaningful about their job. Then continue the conversation by asking what would make their jobs mean more. This may even lead to brainstorm sessions where you discuss this topic with a group of employees and create an action plan for next steps.

Offer Flexible Schedules.

If you want to keep employees happy and avoid the “great resignation”, offer flexible schedules. Many companies are now offering flexible work arrangements so that employees can choose the schedule that works best for them. This allows them to balance their personal life with their professional life.

Offering remote work options, even during part of the week, has had a significant affect on employee turnover post-covid.

Another option that will increase retention for frontline employees is a predictable schedule. Research shows, “Having a predictable schedule is six times more powerful in predicting front-line employee retention than having a flexible schedule.”

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