The Great Resignation is ongoing even as the pandemic recedes, so what can employers do to keep their best people on board? Getting them to stay comes down to understanding why they leave, writes Patrick Gallen
As has been stated many times and in many ways, the workplace has changed tremendously since the onset of the COVID-19 pandemic in early 2020.
There has been a global shift in the labour market, putting employees in the driving seat and prompting employers to increase pay and boost incentives to attract and retain the talent they need.
Given the current climate, how do employers keep hold of their workforce? Looking at some of the reasons people resign can be a useful starting point. Here are three areas in which employers often fall down, leading to higher staff turnover.
1. The value of feedback
When feedback is sought and no changes are made, this can cause employees to become disengaged over time, leading to resignation in some cases.
While it is unrealistic for employers to act on every suggestion an employee makes, encouraging feedback and, more importantly, listening to this feedback can have a significant impact on their morale and motivation.
Analysing the feedback can also reveal useful patterns. If you respond to concerns and challenges voiced by more than one employee, you are demonstrating to the group that your organisation cares and you are willing to put words into action.
Issuing anonymous surveys or conducting a Net Promoter Score (NPS) review can provide a useful snapshot of how your employees view the organisation and their working environment, as well as a nuanced understanding of what they want from the organisation.
As the feedback is anonymous, employees can be honest without fear of repercussion.
2. The importance of recognition
Being valued and recognised for their work and commitment can carry enormous weight for employees, boosting job satisfaction. Often, it is not just the monetary value placed on their work that motivates people and improves morale, but also the sense that their effort and contribution is recognised and appreciated.
3. Invest in employee growth
Consider the ways in which employees can develop their career within your organisation. Giving them opportunities to gain valuable experience will contribute to their career aspirations and performance. They will be more likely to stay where they know they can thrive.
A mentoring programme, opportunities for further education, and internal training programmes, all offer valuable growth opportunities for employees at all levels — and these actions can make a real difference.
By learning about the root causes of employee turnover, organisations can implement the changes they need to reverse the trend and retain the talent they need to thrive and grow.
Patrick Gallen is People & Change Consulting Partner at Grant Thornton Ireland