Is Your Office Prepared for the “Great Resignation”?

After many months filled with fear, uncertainty, and shutdowns, many employees are re-evaluating their lives and their careers. People are taking a step back and asking themselves why they chose their particular career, or if they’re really happy in their role. They might be realizing that the money they’re earning isn’t worth the stress of a particular position. On top of that, many Baby Boomers are retiring, leaving a big gap in the workforce.

If you’re dealing with a lack of talent or are afraid your best employees plan to leave, what can you do to maintain your competitive edge?

First, it’s critical to find out what motivates each individual. You don’t want to simply keep your seat filled. It’s important to get to know each team member on a more personal level and recognize and reward them in a way that speaks to them.

In addition, your team as a whole has stuck with you during one of the most challenging times in our history. It’s therefore important to show your gratitude and reward them for their loyalty. One way to do that is by sending personalized thank you notes to your top employees. If they achieved a particular goal, like a sales target, be sure to mention it.

Also, if you can afford it, consider a bonus. If an employee is thinking about leaving, this will make them feel like all their effort was worth it and they may reconsider. People are going to be naturally more loyal to a team that sees their value and appreciates their hard work.

Some other ways to deal with the great resignation?

  • Embrace it. Now is the time when some employees might realize the company isn’t the right fit for their needs any longer. Let them go. This is a good time to make clear your organization’s mission and vision, as well as your expectations. If these don’t align with a particular employee, then it’s in the best interest of you both for them to move in.
  • Be flexible where you can. If employees have been working on a remote or hybrid model and you’re able to continue with it, do so where you can. Some teams will be more productive at home, while others need to be in the office. Identify what’s important to your employees and if flexibility is key, then continue to offer at least a hybrid work arrangement.
  • Focus on career progression. Make sure you’re developing relationships with each worker, so you understand their career goals and where they want to go in the future. If you have opportunities to promote from within, take them. In the meantime, offer training and continuing education, so employees feel like they are growing and developing while on the job.

Do you need help finding new hires for your team?

At Provisional Recruiting, we can give you access to qualified and skilled people, where and when you need them. In fact, we’re one of the Inland Northwest’s top recruitment firms and can source, screen and help you hire the talented workers you need. Contact us today to learn more.

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