4 Best Strategies to Fight the Great Resignation

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Vaishnavi K V
Vaishnavi K V
Vaishnavi is an exceptionally self-motivated person with more than 3 years of expertise in producing news stories, blogs, and content marketing pieces. She uses strong language and an accurate and flexible writing style. She is passionate about learning new subjects, has a talent for creating original material, and has the ability to produce polished and appealing writing for diverse clients.

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In the wake of unprecedented global challenges, the workforce landscape has undergone a seismic shift. Termed the “Great Resignation,” this phenomenon has seen droves of employees voluntarily leaving their jobs in search of better opportunities, flexibility, and improved work-life balance. As the traditional employer-employee relationship evolves, organizations are tasked with adapting to retain their top talent and attract new recruits.

In this blog, we delve into four effective strategies aimed at combating the ramifications of the Great Resignation, empowering businesses to navigate this transformative period with resilience and foresight. From prioritizing employee well-being to redefining workplace culture, these strategies offer actionable insights to help organizations thrive amidst the changing tide of the modern workforce.

1. Understand the Changing Needs and Priorities of Employees

Companies are increasingly requesting the return to the workplace. But what businesses need to understand is that everything has substantially changed with the onset of the pandemic and so are their employees’ priorities and needs.

For example, some might have started a side business, taken on new home projects, have been homeschooling kids, and so on. Wouldn’t it be hard for them to just throw everything and run back to the office?

The pandemic has changed the needs, expectations, and priorities of all employees. So, managers must understand and talk with their employees regarding this. If possible, they should do whatever they can to accommodate them. Doing this will show that the company cares about their life situations, which is the key to countering the great resignation.

2. Think of Employee Wellbeing

Employee wellbeing includes more than thinking about physical health. Offering in-person or virtual fitness classes is great but employers need to think of other things too if they want to combat the great resignation. It may include mental well-being, financial security, supportive work relationships, etc.

So, try scheduling in-person or virtual team-building activities. Both personal and professional development is important to boost employee well-being and connectivity. A few topics you may consider including in those activities are building resiliency, financial planning, boundary-setting, etc.

3. Reward Employees Who Choose to Stay

The Great Resignation not just affects employers but also affects employees. Employees who stayed have lost coworkers or friends they relied on. In some cases, they are also given more duties to handle.

That’s why companies need to focus on spending their available resources on those employees. Having a team-building event where employees get to know each other can also help. It can develop or redevelop bonds and boost a sense of community in the workers.

It is also crucial to reward the remaining employees with growth opportunities. Think of something that the employees would be grateful for. It can either be a promotion, an interesting project, etc.

4. Approach Departing Employees Gracefully

Many companies, particularly the understaffed ones, often treat departing employees with resentment. This sets a bad example for other employees who are working there as they will be keeping an eye on everything their bosses do.

So, employers should approach the great resignation with grace. Besides, no employee will be staying at a company lifelong and managers need to accept it. Thus, instead of viewing the great resignation as the end of your business relationship, view it as an “inflection point”. Also, think about the value the relationship has brought to both parties.

Final Thoughts

It may be difficult to measure the value of showcasing an appreciation for employees. But it could make a huge difference in the long term if executed correctly. Besides, it will also help managers to retain their best employees and combat the great resignation.

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