Combatting the Great Resignation

The great resignation started in 2021, and it’s been plaguing countless businesses ever since. It’s essentially a mass voluntary resignation, leading to record numbers of employees quitting for a variety of reasons following the COVID pandemic. 

Some of these reasons include the lack of a flexible timetable (a factor that many businesses implemented and thrived off during the pandemic), excessively long working hours, a lack of recognition, stagnant pay in the face of rising inflation, and a poor work-life balance. 

In order to make sure your own company isn’t hit hard by the great resignation, you need to keep putting the needs of your employees first. 

Here are some top tips to help you retain your top talent and avoid unbalancing your workforce for the future. 

Reevaluate Your Working Day

What’s more important: Having everyone working in the office at once, or the ultimate value of the work they produce? 

Maybe it’s not as clear-cut as that, but it begs an important question about whether or not implementing a hybrid working setup is beneficial to your company. 

Flexible working hours that aren’t location-dependent are a very enticing prospect for talented employees, particularly since many desirable brands are able to offer it to them. 

Remote working looks like it’s here to stay too, so it’s worth reevaluating your business model if you haven’t already, and looking at the possibility of hybrid work. 

When it’s properly integrated into a business model, hybrid working provides your company and your employees with massive benefits. Hopefully, it can persuade your employees to stick with your business. 

Consider Pay Increases

Don’t wait until it’s too late to increase wages. If you wait to be asked, you might never get asked at all, and you might lose your talent to a competitor who’s more transparent about pay. 

It’s worth revisiting the wages you’re offering and potentially increasing them to urge talent to stay on or to attract new candidates in the first place. 

Increasing employee role clarity is another good way to define wage structure. You could consider using a model that requires employees to define their own roles within the organization, thus establishing a level of trust and responsibility. 

This may be preferable to employees who feel as though they’re beginning to stagnate within their career, a prime reason for people to jump ship in the first place. 

Listen to Your Employees

Your employees need to be heard and acknowledged. Otherwise, they may not feel any desire to show loyalty to your organization. 

Hard work deserves a reward, and the pay itself doesn’t count; you need to show them that you appreciate the specifics of their efforts for it to make a difference. 

Listening to your employees can help you get to the bottom of any concerns they might have, so it’s important to set some one-on-one time aside for them to voice their thoughts in confidence, without the fear of judgment.

Work with an Internal Communications Specialist

Enlisting the services of a specialist internal comms agency can be a huge help in this area, especially if you don’t know where to start. They can come up with a dependable plan that steers your company in the right direction, future-proofing your workforce against the great resignation.