Increasing job commitment during The Great Resignation

If your workplace is one of many suffering from the economic phenomenon that is the great resignation, you’ll probably want to find some new ways to drive commitment levels among your employees. 

Failing to do so could lead to them walking right out of the door, resulting in a loss of talent, time, and potentially employer brand reputation too. 

The great resignation has affected businesses the world over, and it doesn’t look like it’s going anywhere soon, so it’s worth preparing yourself and your staff in however many ways you can. Here are some tips on how increased job commitment can help you out during these tough times and how to inspire it in the first place. 

What is The Great Resignation?

The great resignation kicked off in 2021, and it’s still ongoing. It involves just what the name suggests: vast numbers of employees resigning from their jobs. 

There are plenty of reasons for this, including poor conditions, increasing inflation and stagnant wages, a lack of development opportunities, misaligned values, safety concerns regarding the COVID pandemic, and a desire for better remote working protocols. 

Doing what you can to retain your employees is critical to developing a reliable, productive, and happy workforce. If you can’t retain your talent, it doesn’t portray a great image to everyone else, nor does it help you to secure top-tier employees in the future. 

Tap into intrinsic motivation

If you can manage to create a workplace that taps into the intrinsic motivations of your employees – personal motivations that naturally occur within employees, such as an interest in a subject, rather than external reward – you may have an easier time guiding them towards their true potential. 

Those who feel like they are being guided in the right direction are much more likely to stick around. Maximised potential works wonders on both sides of the coin, but it takes some managerial input to ensure this happens. 

Remember not to micromanage. Instead, set performance goals and embrace employee freedom and responsibility, perhaps even pairing an external reward with their internal motivations. 

Reward good work

Good work needs to be noticed. Nobody likes toiling away at their job just to be ignored by the ones they make money for; it’s a sure-fire way to lose your employee’s interest if this is the case.

Remember to thank your staff for their hard work, recognise their value, and appreciate everything they do for the company, you don’t want to risk being shamed on a social media post somewhere, and it’s the moral way to go. 

Don’t wait to be asked for a pay increase

Your top-performing employees may not want to ask for a pay increase. They may simply be expecting it, waiting for it even, so don’t hold back should the time come to reassess wages. 

If you aren’t quick enough with your pay increases, you might end up losing out on some top talent to a competitor, and this is likely the last thing you want to happen.