If the words "The Great Resignation" send a shiver down your spine, you're not alone. Employers in every industry are seeing a record number of workers walk out the door — which leaves teams short-handed, job positions open and a lot of questions unanswered. To make sure your current employees — and your bottom line — don't suffer, here are a few ways to win during The Great Resignation.
1) Know what you're up against.
According to Microsoft, more than 40% of the global workforce is at least considering handing in that two-week notice. Different sectors are impacted in different ways, but no matter what industry you're in, it's important to keep an eye on the latest trends and know what's ahead.
2) Prioritize employees who aren't leaving.
The last thing you want to do is lose more employees while worrying about the ones who are already gone. Put a little extra effort into celebrating and rewarding loyalty — your people will appreciate it.
3) Ask workers why they're quitting.
If an employee seems open to communication before they leave, take advantage of the opportunity to discuss their departure. Ask why they're leaving, what you could do better and whether they'd be interested in staying if changes were enacted.
4) Try to keep employees who are on the fence.
If you find that some of the people walking out your door might be willing to turn around, try to strike up a deal. After all, it's cheaper, easier and less stressful to keep a current worker than to try finding a new one. Remember, you don't want to ostracize existing employees or make quitting seem like the best way to get better treatment — so offer changes or perks that benefit everyone.
5) Hire with fresh optimism.
The Great Resignation can be a chance to find new talent, new ideas and new opportunities. Approach the hiring process with fresh optimism — that way, potential employees will see that you're excited about the future rather than dragged down by the past.
6) Listen and respond.
According to the BBC, many employees are embracing The Great Resignation instead of staying with employers who don't listen to them. If you're seeing high turnover, that's a sign you need to step back and listen to your people — and, perhaps more importantly, actively respond to their concerns, questions and feedback.
7) Find out why the competition is failing.
Maybe The Great Resignation hasn't touched your company yet. That's great news — but don't get too comfortable. Instead, find out why employees are leaving your competitors, and make sure to address those things in your own procedures.
8) Don't get discouraged.
If you're losing employees left and right while job openings stay untouched for months, it's easy to get discouraged. However, to improve morale throughout your company, it's important to focus on the positives. Remember, The Great Resignation is partly influenced by employees' personal lives and struggles — so a two-week notice may have nothing to do with you or your company.
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