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There is no denying that the world has changed during the height of the pandemic. In the years 2020 to 2021 there was a historical record of employee turnover and this incident took place worldwide. During this period of uncertainty, it has prompted individual employees to re-evaluate their labor obligations and priorities.
Meanwhile, employers were also forced to get through the ripple effects of The Great Resignation. They were urged to think about effective ways and alternatives to retain staff. It’s safe to say that employers have learned a lot from this pandemic-driven phenomenon.
What drove The Great Resignation?
The “Great Resignation” was conceived by Anthony Klotz to describe this unprecedented turn of events that continues to shape the global workforce. It happened when workers from all over the world chose to quit their jobs for greener pastures.
While The Great Resignation may have started as a result of the pandemic, experts argue that this trend started before the global health crisis. Data shows that from 2009 to 2019, a average rate of 0.10% annual increase in the number of people who quit their jobs. This tendency changed in 2020 as many workers decided to keep their jobs due to the uncertainties brought about by Covid-19.
But as concerns eased and companies began to embrace remote working, the labor market returned to its so-called long-term trend. According to the US Bureau of Labor Statistics, more than 47 million workers in the country quit their jobs in 2021. Flexibility is a big factor contributing to why many working professionals are now choosing to join the movement in post-pandemic times.
Why Employees Join The Great Resignation
To explain it further, many employees participate in The Great Resignation uprising because of the following:
Toxic work environment: An investigation conducted by Flex jobs has revealed that 67% of employees leave their company due to workplace toxicity. There is no growth if the work culture is toxic – not just in the employees themselves, but throughout the organization.
The lack of recognition: Undervaluation and undervaluation will cause a downturn in employee morale. The lack of recognition leads to unmotivated staff, which in turn will have a major impact on their productivity and performance. Pre-eminently, it is another decisive factor for employees to look for better opportunities elsewhere.
Underpaid staff: Another study led by Pew Research Center recorded that 63% of American workers quit their jobs because the pay was too low. The same survey also found that the employees who have left their jobs have already moved to another company with better salaries and opportunities.
No work-life balance: A poor work-life balance means you have to spend more hours a day at work. Being overwhelmed with more responsibilities at work can increase individuals’ anxiety, stress, and other mental health issues.
Related: A Work-Life Balance Will Help You Retain Employees
How Businesses Were Affected by The Great Resignation
The large layoff has had a major impact on employers, especially as organizations urged employees to return to their respective offices. As a result, companies increasingly had open positions, which also caused disruptions in their day-to-day operations. The other employees therefore had to compensate for the lack of labor. An enormous workload caused employee burnout, affecting their overall performance and productivity.
Companies had to fill vacancies urgently. Not to mention that mass hiring requires a bigger budget, and in most cases the quality of the hiring process is compromised.
What employers should have learned from The Great Resignation
One thing is certain, The Great Resignation has changed the way traditional employer and employee relationships work.
In GartnerIn the 2022 IT workforce survey, 70% of IT professionals are calling on employers to integrate a more “people-centric” work model. To help pacify rising employee turnover, employers need to come to terms with the following:
Flexibility is key: Work-life balance has become an essential aspect of every individual’s life. Working from home allows employees to spend more time with their pets and loved ones while doing their daily tasks. Flexibility ensures that employees feel more satisfied with their work. It helps create a stress-free work environment and encourages employees to be more productive and improve the quality of their work.
Employers need to shift their focus: Businesses must adapt to today’s new normal, and this includes adapting their workforce practices to the needs of today’s employees. It should include a win-win situation between employers and their staff as this will help attract and retain the right candidates.
Support employee development: Employers also need to be able to support their employees’ career growth and development as today’s employees look for long-term stability. Offering skills-enhancing training and other career opportunities will benefit not only individual employees, but the entire organization as well.
Create productive conversations: Employees are also more likely to be satisfied at work if they feel that management values their well-being. Employers should open productive conversations where staff are free to share their questions, concerns and ideas. This can also help foster good working relationships and help find answers to solve certain problems within the organization.
The big layoff is inevitable and it is still happening as workers continue to look for jobs with better working conditions. From The Great Resignation to The Great Talent Reshuffle – the key here is to retain employees. Companies must make changes and renew their rules to rectify the mass movement.