The Great Resignation: What Should Managers Do?

 


According to the U.S. Bureau of Labor Statistics, 4 million Americans quit their jobs in July 2021, which is why you’ve probably heard the phrase The Great Resignation in the past weeks. There are millions of jobs open nationwide, and it’s the highest it’s been in this country’s history. In this COVID and Great Resignation era, managers need to be intentional in having more meaningful conversations.

That means understanding employees’ career aspirations. Even their passion outside of the office that could cross over to their everyday work life. “The Great Resignation is pushing managers to give great feedback and advance people’s careers,” says Nathan Blain at Korn Ferry. 

But, in addition to advancing careers, people are searching for more flexibility, more belongingness, and overall more of a lifestyle fit.

What can employers do to retain their talent?

Find the story

To help talent re-discover their spark, collect stories from highly engaged employees or stakeholders. Then share with your teams to motivate them and or promote a sense of purpose behind their work. Help paint a picture of purpose and the impact of their everyday actions on the organization or community it serves.

Know how others see you

Do you know how others perceive you as a leader? Do they feel respected and supported by the organization? Do you offer enough flexibility at work? Or enough autonomy? These are just a few questions you should be asking to identify blind spots that may be why your talent is leaving. Consider taking a 360 assessment, which allows a group of people, from peers to direct reports to anonymously give feedback.

Build a sense of community

To strengthen engagement and increase commitment from employees, means being intentional about the employee experience. If your organization is very compartmentalized breakdown silos and build community across departments with frequent time together. This can be discussing successes or what didn’t work and even held in social or informal settings outside of work.

Check on your people

H.U.T. is a common coaching phrase that means that all people want is to be heard, understood, and taken seriously. One of the most important tools in leadership is regular one on ones so that employees feel heard, understood, and that their issues/aspirations are taken seriously by management. Prioritize time to connect with employees and be prepared to take accountability as a leader and act as an advocate on their behalf.

To find out how the Leadership Institute can help identify weaknesses in your employee experience, provide assessments, or facilitate  team building activities contact us at LeadershipInstitute@ColumbusState.edu


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