Resignation to Retention: 3 Ways to Keep Good Employees
The effects of the pandemic are far reaching, and for most employees, it has impacted how they perform their work. Resignations have jumped to an unprecedented high, with millions happening monthly, and employees have re-evaluated their worth. They require more from their employers beyond the fulfillment of work and pay.
Survival in the Great Resignation
In order to survive the current employment status, companies must be willing to invest in their employees. One way to do so is educating managers on ways to better assist and address these new needs of their teams. Here are three steps to help make that happen in your workplace environment.
Employee Mental Health
Employers can no longer ignore the implications of the pandemic on their employees’ mental health. In order to address the importance of mental health in the workplace, leaders need to foster a caring culture.
Evaluate existing health benefits
- Do your insurance plans offer adequate mental health services?
- Could additional services reduce the impact of stress on mental illness?
- Does your work environment foster a positive mental health environment?
Support from Day One
By including mental health information in your new hire onboarding process, you open communication to new employees about how the company values the well-being of their people. This reinforces the benefits of self-care, burnout prevention and seeking outside help. This should start from the top of the organization down through all management and supervisors. Leadership that openly supports conversations about mental health exhibit openness, honesty and authenticity beyond the performative alliance with their employees, new and existing. Employees are more willing to use mental health services when they know their leadership will not discriminate against them.
Consider the last time your organization asked the employees what they really wanted. For many organizations, this is an afterthought, but in today’s workplace, it pays to know. Degreed surveyed 2,400 employees, from team managers and leadership to entry level and non-management, across all sectors and company sizes, and compared the differences in how people rated their workplace learning cultures.
Positive Learning Culture
The study found that managers who play a proactive role in the development of employee learning plans created a positive learning culture. The engagement with their team members, called promoters, to find new growth opportunities within the company, and their ability to provide constructive feedback, led to an overwhelming 270% increase of promoters’ feedback to the company, indicating their management supports further career development.
And this isn’t limited to employee promotions. By offering lateral moves, stretch assignments and mentorships, leaders were able to increase opportunities for their employee’s development.
Culture of Care
Recently, Limeade, a leader in employee well-being, initiated The Great Resignation Update. Polling 1,000 US-based full-time employees at companies with 500+ employees, these respondents all started and maintained a new job in 2021 for at least three (3) months.
Top Reasons Employees Resigned
- Organizational changes
- Lack of flexibility
- Contributions and ideas not valued
- Insufficient benefits
- Well-being not supported by their company
When asked for specifics, employees said they felt more comfortable disclosing mental health conditions, as their new company cared more about their well-being. Per Jessir Crast, researcher at Limeade, “When employees feel cared about, they’re more committed, engaged and have lower stress and better well-being.”
Creating the Culture in the Workplace
When an organization provides support beyond a job and pay, and also actively and openly supports the social, physical, occupational and emotional well-being of their employee, they are creating a culture of care. These organizations grow a positive workplace environment when their managers are equipped with the right skills to handle the current needs of their team members. This can look like:
- Fostering peer-to-peer social networks,
- Ensuring transparency from leadership, starting at the top,
- Offering tools and resources to encourage employee growth,
- Creating a safe environment for communication between management and employees, and
- Valuing not only employee’s work, but their input and contributions.
Cultivate the Great Retention
The advent of this new employee-centered workplace offers organizations an opportunity to grow for and with their employees. Keep your existing staff by expanding your benefits to include their new requirements, and offer a comfortable new place to work for potential employees by showing your support from their first day on the job. By investing in their employees’ well-being, these organizations will be set apart from their competitors as the world continues to move through this pandemic.