We all have heard about the Great Resignation and all that unfolded due to the pandemic. However, not many of us are familiar with the changes companies are making in their policies to avoid a similar situation in the future.
The Great Resignation was an unforeseeable upside of the pandemic. Throughout the trend, more than 5 million workers in the United States alone left their jobs last year. While several factors encouraged employees to quit their stable employment, the pandemic was the most significant cause of the change.
Why Do Employees Prefer Working from Home?
The quarantine put workers in a position where they could experience life and work together. Life during a pandemic, primarily working from home or in a hybrid work model, made it almost impossible for the return to office programs to work after the restrictions were lifted.
Gone are the days when people feel distracted with on-site perks like a long commute allowing us to watch our favorite Netflix series. Even some fun time with co-workers brought due freshness to our lives is no longer a motivation factor for employees to come to the office.
Working from home is undoubtedly cherished by a majority of workers. Especially the employees with TV and internet packages from renowned service providers like Smithville Fiber were much more able to maintain the work and life balance they always wished for. Working from home allowed employees to save more money than they usually spent commuting or on food.
Even though the great resignation resulted in many employees leaving their jobs, a Gallup survey last year discovered that over 48 percent of the American workforce is searching for better job opportunities. The shocking revelation in the survey is that workers are no longer interested in the salary factor alone. Instead, employees’ new and growth mindset encourages better work culture and an engaged workforce.
Co-create a Blueprint for Future
Employee engagement is a critical factor. Employees have always loved a workplace that allows them to stay motivated, active, and engaged. But after the great resignation trend and its aftermath, workplace engagement has become more than necessary. Employers must give a voice to their remote workers.
This includes allowing employees to express themselves with what is working for them and what is not. Employers and business leaders should be open to employee suggestions and construct a blueprint of short, medium, and long-term action plans for higher employee engagement.
Stop Putting off Leadership Development
Your leaders need your support. The times we live in demand emotional intelligence, vulnerability, and strength. Instead of forcing your team to watch some TEDtalks on becoming a leader or reading a book over “How to lead,” employers should become the coaches themselves. To make sure your teammates feel part of the growing work culture and development, providing them with the proper support and opportunities can help them increase their leadership skills.
Keep Your Promises
When you put forward multiple promises to your leaders and employees but take a turn from the pledges, you only encourage them to start a new job search. If there is a situation where you feel that promise needs to be deferred, then you must explain and communicate. Failing to address the broken promises will only lead to growth in resentment.
Time to Do Everything Right
There are things in the business leadership to require immediate change. Instead of the following history, you have to make sure you implement all the right policies. You have to lead with how your employees feel and what your leadership demands and then make the right changes. Identifying the various needs of your employees, their newly established mindset regarding work-from-home, and their approach toward employment can help you in making all the right decisions.
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