{"id":4480,"date":"2021-08-24T15:38:14","date_gmt":"2021-08-24T19:38:14","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=4480"},"modified":"2023-12-12T14:44:15","modified_gmt":"2023-12-12T19:44:15","slug":"7-things-you-can-do-now-prevent-great-resignation-at-your-company","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/7-things-you-can-do-now-prevent-great-resignation-at-your-company\/","title":{"rendered":"Guest Blog: 7 Things You Can Do Now to Prevent The Great Resignation at Your Company"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"It sounds perfunctory, like a collective pout or impromptu global strike: \u201cThe Great Resignation\u201d or \u201cThe Big Quit.\u201d Somehow, the global economy finds itself with more job openings than people to fill the roles, due in part to employees\u2019 reluctance to return to traditional, 9-5 jobs after more than a year of pandemic upheaval.\u00a0 This phenomenon is more than a whim though. It\u2019s an awakening rooted in unprecedented circumstances. Before we talk about how employers can counteract employee turnover, let\u2019s talk about what your business is up against. It\u2019s been a century since the last global pandemic, but never before has such a devastating health crisis coincided with such a tech-savvy global economy. COVID-19 broke into our communities at a unique inflection point when video conferencing, social media, and other software advancements made it possible for the world to remain moderately connected despite social distancing and stay-at-home mandates.\u00a0 In the face of so much disruption to our school, home, and work routines, there were still moments of connection and hope. With a little flexibility, thought, and ingenuity, employers and employees could work together to create work environments that were innovative and malleable, not simply based on traditional models.\u00a0 Many employees worked from home without the usual access to childcare and support networks. Distributed teams navigated time zones and cut all extraneous operating costs. CEOs collaborated with folks across the org chart to come up with creative solutions to distributed work models. Without normal commutes, watercooler talk, or in-person team building, multitudes adjusted to a new normal that required extra communication, resilience, and understanding. Now, some are finding it difficult to simply switch back to the way things were before. What can you do to prevent a wave of departures from your team? Communicate often and candidly about what you\u2019re doing to ensure they feel supported, included, and encouraged. As The Diversity Movement CEO, Donald Thompson, explains in his WRAL Techwire article about the one thing executives can do to avoid the Great Resignation, \u201cthe real way to keep your team on board is to invest in who they are as people, personalize their employee experience and create an employee-focused culture of work.\u201d Here are a few actionable tips about how to avoid the Great Resignation in your business.\u00a0 Acknowledge the angst. Harvard Business School found that 80% of those who are working remotely don\u2019t want to return to the office full time. Another online survey said that 30% of workers would quit their job if asked to do so.\u00a0 No worker is returning to a workforce that remains unchanged by COVID-19. Those changes can mean fear or anxiety about how re-entry may impact health and wellness, both physically and mentally. Approach those sentiments with an eye toward employee retention. Name the elephant in the room and be transparent about your strategies for both re-entry and COVID-19 mitigation. Create spaces where employees can voice their concerns and unique family circumstances. Many employees have children who are too young to be eligible for COVID vaccines. Others live with or around immunocompromised individuals. Create avenues where employees with extenuating circumstances can express their concerns and request accommodation or flexible work policies. Avoid enacting one-size-fits-all workplace policies which typically only fit the silent majority. Invest in mental health services to help employees process change. Even if offered only on a temporary basis, consider either on-site therapy resources or virtual therapy visits that employees can utilize as part of their benefits package. Consider a hybrid model. Over half (61%) of employees prefer a mixed work model where they can spend a few days working from home and come into the office only when truly necessary to access resources or work with their teams. Be transparent about safety precautions and updates to health protocols. Uncertainty continues around COVID-19 variants and other health concerns. Be clear with your employees about each step you are taking to make the office a clean, healthy, and safe place to be. Provide non-performative support. Say it with us: tangible benefits. As an employee-focused organization, it\u2019s critical that you look beyond foundational, baseline compensation packages. Since the U.S. doesn\u2019t offer or mandated social support for employees, it\u2019s up to companies to make those benefits decisions. If you aren\u2019t invested in corporate social responsibility already, now is the time to start. Create customized\u00a0 employee benefits packages that express your corporate values and culture, then use those benefits as an opportunity to attract the best possible talent.\u00a0 If you can\u2019t provide paid family leave, partner with startups who can. If you\u2019re finding that in-office work means added expenses for transit and\/or childcare, offset those costs with stipends, or lessen the burden with other incentives. If you can\u2019t necessarily adopt a work-from-home model, enhance compensation packages for hourly, in-person essential workers by providing lucrative benefits like debt-free education. For example, Target is providing employees with free education in partnership with Guild, which seeks to close the education gap while folks are on the job. Get comfortable with the intangibles. Flexibility may not be a measurable asset (yet), but it\u2019s a benefit to work culture that employees are demanding after nearly two years of community, familial, and professional upheaval due to the COVID-19 pandemic. These last two years have forced countless parents, students, and employees to prioritize their needs as they attempted to care for themselves and their dependents with limited resources and almost no community to lean on. That process yielded startling realizations and revealed one long-held truth. time is (still) money.\u00a0 An 80-year longitudinal study by Harvard University found that what keeps us healthy and happy over a lifetime are quality relationships. \u201cGood genes are nice,\u201d the Harvard Gazette says, \u201cbut joy is even better.\u201d Study participants revealed that tending to relationships had a powerful effect on health\u2014something that many employees may have had the chance to either reflect on or prioritize in the past year and a half.\u00a0 How can you use these findings to set your company apart?\u00a0 Don\u2019t just leave room for joy; create a culture where your employees can actively pursue it. This may mean making small departures from traditional benefits packages by offering regular afternoons off or three-day weekends at predictable intervals. It may also mean more intentional conversations throughout the recruitment process plus external marketing to shed a light on all the things your business is doing to create an employee-focused workplace culture of personalization, flexibility, and care.\u00a0 At its root, work offers a way for people to build their own success, provide for their families, and create a better world. But, if we want new employees to choose us and current employees to stick around, we have to be willing to adapt to their needs, especially in the wake of these last few turbulent years. To avoid the Great Resignation in your company, be flexible, be forward-thinking, and be ready to listen. Your employees are ready to tell you what they need.\u00a0\", \"US English Male\");\n                }\n            };\n        <\/script>\n     <\/br><\/p>\n<p><span style=\"font-weight: 400;\">It sounds perfunctory, like a collective pout or impromptu global strike: \u201cThe Great Resignation\u201d or \u201cThe Big Quit.\u201d Somehow, the global economy finds itself with more job openings than people to fill the roles, due in part to employees\u2019 reluctance to return to traditional, 9-5 jobs after more than a year of pandemic upheaval.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This phenomenon is more than a whim though. It\u2019s an awakening rooted in unprecedented circumstances. Before we talk about how employers can counteract employee turnover, let\u2019s talk about what your business is up against.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s been a century since the last global pandemic, but never before has such a devastating health crisis coincided with such a tech-savvy global economy. COVID-19 broke into our communities at a unique inflection point when video conferencing, social media, and other software advancements made it possible for the world to remain moderately connected despite social distancing and stay-at-home mandates.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8876 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-1024x341.png\" alt=\"TDM Library: your one-stop-shop for update, expert DEI Resources. Explore the platform with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<p><span style=\"font-weight: 400;\">In the face of so much disruption to our school, home, and work routines, there were still moments of connection and hope. With a little flexibility, thought, and ingenuity, employers and employees could work together to create work environments that were innovative and malleable, not simply based on traditional models.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Many employees worked from home without the usual access to childcare and support networks. Distributed teams navigated time zones and cut all extraneous operating costs. CEOs collaborated with folks across the org chart to come up with creative solutions to distributed work models. Without normal commutes, watercooler talk, or in-person team building, multitudes adjusted to a new normal that required extra communication, resilience, and understanding.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Now, some are finding it difficult to simply switch back to the way things were before.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">What can you do to prevent a wave of departures from your team? Communicate often and candidly about what you\u2019re doing to ensure they feel supported, included, and encouraged. As The Diversity Movement CEO, Donald Thompson, explains in his WRAL Techwire article about <\/span><a href=\"https:\/\/www.wraltechwire.com\/2021\/08\/18\/great-resignation-is-coming-heres-the-one-thing-execs-can-do-to-avoid-it\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">the one thing executives can do to avoid the Great Resignation<\/span><\/a><span style=\"font-weight: 400;\">, \u201c<\/span><span style=\"font-weight: 400;\">the real way to keep your team on board is to invest in who they are as people, personalize their employee experience and create an employee-focused culture of work.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are <\/span><span style=\"font-weight: 400;\">a few actionable tips about how to avoid the Great Resignation in your business.\u00a0<\/span><\/p>\n<h4>Acknowledge the angst.<\/h4>\n<p><a href=\"https:\/\/www.cnet.com\/health\/over-80-of-workers-dont-want-to-go-back-to-the-office-full-time-survey-finds\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Harvard Business School found<\/span><\/a><span style=\"font-weight: 400;\"> that 80% of those who are working remotely don\u2019t want to return to the office full time. Another online survey said that <\/span><a href=\"https:\/\/www.usatoday.com\/story\/money\/2021\/01\/05\/jobs-home-29-professionals-would-quit-if-forced-go-back-office\/4142830001\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">30% of workers would quit<\/span><\/a><span style=\"font-weight: 400;\"> their job if asked to do so.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">No worker is returning to a workforce that remains unchanged by COVID-19. Those changes can mean <\/span><a href=\"https:\/\/www.nytimes.com\/2021\/04\/02\/business\/office-remote-work-anxiety.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">fear or anxiety<\/span><\/a><span style=\"font-weight: 400;\"> about how re-entry may impact health and wellness, both physically and mentally. Approach those sentiments with an eye toward employee retention. Name the elephant in the room and be transparent about your strategies for both re-entry and COVID-19 mitigation.<\/span><\/p>\n<h4>Create spaces where employees can voice their concerns and unique family circumstances.<\/h4>\n<p><span style=\"font-weight: 400;\">Many employees have children who are too young to be eligible for COVID vaccines. Others live with or around immunocompromised individuals. Create avenues where employees with extenuating circumstances can express their concerns and request accommodation or flexible work policies. Avoid enacting one-size-fits-all workplace policies which typically only fit the silent majority.<\/span><\/p>\n<h4>Invest in mental health services to help employees process change.<\/h4>\n<p><span style=\"font-weight: 400;\">Even if offered only on a temporary basis, consider either on-site therapy resources or virtual therapy visits that employees can utilize as part of their benefits package.<\/span><\/p>\n<h4>Consider a hybrid model.<\/h4>\n<p><a href=\"https:\/\/www.cnet.com\/health\/over-80-of-workers-dont-want-to-go-back-to-the-office-full-time-survey-finds\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Over half (61%) of employees prefer a mixed work model<\/span><\/a><span style=\"font-weight: 400;\"> where they can spend a few days working from home and come into the office only when truly necessary to access resources or work with their teams.<\/span><\/p>\n<h4>Be transparent about safety precautions and updates to health protocols.<\/h4>\n<p><span style=\"font-weight: 400;\">Uncertainty continues around COVID-19 variants and other health concerns. Be clear with your employees about each step you are taking to make the office a clean, healthy, and safe place to be.<\/span><\/p>\n<h4>Provide non-performative support.<\/h4>\n<p><span style=\"font-weight: 400;\">Say it with us: <\/span><i><span style=\"font-weight: 400;\">tangible benefits<\/span><\/i><span style=\"font-weight: 400;\">. As an employee-focused organization, it\u2019s critical that you look beyond foundational, baseline compensation packages. Since the U.S. doesn\u2019t offer or mandated social support for employees, it\u2019s up to companies to make those benefits decisions. If you aren\u2019t invested in corporate social responsibility already, now is the time to start. Create customized\u00a0 employee benefits packages that express your corporate values and culture, then use those benefits as an opportunity to attract the best possible talent.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you can\u2019t provide paid family leave, partner with startups who can. If you\u2019re finding that in-office work means added expenses for transit and\/or childcare, offset those costs with stipends, or lessen the burden with other incentives. If you can\u2019t necessarily adopt a work-from-home model, enhance compensation packages for hourly, in-person essential workers by providing lucrative benefits like debt-free education. For example, <\/span><a href=\"https:\/\/www.forbes.com\/sites\/michaeltnietzel\/2021\/08\/05\/target-announces-it-will-pay-for-its-employees-college-education\/?sh=3959c8b319ed\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Target is providing employees with free education in partnership with Guild<\/span><\/a><span style=\"font-weight: 400;\">, which seeks to close the education gap while folks are on the job.<\/span><\/p>\n<h4>Get comfortable with the intangibles.<\/h4>\n<p><span style=\"font-weight: 400;\">Flexibility may not be a measurable asset (yet), but it\u2019s a benefit to work culture that employees are demanding after nearly two years of community, familial, and professional upheaval due to the COVID-19 pandemic. These last two years have forced countless parents, students, and employees to prioritize their needs as they attempted to care for themselves and their dependents with limited resources and almost no community to lean on. That process yielded <\/span><a href=\"https:\/\/www.npr.org\/2021\/06\/24\/1007914455\/as-the-pandemic-recedes-millions-of-workers-are-saying-i-quit\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">startling realizations<\/span><\/a><span style=\"font-weight: 400;\"> and revealed one long-held truth. time is (still) money.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">An 80-year longitudinal study by <\/span><a href=\"https:\/\/news.harvard.edu\/gazette\/story\/2017\/04\/over-nearly-80-years-harvard-study-has-been-showing-how-to-live-a-healthy-and-happy-life\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Harvard University<\/span><\/a><span style=\"font-weight: 400;\"> found that what keeps us healthy and happy over a lifetime are quality relationships. \u201cGood genes are nice,\u201d the Harvard Gazette says, \u201cbut joy is even better.\u201d Study participants revealed that tending to relationships had a powerful effect on health\u2014something that many employees may have had the chance to either reflect on or prioritize in the past year and a half.\u00a0 How can you use these findings to set your company apart?\u00a0<\/span><\/p>\n<h4>Don\u2019t just leave room for joy; create a culture where your employees can actively pursue it.<\/h4>\n<p><span style=\"font-weight: 400;\">This may mean making small departures from traditional benefits packages by offering regular afternoons off or three-day weekends at predictable intervals. It may also mean more intentional conversations throughout the recruitment process plus external marketing to shed a light on all the things your business is doing to create an employee-focused workplace culture of personalization, flexibility, and care.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At its root, work offers a way for people to build their own success, provide for their families, and create a better world. But, if we want new employees to choose us and current employees to stick around, we have to be willing to adapt to their needs, especially in the wake of these last few turbulent years. To avoid the Great Resignation in your company, be flexible, be forward-thinking, and be ready to listen. Your employees are ready to tell you what they need.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8041 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>It sounds perfunctory, like a collective pout or impromptu global strike: \u201cThe Great Resignation\u201d or \u201cThe Big Quit.\u201d Somehow, the global economy finds itself with more job openings than people15<\/p>\n","protected":false},"author":2,"featured_media":4481,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[61,5],"tags":[],"tdm_type":[92],"class_list":["post-4480","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-inclusive-hiring-onboarding-and-retention-strategies","category-blogs","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Guest Blog: 7 Things You Can Do Now to Prevent The Great Resignation at Your Company - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"The &quot;Great Resignation&quot; is here. 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