With Covid-19 continuing into a second calendar year, an unprecedented phenomenon has been occurring.
People are quitting their jobs.
In fact, so many workers have left or are contemplating leaving their jobs, that the situation has been dubbed the Great Resignation.
Want proof? A record four million workers called it quits in April alone, according to the Labor Department. Pandemic burnout, a collective reassessment about priorities and what matters most, a labor shortage and more companies calling workers back into the office may be some of the reasons behind this trend.
According to the Achievers Workforce Institute’s annual Engagement and Retention Report, a staggering 52% of employees said they intended to look for a new job. The most crucial area of concern, according to their findings? “Work-life balance.”
That’s why companies who can shift their culture to give employees permission to feel valued and have a life outside of work will be the ones best able to retain their talent. Here are a few ideas on how to do that:
Offer Flexible Work Arrangements
Since the pandemic, research shows that workers are logging an average of two more hours of work per day. Companies that dictate that all employees must return to the office as if the past year-and-a-half of working remotely never happened are at the greatest risk of losing valued people.
Redefining the office can help determine the best place to get work done. The office is good for training, connection, and learning, so companies should provide employees with choices to select the work environments that give them the best support in their work and for their personal life.
Employees have little interest in returning to a workplace that doesn’t empower them to take control of their lives and support their well-being. If you’re not sure where to start, ask your employees how they feel about transitioning into this next chapter of work.
Today, many employees have documented that their organization hasn’t even asked for their feedback about return-to-workplace policies and procedures. This shows a major disconnect. Communication between employer and employee has never been more important – remember, it can open doors that will not only be viewed as a positive by your staff, but potentially create a more productive company.
Become a Morale Booster
You’re likely working harder than ever, and it can be difficult to take time for morale boosters – but they’re worth the time and resources.
Consider small boosts – like free lunches or treats in the break room (or virtual deliveries) just to say thank you. You may want to create mandatory wellness time – an afternoon or a day off with pay once a month (or more if you can afford it). If your remote workers spend all their time online, make Fridays a meeting-free day. Summer hours have always been a morale booster, with late starts on Mondays or half-days on Fridays – can you implement this permanently? Look for ways to provide rewards to say thank you for being part of the team and your employees will notice and be more likely to stick around.
i4 Search Group – Recruiting Healthcare Heroes since 2019. We’re a permanent placement recruiting firm specializing in healthcare recruiting across North America. If you’re a nursing, allied health, or any other healthcare professional looking for your next career move, visit our website and see how our experienced team of professionals can help you find a great position in 2021.