New Buzz, Great Resignations!

For last few months, there are reports all over the world related to
“Great Resignations”, people leaving their jobs for good, and yes, it’s
not they are opting or other work areas.

Why are people leaving jobs, work as we all know is an important factor
which pays our bills, feeds our family and a way of survival and
satisfaction. But, since pandemic struck our lives and changed whole
spectrum of the Globe, people started adapting to new ways of life,
working, and adjusting to the unexpected change. As an employee, I
always wanted to work from home for a day or two and it was luxury if
your company provides this sort of benefit, and yes, I had that luxury,
thanks to my organization and the management to allow us to work from
home if required. It was a privilege but at the same time there were
disadvantages also, like missing the meetings at work, brainstorming on
projects with the teams etc.

No one new that this will be our new norm, working from home for good.
People in initial months enjoyed it and started adjusting to it, work
was running smooth, no hiccups all giving their best to make sure
delivery and organization goals are not affected. Employees became more
and more productive, companies recognized that the productivity of
employees have increased drastically. Home offices started flourishing
people started setting up their small workplaces and companies supported
for this too as all new, we are not going to be back to workplace in
coming time.

But what happened after a year of Pandemic and continuous working from
home and giving more than 100% of productivity. Did management started
recognizing the time and efforts employees are putting IN and making
business flourish and gain profits, I will say not really, No. People
started feeling fatigue and got burnt out, its not only work they are
handling from home, there are other priorities also, Kids, Parents,
House Chores etc. everything has piled up and it must be done. This huge
workload piling up on and on top of that Covid-19 creating mess all
around, taking our friends, loves ones made people vulnerable. People
started getting into depression and anxiety increased, resulting in
fights, divorces, suicides. What a mess, an utter chaos.

Coming back to our topic, the whole unexpected chaotic circumstances
made people think, what they want. Do they want to continue like this
and end up in Grave or take a leap off this hush and rush and Live?
Companies are not recognizing the sacrifices employees are making, they
just hear them on office meetings and make sure work is done. According
to the U.S. Bureau of Labor Statistics, 4 million Americans quit their
jobs in July 2021. Resignations peaked in April and have remained
abnormally high for the last several months, with a record-breaking 10.9
million open jobs at the end of July. How can employers retain people in
the face of this tidal wave of resignations?

Employers Must Take a Data-Driven Approach to Improving Retention, these
trends highlight the importance of taking a data-driven approach to
determining not just how many people are quitting, but who exactly has
the highest turnover risk, why people are leaving, and what can be done
to prevent it. The details will look different in every organization,
but there are three steps that can help any employer more effectively
leverage data to improve employee retention:

1. Find the root cause of the issue, why are employees leaving, how can
we retain them. Having a retention policy is must at this present
scenario. Employer needs to recognize the efforts employees are
putting IN and making the work not get affected.

2. Empathize with employees, Management and HR must play a big role
here. Just having virtual meditation sessions and talks will not
work. Managers must see what an employee is going through and does
he/she require help or support.

3. Reward and recognize the hard work and efforts employees are putting
IN, appreciate the work they are doing and say thanks to them.
Employees are priority and more important than your customer. If
they, leave your work gets affected and organizations are losing top
talent, loyal work force.

4. Once you have identified the root cause, why employees are putting
down papers, you can begin to create highly customized programs
aimed at correcting the specific issues that your workplace
struggles with most. One higher-level intervention that may be
necessary before you can begin any sort of targeted campaign is to
invest in an organized, user-friendly system for tracking and
analyzing the metrics that will inform your retention efforts.

So, with greater visibility into both how serious your turnover problem
really is, and the root causes that drive it, you’ll be empowered to
attract top talent, reduce turnover costs, and ultimately build a more
engaged and effective workforce. It will be a win-win situation for both
Employee and an Employer. Companies to focus on retaining people and
guiding them in these difficult times. Mangers need to lead the way and
take more responsibility and onus for making sure no one is left behind,
empathize and recognize.

“Don’t judge each day by the harvest you reap but by the seeds that you
plant.” –