HR expert advises on how to safeguard your company against the ‘Great Resignation’
New research shows that employee burnout rose sharply in 2021, with a recent survey showing that only 25% of employers say that they believe their workers have been mentally engaged and productive in the past year. And 41% of workers worldwide say that they are considering quitting their current posts and finding a new job or a new industry altogether.
“Employee turnover is at a record high right now. The ‘Great Resignation’ has left companies scrambling to find staff, with many workers rebelling against the prototypical 9-to-5 work model,” says Rob Wilson, President of Employco USA and employee trends expert. “The pandemic gave many people a taste of a different schedule and a different way of structuring their lives. Now that it’s time to return to a new version of the old normal, many workers just aren’t interested.”
Wilson says that employers need to be cognizant of the fact that COVID has irrevocably changed the way many people look at their work/life balance.
“A significant number of employees are unwilling to return to the status quo established pre-pandemic,” says the HR expert. “Workplace stressors— worsened by the pandemic—are partly to blame. Additionally, dissatisfaction with compensation, benefits, and work-life balance are top reasons why employees are job hunting.”
What can employers do to help prevent burnout and safeguard against turnover?
“To stay ahead of these trends, employers will need to look inward toward their unique employee populations and determine what’s important to them,” says Wilson. “This inquiry may include surveying employees to learn about what they are looking for. The most accurate approach may include managers directly asking employees about their current mindsets, which workplace factors are most important to them, and for any other feedback.”
To help meet the demands of an evolving workforce, Wilson says that employers must think outside the box.
“Companies that provide remote or hybrid working arrangements are going to attract top talent,” says Wilson. “If you aren’t offering flexible scheduling options, you’ve already dropped several tiers in desirability. While hybrid and remote arrangements won’t be feasible for every industry, the extent to which you can promote work/life balance and showcase your company as being progressive and willing to challenge the 9-to-5 workday is going to make a huge difference when it comes to hiring.”
Wilson says companies need to consider adopting or expanding employee assistance programs to help with mental health and burnout.
“Competitive compensation and generous bonuses are still important, but today’s workers have made it abundantly clear that they care more about the quality of their mental health than they do about money in the bank,” says Wilson. “Employers who can create and showcase these types of benefits will be able to withstand the Great Resignation better than employers who are still thinking in terms of pre-pandemic packages.”
For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.