The Great Resignation
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Employee Retention in the Times of The Great Resignation

With the pandemic havoc, both in our minds and in our work lives, we would assume that the employees would be raring to get back to work once the storm eases out. But are they, really? Statistics suggest otherwise. The US Bureau of Labor Statistics has reported that 4 million people have quit their jobs in April 2021. The great resignation, a term coined by Anthony Klontz, an associate professor of management at the University of Texas, A&M, seems to be engulfing the entire world and creating a panic alarm for recruiters.

The reasons for the sudden spike in resignations could be many. Microsoft in its latest survey stated that more than 40% of people are thinking of leaving their jobs. While companies are slowly trying to run back to office initiatives, it seems that the call back is also motivating the talent to look for better opportunities.

Yes, work from home culture is one of the lifestyle changes brought in by the pandemic, but most of us are also appreciative of the benefits it has brought in our lives. It saved time, helped us spend quality time with family, and ensured that we opened our eyes to a whole new world for us, a world that was much beyond our own office cubicles.

Various companies realizing this have started to market work from home as an additional perk when sending job offers. So yes, professor Anthony Klontz is probably right when he says “Whenever there are lots of job openings and resignations happening, employees gain power.”

So how do we get out of this with a win-win solution for both the organizations and the people that make up organizations?

Start Listening to Understand

Being a good listener is important in all walks of life but for a leader, it can make or break your company. Your employees give signs of unhappiness or dissatisfaction. Money is not the only motivator but the overall employee experience matters. 

Do your employees want to get back to in-office work mode? Did you talk to them about resuming work or was it a decision taken in the directors’ meeting? This is where the problem starts. We are not listening to our employees and this will obviously make them feel left out. If you are planning to introduce new policies, do consult with your team. Take their opinion into account and make them a part of the decision-making process.

Invest in Technology that Delivers Engagement

Continuing with the above point, how do you listen? Is talking to everyone possible?  What about the unconscious bias that might be present? (Everybody is a slave to psychology)

The answer to this is to get an employee voice software that acts as a representative of the leadership to the employees, talks to them, collects insights, and sends them to the leadership.

Berry is a digital personality that you employ to measure and improve employee happiness – who can interact, interpret and drive accountability using actionable patterns that it learns. Berry is available to answer simple questions and is capable of having complex conversations with employees. Employers use Berry to run campaigns that help them to understand the pulse of the organization around various topics. Berry then analyzes the conversations and makes actionable insights available instantaneously.