According to the US Department of Labor Statistics, more than 19 million US workers have left their jobs in April 2021 impacting businesses across the globe at an unprecedented scale. Termed as ‘The Great Resignation’, this post-pandemic phenomenon has impacted businesses and lives alike. Companies that will be able to convert their Attrition to Attraction will be able to survive the great resignation.
A Microsoft survey of more than 30,000 global workers showed that 41% of workers were considering quitting or changing professions this year. On the flipside of remote working, are the expectations set by organizations on the need to be productive and on the clock, every time and all the time resulting in burnout amongst employees. Quoting Microsoft study here –, “higher productivity is masking an exhausted workforce.”
Attrition is real and of course, as an HR leader, you would be well aware of the hidden costs of talent acquisition processes. A study by Glassdoor states an average of $4000 is spent per new hire. The numbers might vary based on the job position and the hiring processes…but just this number is baffling! The process of briefing with the relevant teams, endless hours spent creating job postings, conducting recruitment drives, dealing with ghosting, and the list goes on. The solution? Turn ‘Attrition’ to ‘Attraction’!
The key to this lies in focussing inwards, in creating an employee experience that makes people want to get back to work (or their laptops) every morning. . An employee’s journey in an organization is a sum total of myriad micro-moments, moments that impact their experiences at work. Being there at these moments that matter, listening to them in real-time, and most importantly, acting upon their thoughts/sentiments – This is the secret sauce to an engaging employee experience strategy.
The great Attrition, if we may call it, is real and with coordinated efforts by the leadership teams, it is possible to convert this great attrition into a great attraction. Listening to your talent and adapting to the changes in the workplace (hybrid, work from home, etc) will be the primary factor in determining if you will be able to do so. Beginning from scratch, we have simplified the process of converting your attrition into attraction into some points.
- Remove Bias From The System: Executives or managers often have a bias or may tend to inadvertently introduce a toxic work culture that frustrates the employees to a point where they start looking for better opportunities elsewhere and there begins attrition. So the first step should be to start identifying those people and take corrective measures to reduce bias and toxicity. A good feedback system can work wonders here. Berryworks, a deep learning employee voice platform allows leaders to conduct anonymous surveys and feedback campaigns thus eliminating human interaction and removing the bias. Click here to know more.
- Talk more, listen more: Are you listening to your employees? Are you ensuring that their needs are being met especially when many of them are working remotely? Exhaustion can be another reason why an employee starts looking for a better opportunity. Work distribution should be balanced and must be offered according to skills and experience. Challenging to explore more is good but it should not be at the expense of someone’s mental strength. To sum up, let’s start talking to our employees and listening to their issues, taking corrective action to resolve those issues and create an environment of trust and responsibility where everybody feels welcome, nobody is scared to speak up and everybody is assured that their voices will be heard.
- Be Willing to Change & Adapt: The world has changed post the covid-19 pandemic. Our lifestyles have changed and so have our work conditions. While there is a mixed reaction to work from home, it is also necessary to recognize that it has worked for many organizations and employees alike, especially in the IT domain. You cannot expect things to go back to the pre covid times dramatically overnight. Let’s be willing to change. Initiate conversations with the employees to assess what form of working would they prefer and start building our systems to adapt to their needs because if you won’t, somebody else will!
Attrition can become an attraction provided we start giving more value to our employees and it all starts with active listening. We can help you listen to your employees and get the right analysis.
Berry is a digital personality that can be an HR leader’s strongest ally and every employee’s biggest confidant. Berry can help measure and improve employee happiness. Berry uses deep learning to 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. HR Leaders use Berry to run campaigns that help them to understand the pulse of the organization around various topics. Conversations are then analyzed and actionable insights are drawn out instantaneously.