After a record 4.5 million workers left their jobs in November 2021 (according to the U.S. Bureau of Labor Statistics Department’s latest Job Openings and Labor Turnover report), “The Great Resignation” became a hot topic among corporate executives. As more people continue to prioritize workplace flexibility due to the pandemic, we must mitigate these losses and prevent them as executive leaders. Here are three tips for handling turnover, whether from “The Great Resignation” or something else.
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Offer Remote & Hybrid Opportunities
The remote work option is one of the most popular employment benefits. If you offer a work from home option, the statistics say you’ll have a better chance of acquiring and keeping employees.
However, don’t do so at the expense of your company. Certain jobs, especially those that require a high level of collaboration, are more difficult to do remotely. For these positions, consider offering a hybrid option, where employees are required to be in-office on certain days for collaborative purposes.
At Freeman, we are flexible where we can be, and we strive to create a working environment that’s both enjoyable and fits within the needs of today’s employees.
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Be Gracious When People Leave
It is easy to become upset when an employee leaves, but it’s never a good idea. It’s especially not a good idea when people quit their jobs in record numbers. I have been pleased by how many former Freeman employees have reached out to me about returning, including some who left during the pandemic.
As a rule, even if I’m angry inside, I always say, “the door is always open,” when someone hands me a two-week notice. Handling resignations the right way is demanding in the short term, but in the long run, you’ll reap the rewards, as Freeman has, when valuable employees return. Being gracious during exits will also help your public relations: if you berate an employee for quitting, the chances are that they will spread the word about your behavior.
The easiest way to stay calm is to think about all the factors that go into a job resignation: family, life goals, relationships with other employees, and many more. Because the resignation might not even have anything to do with you as a manager, you can’t take it personally.
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Be Proactive – Listen and Learn from Your Team to Retain Employees
It’s a lot easier to be proactive regarding employee retention. Once someone has gotten another job, it can be nearly impossible to keep them. Make sure that your employees feel the impact as your business does well, whether through extra perks or added benefits, or an employee appreciation day — even new equipment can go a long way.
It’s important to conduct stay interviews as well. These can help managers learn what’s most important to team members, get a proper temperature check on how the organization meets their employee expectations, and keep them motivated long term.
It also helps to do the everyday things right. At Freeman, we strive for open communication and foster a family atmosphere. We want our employees to be able to speak their minds about policies and to be involved in projects. Look at your policies and make sure they’re fair. Ask employees for feedback.
Opportunity for Improvement
Think of “The Great Resignation” as your chance to make your workplace better. You might find improvements you wish you’d made before. Your employees will thank you, and you’ll have a better chance of retaining them.
