In August 2021, 16 months into the COVID-19 pandemic, 4.3 million Americans left their jobs by choice, a phenomenon now coined “The Great Resignation.” Large- and small-scale businesses were left scrambling to interview, onboard, train, and/or upskill employees to adjust to this change. Companies that chose to do this without changing their internal processes may have been overlooking the main issue with this trend. For these businesses hoping that The Great Resignation was an isolated incident, a recent survey indicates that these hopes are false. In 2022, 44% of workers are considered “job seekers,” either actively seeking a new job, or planning to continue their search for a new job by the end of 2022. This study highlights that The Great Resignation is more than just an isolated incident; it is a growing trend that businesses must prepare for—and technology can support it.
This article aims to help organizations avoid getting caught on the wrong side of The Great Resignation. By implementing the following tips, your business can be the type of place that candidates are searching for, rather than a business employees are actively planning to leave.
The Pandemic as a Catalyst, not a Cause
The first step for an organization to fend off The Great Resignation is to acknowledge that the current structure of “doing business” has played a significant role in causing this movement. In light of this, The Great Resignation could be more aptly termed “The Great Reconsideration.” Rather than viewing the pandemic as the cause of employee dissatisfaction, The Great Resignation could be viewed as a sign that employees are now reconsidering their priorities and viewing their workplaces through a new lens. Rather than the pandemic creating issues within workplaces, perhaps the pandemic has shed light on workplaces, illuminating pre-existing issues around corporate culture, expectations, salaries, and administrative processes.
As we highlighted in a previous article, the pandemic has forced the world-at-large to rethink how we view the relationships between our social and private lives, and how our jobs are inextricably linked within that dynamic. Our article states that, “in this sense, maybe the problem with employees being unable to separate their private and professional lives is simply the fact that this has been viewed as a problem to begin with.”
Your Business May Be Part of the Problem
When considering the causes and effects of The Great Resignation, an organization can make a critical mistake: viewing The Great Resignation as a reaction to the societal issues created by the global pandemic, without turning their analysis inward and viewing their business’ structure and processes as part of the problem.
Here are some factors to reconsider when avoiding the negative impact of The Great Resignation:
A Positive Corporate Culture
A leading cause of The Great Resignation is toxic corporate cultures. The risk of employee resignation is greatly increased if a business does actively invest in processes that focus on key employee issues, including mental health sensitivity, open communication, representations of equality, and employee appreciation.
A remedy for this is to invest in programs that will actively contribute to a positive corporate culture, such as internal training that teaches the importance of mental health and communication in the workplace.
Be the Business that Accommodates Personal Goals
Another causal factor of The Great Resignation is the lack of acknowledgment and encouragement in workplaces, which can cause employees to feel undervalued. Many businesses are now realizing the importance of viewing their employees as real human beings; a little validation can go a long way.
As a certified Great Place to Work®, one of Elantis’ core values is to focus on people. That’s why we have a variety of ways to build connection, promote work-life balance, and celebrate together. Some of our most memorable moments happen during Elantis Experience, a weekly meeting with all staff where we share updates on projects, kudos and thank yous, and perhaps most importantly – memes. This fun and interactive Friday afternoon ritual helps our team relax and decompress after the week’s activities.
There is no greater feeling than a pat on the back for a job well done, and the effect of this reinforcement is amplified when it is announced to all team members in the same space. When positive performance is acknowledged and appreciated, we stay motivated and feel connected.
Automated Processes That Lessen the Load
Focusing on your business’ UX design is another way to prevent a negative impact from The Great Resignation. UX design is much more than simply focusing on the ways in which your customers interact with your company and its services. It also includes how your employees interact within your company, and skilled employees are often dissatisfied when their time is spent on repetitive and mundane tasks.
By elevating your employees’ experience within your UX design, employees will not only enjoy their working experience, but they are more likely to share this positive experience with their colleagues. This, in turn, will positively contribute to your business’ reputation, making it a more appealing option for job seekers.
In the modern business world, there is a plethora of automation solutions to help limit the workload of your employees. Your business automation strategy can include automating Human Resources tasks and processes. It is important to note that this automation would not take the “human” out of Human Resources. By automating repetitive HR tasks and processes—such as onboarding, document processing, and handling employee requests and day-to-day reminders—you will free up time for your employees to focus on tasks that require the nuances of their training and expertise. This automation will help your business by optimizing your information architecture and maximizing the satisfaction of your employees.
As is the case with any disruptive trend in the business world, The Great Resignation is an opportunity for organizations to adapt and gain a competitive edge. A pessimist would view The Great Resignation as a sign that all employees are looking to leave their jobs; however, an optimist views The Great Resignation as an opportunity to improve their internal environment and processes—making it more attractive to a large group of talented job seekers.
If you are interested in being a part of what we do at Elantis, or if you’d like to learn more about how automation can help contribute to your employee satisfaction, contact us and take the first steps toward being on the right side of The Great Resignation.
