Did you know 1 in 4 people plan to take advantage of other career opportunities post-pandemic? What is your organization doing to keep them from saying “I quit.”? Avoid the stress of finding yourself in the middle of a mass talent transfer by listening first.
What work meant to most of us pre-pandemic only means that to some of us today. Employees around the globe have had their horizons expanded to the possibility of working from home full-time. Suddenly, geography is no longer a limitation to career growth — it’s an opportunity! Employees who don’t want to go back to their desks no longer have to. All it takes these days is a few minutes on Indeed or LinkedIn to find a job that better suits their needs, be it flexibility, better culture, or more opportunity. Organizations out there who can’t (or won’t) offer the same opportunities are at risk of losing some of their most skilled people.
In our recent Culture Check-In survey, we found that more than 35% of Rising Leaders were unhappy with how their employers handled the pandemic. Add that to the 1 in 3 workers who don’t plan to stay in jobs that require them to be on-site full-time, and the writing on the wall couldn’t be clearer — develop a people-strategy that’s focused more on employee engagement and purpose than it is on dollars and cents. Why? Because in the end, you’ll find that one equals the other.
Keep them from saying “I quit.”
When we conducted our Culture Check-In survey to understand how the evolving workplace is shaping, we found that Rising Leaders (Millennials) showed up in a big way. Their retention checklist looked like this:
- A sense of belonging
- Work-life balance
- More compensation and benefits
While some organizations are ticking off those boxes, others are finding themselves in a fight to attract and retain talented people. For those suffering from higher retention rates than normal, here are a four things that will make your employees’ decision to stay just a little bit easier.
Taking an extended break from developing your people can induce burnout and start to point them towards the door. Instead, get back to investing time and energy into the talented people that drive your business forward.
Not sure where to start? Choose opportunities that align with the goals of the people working in your organization. Break it down by manager or discover broader development themes across departments to identify how best to invest your hard earned dollars. Investing in the right opportunities for the right people brings purpose to their work and commitment to your organization.
Creating frequent touch-points through the year with employees instead of a single annual review process promotes real-time growth and allows your teams to align on goals more efficiently. Suddenly, managers are able to focus less on correcting performance woes and more on creating healthy discussion around what’s important this quarter. Opening that door allows more room to support the whole person rather than just the outcomes they produce. Imagine a conversation about personal and professional goals, what motivates them, and how mangers can get behind their efforts. Making the shift to more frequent check-ins will make all the difference in how people commit to your organization.
One of the largest contributors to long-term retention isn’t necessarily business related at the core. Connecting people to each other, to their teams, and to your organization is what will give you a retention strategy that withstands generations. Take your culture from good to great by doing these two things:
Be consistent. Set a cadence for when and where people can take time away from their desks to get to know one another. Is it coffee and donuts every Monday morning? Is it spending every Thursday doing team-based exercises on a virtual call? Let your teams find what works best for them and then keep doing it! We promise the return in productivity will be worth it.
Be intentional. Focus on creating connection opportunities that address challenges or gaps in your current culture. Struggling to get people invested in their team members on a personal level? Host some teambuilding events to build trust and commitment. Struggling with getting people aligned around their goals and experiencing some miscommunication as a result? Host an alignment retreat that sheds light on how everyone can work together to accomplish big initiatives through a series of activities.
Know your teams. The easiest and fastest way to get into the minds of your people is take a poll! Get familiar with what’s keeping them up at night, how they’re feeling about their jobs, and if they feel connected to the business. Based on the results, is there anything you can start building into your culture that could help ease common stresses, recognize a job well done, or improve performance?
Be flexible. It’s no secret by now that working from home is here to stay. The only question is: Will your organization join in? With 1 in 3 workers not wanting to work for employers that require them to be on-site full-time, it’s worth giving it a try. Offering something as simple as a flexible schedule can keep them out of the hiring line.
Connect them through story. Allowing your employees to authentically represent themselves at work means giving them the opportunity to share who they are as people, what motivates them, and what value they bring to the table. Having a tool to onboard and build relationships with is a powerful way to connect your teams and build healthy work environments for years to come.
Be a strong leader! Go on the Unmistakable LEADER™ journey with us.
Unmistakable LEADER™ aims to equip all leaders with the necessary skills and awareness to truly begin to empower others, engrain positive habits, and drive purpose through their organization through great leadership.