The so-called “Great Resignation” is a true phenomenon that is sweeping the country. While pandemic lockdowns in 2020 provided an opportunity for many to take cover and remain put, the economic recovery has produced a perfect storm for businesses, with restless workers and shortages in many sectors. According to a recent poll, 38% of workers intend to leave their jobs within the next 6 months to a year. By far the most crucial retention technique is to provide fair wages, however the top employers will go above and beyond just that.
According to a 2017 Glassdoor survey of 615,000 individuals, characteristics such as an organization’s culture and values, the quality of senior leadership, and career chances at the company were the top predictors of workplace satisfaction across all income levels. This study indicates that we may do more as managers to keep our top employees by encouraging them to bring their complete selves to work.
Support your employee creativity and passion
The last 18 months was a period of high stress, with mental health issues plaguing workers worldwide. There’s also a lot of evidence that suggests creativity is a great stress reliever. In a recent Skillshare research of 2,000 UK people, 85 percent of those polled indicated that an organization that encouraged their personal hobbies would be more appealing to work for. Having a creative passion, on the other hand, was said to boost mental health by 60% of participants. As a result, encouraging your staff to pursue their hobbies is a win-win situation. It makes you a more appealing employer and improves the well-being of your staff during this trying period. Fellowships for creative interests such as music, cooking, knitting, or sketching might inspire your employees to explore their creativity.
Encourage a side job/hobby
The UK has long been known as a nation of “side hustlers,” but the scale of this phenomenon is simply astounding. In the Skillshare poll, 51% of respondents said they have at least one side hustle, while 21% said they have more than one. This includes a whopping 70% of 16-29 year olds, with roughly a third of that age group having multiple side hustles. Employers can actively foster these hobbies rather than seeing it as ‘moonlighting.’ And besides, even as a side hustle, having the financial means to start one’s own business or industry necessitates a significant level of effort and entrepreneurial flare. These are attributes that any employer should value.
Asking employees to convey critical learnings from their business or project in a weekly lunch and learn is one method to integrate side hustles into regular work life. This may be rewarded by giving existing employees a discount on the product or service, allowing “side hustlers” to establish a market for their micro-business. Senior employees with common interests could even be encouraged to mentor younger employees.
Invest in skill development to help you reclaim your lost confidence.
Many employees’ confidence and growth have surely been harmed by the pandemic. According to a Skillshare survey, 62% of UK adults stated learning a new skill increased their working confidence. This figure jumps to 78 percent among those aged 16 to 29. Organizations should consider how they may support skill development to help employees gain confidence. Investing in your employees by providing training classes will help them feel more invested in your business. You’ll enjoy the rewards in the form of more productive and appreciative employees.
The Great Resignation doesn’t need to be an inevitable next step at your company following the pandemic. By encouraging them to bring their whole selves to work, you can engender more loyalty and reap the benefits in more engaged and confident staff.
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