According to Global Survey by Microsoft, the great resignation would continue to accelerate at a faster pace. In fact, the Bureau of Labor Statistics highlights that over 4.5 million Americans resigned from their jobs in 2021. It is no wonder most employers now fear more increases in resignations.

One poll suggests that over 23% of American employees intend to quit their day jobs in the next 12 months. The fact of the matter is that the COVID-19 pandemic crisis continues to complicate different aspects of the job.

Whether it’s vaccine mandates or prolonged impact, the workforce has its own struggle that requires an empathetic approach from the employers. With mountainous resignations, HR professionals continue to grapple with high recruiting costs to fill out new and current staff positions.

Here are some of the most effective ways that help organizations to attain and retain employee satisfaction and curb a high turnover rate:

Communicate to Render High Employee Satisfaction

Amidst the pandemic crisis and great resignation, it has dawned on employers the gravity of the situation. Gone are the days when employers would ensure employee satisfaction based on traditional prerequisite parameters.

Sure, it may not be possible to satisfy the needs of the entire workforce, but employers can assume full control of the situation through continuous and direct communication. In fact, it is a perfect time for HR professionals to listen to the concerns and grievances of the employees. HR experts can also communicate to conduct various surveys and create reports to find patterns.

 Exercise Empathy

Despite the nature of the incentive and communication approach, employers have to show empathy. Oftentimes, employers just need to inquire about how the workforce feels about their remote or hybrid work transition. Make the most out of feedback to understand the point of view of employees and put in place procedures and policies that encourage employees to work.

Empathy in the workplace environment also leaves out little to no room for potential disconnect. For instance, if you’re planning to initiate a return-to-work policy, make sure to communicate and exercise empathy with each employee in the circle to ensure a smooth transition.

Take Proactive and Progressive Measures

Employers should make the habit of asking things that are relevant to the company and the employees. For instance, many employers have started to share the growth results to showcase a high level of transparency. The trick is to share and align policies with the workforce.

A proactive approach also involves taking polls and boosting the morale of the employees. Figure out what can have the most result-oriented and positive impact on the lives of the workers and then suitable actions. It may sound straightforward but HR professionals will have to do some research to collect honest feedback through different channels.

After that, it is up to the HR experts to turn the honest feedback into value-added initiatives. Also, it wouldn’t hurt to make it clear to the workforce about the future direction of the company and how it would continue to address the concerns of the employees.

Practical Workloads and Good Intentions

Of course, despite the nature of a job, it all comes down to creativity and productivity. But instead of pushing the limits of your workforce’s creative and productive streak, minimize the workload and make sure it is practical enough for each employee.

In fact, you will have to find new ways to boost efficiency and manage complex workloads. Your effort to minimize workload has to be more than just lip service. For starters, roll out initiatives with good intentions that would help you win the trust of the workers.

But employers can also show good intentions when it comes to collaborating, time management, team-building tasks, and even catering lunch. You have to make time your ally and bolster solid organizational team culture across the workforce.

Offer More Flexibility

Flexibility is arguably the most important factor to retain an employee for a long time. Employers have to demonstrate leadership and create more flexibility for employees. Think of flexibility through the lens of empowering your workforce to boost productivity and reduce the high turnover rate in tough times.

For instance, adopt and embrace alternative work adjustments and offer flexible work timings at the same time. If your company cannot commit to the remote work environment, then make sure to strategize remote as well as office work schedules beforehand. From daily meetings to deadlines, give more rope to your employees so that they can take care of the work with ease and without stress.

What Else?

Your goal should be to win over the employees before it’s too late. So, make sure to show appreciation and highlight core values to your workforce. In addition, you can also create succession and training plans for new recruits. You should also review internal hiring processes and create freelance transitional programs. And most importantly, make sure there are no inconstancies in your internal hiring process.

What Should be YOUR Approach?

Ever since the world faced the unprecedented pandemic crisis, the employment traits and dynamics are no longer the same. In fact, people now think and work in a different professional manner. The good news is that employers can and should view great resignation as a great opportunity. HR professionals understand that this is a historic time that is bound to have a negative impact on the job market.

But on the flip side, it is an opportunity for employed individuals and companies to maintain the cycle of growth. Remember, the last thing companies should do is generalize incentives. After all, employees are quitting for distinct and new reasons. The burden of responsibility falls on the HR professionals to put in place strategic, specific, and new incentives that cater to the needs of the workers.

Final Thoughts

Despite the competitive job marketplace, employees have started to quit jobs on a large scale. And employers are doing everything they can to retain workers. From gym memberships to gift cards to free food, different employers are offering different initiatives to propel employees to stay.

Organizations have to focus on job aspects that drive the most value and offer compelling environmental and social benefits that demonstrate serious commitment. These basic initiatives support employees’ physical and mental health and create a stable work environment.

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