Combatting “The Great Resignation”

Anthony Klotz, associate professor of management, at Texas A&M University, coined the term “The Great Resignation,” in an interview with Bloomberg Businessweek in 2021.  In the article written by Arianne Cohen published on May 10, 2021, entitled “How to Quit Your Job in the Great Post-Pandemic Resignation Boom,” it states that Mr. Klotz said, “When there is uncertainty, people tend to stay put, so there are pent-up resignations that didn’t happen over the last year.”

Employers across the U.S. are still feeling the effects of “The Great Resignation” in 2022.  While there are predictions that employees continue to leave the market or move from one job to another (See U.S. Department of Labor Bureau of Statistics here, employers can fight to keep their valuable employees who are considering leaving to pursue other interests. What does it take?  It takes for employers to understand how to value their assets – human capital.  Making an intentional effort to understand how to manage five different generations, engage employees, and exercise flexibility with respect to hybrid or remote work opportunities are three ways to combat the movement.

1. Managing Five Generations

Employees from different generations bring different perspectives to the table.  While it may be a challenge to manage multiple generations in the workplace, senior leaders and managers must make an effort to understand the values of each generation to create a positive organizational culture for all employees.  Is it essential to understand what motivates employees to get the best out of each of them.

2. Employee Engagement

Do you know what motivates your employees to be engaged and productive?  If not, it is important for managers and senior leaders to build relationships and have real conversations with employees about what it takes for an employee to come to work each day and be fully engaged. Trust and respect are built over time, but continuous open communication is key. 

3. Flexibility

Organizations must consider their willingness to be flexible. But one area that has been a hot topic as employees return to the workplace is flexibility with respect to hybrid and/or remote work arrangements.  Organizations must collaborate to discuss whether or not it is absolutely essential for their employees to physically be in the office every day to be productive and to contribute to the bottom line. It may be the difference in losing a valuable employee.

While there are other issues to consider addressing to fight to keep those employees who are considering jumping ship to pursue other interests, it starts with placing value on human capital.  For more information in the areas of assessing employee engagement and building a positive organizational culture, see IntegriStar’s training programs and other service offerings.