The pandemic has exposed many cracks in the traditional workplace, resulting in “The Great Resignation.” Now, more than ever, people are re-evaluating both their present-day lives as well as how they want to live in the future. As a leader, you can hold on to your employees through The Great Resignation more successfully when you dig deeper into what your team members and/or employees need, so you understand what matters most to them.

Time magazine recently declared, “The pandemic revealed how much we hate our jobs." The New York Times proclaimed, “Workers are gaining leverage over employers right before our eyes." The Atlantic shared their theory behind this burst of quitting. And just yesterday, The Cut came out with an article “What happens when all your co-workers quit?” 

The Great Resignation is clearly a talking point these days. So should you be worried?

THE LANGUAGE OF LEADERSHIP

As the current narrative goes, the pandemic left many people rethinking what work means to them, how they are valued, and how they spend their time, with many articles reporting how a record 4 million people quit their job in April alone. While shifting values might certainly be true (more on that, below),  looking closely at the data, it's also true that more than 6 million people were hired in April according to Indeed.com’s Hiring Lab.

THE WEEKLY FLOURISH

We know that the number one reason people leave jobs is because of a perceived lack of opportunity to learn and grow. There is no denying that the global crisis made people rethink what’s most important to them - and that’s ok! It means now is a great time for a skilled leader to tune into their employee’s needs and ask questions that will uncover what matters most. The key? To dig a little deeper right now.

For example, if you ask an employee how you can best support them as they return to the workplace and they respond that they are apprehensive to commute. Really try to understand what it is about the commute that is the issue. Is it the cost of childcare? Is it fear of the virus? Is it the cost of gas? What about your office culture makes the commute not worth it? This will help you narrow in on how you can be as flexible as possible to create a win-win working situation. Little things can make a big difference in helping your team feel seen, heard, and supported. Instead of assuming that everyone is thinking about jumping ship as part of The Great Resignation, it’s far more powerful to approach this time as The Great Reflection. 

ACTIONABLE LEADERSHIP ADVICE

Employees and employers have a responsibility to have open communications that will allow them to build trust with one another. After isolation, sickness, homeschooling, and trauma, we need to actively connect and collaboratively reflect on what traditional workplace norms might simply not be cutting it anymore by having these important discussions and challenging our own assumptions. 

Supporting your employees while they may be struggling with this new world will create a better bond and work environment for them to feel comfortable and want to continue working there. Don’t use this as a one-and-done situation to get through The Great Resignation. To be a great leader, continue to check in with your employees and dig deeper into their needs with compassion. 

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