How Leaders Can Navigate Through the Great Resignation

The Great Resignation of 2021 continues into 2022. Furthermore, it shows little sign of stopping any time soon. While not every company is impacted directly by this phenomenon, a heightened awareness of its potential impacts is always advisable. After all, the slow process of the Great Resignation didn’t happen overnight, and it can take the unwary by surprise. That’s why now is the time for clear messaging and strong leadership.

Why Is the Great Resignation Happening?

Many factors play a role in the phenomenon we call the Great Resignation. However, most of them share an underlying current of simple truth: people are leaving because they feel underappreciated and unheard. In other words, it’s rarely ever just about money. When employees feel like little more than a number, or like a spoke in the proverbial wheel, they’re far more likely to take the leap toward new opportunities.

The truth is the COVID pandemic changed the landscape of business, and some of those changes may be permanent. This is especially true in terms of human resources. People reassessed their priorities during the early lockdowns. They took stock of where they were, and further determined where they wanted to be. This reassessment led to increased expectations and, in some cases, an exodus.

The key takeaway from the Great Resignation thus far is that people are sending a message. Failure to respond to that message has resulted in some businesses stagnating. Worse, a few simply threw their hands up and said, “No one wants to work!” However, strong and savvy leaders recognized an opportunity and seized it. What was their secret?

How Leaders Can Counter the Great Resignation

What keeps people happily in place is a strong sense of culture. Questions such as “why am I here” and “what am I accomplishing” need answers from leadership. Create a culture in your workplace that answers these questions, and employees will want to stay. Here’s a simple A-B-C-D approach:

Amenities

Things like snack machines and ping pong tables have less value today. That’s because amenities can’t answer the questions mentioned above. They’re nice to have, but they fail to give the critical sense of meaning needed right now. Don’t take them off the table, but recognize that amenities aren’t the solution to the Great Resignation.

Benefits

One way to set your company apart from the rest are the benefits offered. The old staples of health insurance and 401(k) are practically a given now, so a closer look is warranted. Offering tangible benefits, such as paid maternity leave and opportunities to work from home, can help create a sense of belonging in 2022. You might consider extending PTO and vacation days as well.

Communication

Your teams and employees need to be valued for what they provide. Again, this is more than just monetary compensation. Callouts and rewards for a job well done help to boost morale and create a culture of appreciation. Make sure people know the big picture, too. It’s important for them to see what their efforts accomplish! More importantly, they need to see what their efforts mean to the organization.

Development

Another great way to drive a sense of accomplishment and purpose is to invest in your employees’ development. Tuition reimbursements and in-house training courses give people a chance to learn and grow. Employees typically want that growth, and it often benefits the organization down the line. For that reason, investing in personal development can add value to your company, as well as give employees more reason to stay.

Let Culture Be Your Compass

Through the Great Resignation

People need to be heard and recognized. Creating a culture of appreciation, continuous development, and meaningful benefits can help to fulfill that need. When employees feel like a proverbial “clock puncher,” the only thing keeping them where they are is money. Of course, someone will always offer them more money, so monetary compensation isn’t enough.

Being in touch with your people from the top down is a key element of survival during the Great Resignation. Further, being flexible in your ability to recognize cultural deficiencies and correct them will make you a stronger leader.

If your team of executives needs proven leadership guidance and insight in these challenging times, Coach4Execs can help. With 20 years of experience in executive leadership coaching, as well as 25 years of management experience with Fortune 500 companies, you can trust me to take your team to the next level. Many clients have benefited from my transformational approach!

Georganne Goldblum,
CEO of Coach4Execs