Whilst the pandemic continues to wreak havoc, many people have now returned to work or are splitting their time between remote work and the office. But if things are returning to a new normal, what caused 4+ million Americans to quit the job market in 2021?

This is something that has never been seen by the Bureau of Labor Statistics. The pandemic has caused employees to question their levels of satisfaction, and the ‘Life is too short’ syndrome is causing to make drastic changes in the pursuit of happiness.

This has left employers in rather unknown territory. Action needs to be taken and fast because it’s much better to retain staff than it is to have to go to the time, expense and inconvenience of replacing them. Before your company becomes victim to the ‘Great Resignation’ here’s what you can do.

#1. Assess and improve your company culture

A solid company culture ensures that company and employee beliefs and values are in line. It allows for a more positive work environment where workers are comfortable, confident, and productive. Conversely, a poor office culture leads to office politics and gossip.

One thing to assess is workplace diversity. Just because values need to be shared, it doesn’t mean there shouldn’t be a mixture of genders, backgrounds, and ethnicities. You also need to find out the morale of staff and their opinions of leadership. One of the easiest ways to get this feedback is through setting up an anonymous survey.

Once you have the results of the survey, you can start implementing the necessary changes. Create a list of priorities and start with the most important. Be careful about making too many big changes at once. After a few months, carry out another survey to see if there are any other important gaps that can be filled.

#2. Discover what drives your staff

Each person has their own interests that allow them to feel like they are fulfilling their purpose. Those who are able to find their purpose at work are more inclined to stick around. Staff can generally fit into one of three categories:

·      The Non-conformist. They like the freedom to work independently and choose how they reach their goals. They don’t like pressure or being micromanaged but they will turn to others to test ideas

·      The Activator. They strive for greater achievement, stature and earnings. They enjoy being the master of their subject while having fun. They don’t do too well when they aren’t influencing the team

·      The Caregiver. They would rather care, help and teach others than focus on their own gain. Stability is important for them, as is work-life balance.

By looking at the types of tasks each type of employee likes, you are better able to match them with tasks that will help them fulfil their purpose.

#3. Get on board with remote work

Recent surveys have shown that 60-70% of workers would either like to remain working from home or spend part of their working week at home. Hybrid teams – splitting time between the office and remote work – are incredibly popular because this approach allows for flexibility. It can be unrealistic for families or staff with other responsibilities to be able to work the traditional hours of 9-5.

To adopt a hybrid system, communication is key. You need to take advantage of times that employees are in the office to reach out but also have virtual meetings when necessary. You should also take advantage of the myriad of new software that streamlines tasks and facilitates communication across both geography and time zones. Also, encourage ways for staff to talk about non-work topics by creating separate groups; this can help foster a sense of community.

#4. Create successful managers

If you aren’t in touch with your team on a regular basis, it will be up to your management team to monitor morale, internal communication, and the proper completion of tasks to deadline.

Work management software enables managers to work more efficiently. Using such tools, they can delegate tasks, get an overview of projects, and communicate with employees. Make the managerial side of their job easier and free up time that can be put to better use in employee support.

When your managers are happy, they’ll perform their job to a higher standard and with greater enthusiasm, which will reflect well on the whole team.

#5. Make company and individual growth focal points

The 2021 Work Institute’s Retention Report lists a lack of growth as the number one reason for people leaving their job. As the majority of employees are looking at advancement and personal growth within their role, not having this opportunity will eventually encourage them to look elsewhere.

Develop a definition for each role in your company and include what is required to advance to the next level. This way, employees can create their own goals to advance their careers within your company. Provide courses and training and, if this isn’t possible, at least provide access to information on free training that can be found online. As staff work towards their growth goals, the company will benefit too.

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