When it comes to trying to retain staff during The Great Resignation, one size does not fit all. This applies to both businesses and individuals.
Salary will always be a key factor in retention and recruitment, but flexibility and wellbeing are just as important, if not more so. We’ve listed our top 5 ways to retain staff during The Great Resignation, now it’s up to you to go forth and take action!
So, what is The Great Resignation?
In the United States between April and September 2021, 15 million workers quit their jobs. 36% quit with no job to go to.
According to recent research by Microsoft, more than 40% of the global workforce are considering leaving their employers.
The Great Resignation was coined in response to this huge number of US workers leaving their jobs in 2021. Australia is predicted to follow suit around March 2022 as workers seek a fresh start after in the new year.
Five ways to retain staff
- Flexibility
Flexibility doesn’t just refer to where employees work but how they work.
These days, remote working and hybrid working arrangements are pretty much the bare minimum. These flexible working arrangements improve work/life balance and increase employee satisfaction. Global corporations like Deloitte have recognised this and are now offering remote working from overseas.
However, for an example of what not to do, check out this story written by an anonymous author who was forced to leave their computer cameras on eight hours a day, five days a week. Oh hell no!
Allowing your staff the flexibility to approach a task how they want, rather than dictating their every move, shows your trust in their abilities. Employees want nothing more than to be trusted and feel empowered. You’re all guaranteed to learn something along the way. And people make mistakes, so long as they don’t make the same mistake twice, you’re cooking with gas.
- Workplace wellbeing
Workplace wellbeing has never been so important. Whether you’re working in the office, remotely or a blend of both, you seek community, connectedness, growth and support.
Staff don’t simply want tokenistic gifts. They’re looking for a positive culture and want to know that their employers actually give a shirt and shorts about them.
The three key factors of wellbeing in the workplace are:
- Learning – (professional development)
- Continuity of efforts – (clear communication)
- Effective governance – (good leadership)
You can ready more about these in our blog 3 proven success factors for workplace wellbeing.
At Recovery Partners, we have a Mental Health First Aid committee and provide Mental Health First Aid training.
The MHFA Committee was created to ensure Recovery Partners provide employees with an environment that supports one another in times of mental health challenges, with a positive inclusive attitude toward people who may have mental health problems.
We provide this by advocating for flexible working arrangements, encouraging staff to take leave (even – or especially- during lockdown periods!) and encouraging the use of mental health wellness apps. We have made mental health and wellness a standard agenda item in our monthly site meetings. Our leaders will receive ongoing internal mental health training and will have a good understanding of the importance of welfare checks on their staff.
- Communication
As aforementioned, communication is key to foster a positive culture.
Good communication is an essential tool in achieving productivity and maintaining strong working relationships at all levels of an organisation, in all organisations.
Communication provides team building opportunities, gives everyone a voice, allows for two-way feedback which all leads to growth, innovation and strong management.
A good working relationship means you’re able to jump on the phone five times a day for five minutes, rather than meeting once every five days.
- Growth and professional development
Most people looking for a new job aren’t just looking for somewhere they might be for several months, but rather several years.
Employees want to know they can grow with a company and continue to develop their skills.
Employees at Recovery Partners meet frequently with their team leader to discuss their talent map, personal and professional goals. These are informal conversations where employees are invited to share what they want and where they see themselves in their careers. Recovery Partners have teamed up with AIM Education and Training Institution and all employees have access to professional development courses and qualifications.
- Celebrate!
You might do serious work but you shouldn’t take yourself too seriously.
Recognise and reward employee efforts and contributions. Better yet, have employees celebrate each other. Celebrations can come in many forms; company recognition, a team lunch or dinner, time in lieu or even financial bonuses.
At Recovery Partners, staff nominate each other for ‘Yellow Jerseys’ (inspired by Tour de France).
These nominations range from someone always lending a helping hand to someone getting a repeat referral.
You can never overthink gratitude.
How do you plan to retain staff during The Great Resignation?
Disclaimer – these articles are provided to supply general safety information to people responsible for OHS in their organisation. They are general in nature and do not substitute for legal and/or professional advice. We always suggest that organisations obtain information specific to their needs. Additional information can be found at https://www.safeworkaustralia.gov.au/