By Kathy Grey | January 26, 2022
It’s hard enough to find good employees, so keep them when you do! With roughly 4.5 million American workers in a single month jumping on board the Great Resignation train, Senior leaders and HR are rethinking how to stop the exodus.
It’s key for leaders to understand when corporate culture is addressed, employees are working in environments where they feel valued and that equates with positive business outcomes, including employee retention.
The Washington Post states that “the imbalance between available workers and job openings has given many workers more leverage than they’ve had in recent memory”. They are leaving jobs that don’t provide the opportunities and respect necessary for happiness and therefore, success.
Warren Buffet, CEO of Berkshire Hathaway, acknowledges that this generation of workers has a very different set of expectations than previous ones. They want jobs they love. According to Gallup, Gen Y and Gen Z now make up nearly half (46%) of the full-time workforce in the U.S. And right around the corner, 2025, 75 % of the workforce will be millennials. These workers Younger workers have stated they want to learn more on the job. They want to work for a company that cares about their wellbeing.
We’ve got you on this one.
- Create a civil work environment. It leads to a better bottom line, increases employee retention and fewer excuses for sick days. As we wrote about back in 2012, companies that openly promote civility among employees earn 30 % more revenue than competitors, are four times more likely to have highly engaged employees and are 20 % more likely to report reduced turnover.
- Our awesome team at Civility Partners will partner with you to determine why your employees might be disengaged and bolting out the door. We will conduct a climate assessment to understand exactly what is happening in your organization so we can strategize together to increase employee engagement.
- Build flexibility and trust. Many employees have been working fully remote or hybrid for a couple of years now. If that still works for your company, check in with your employees and ask what works for them. If you need an employee in the office part of the time, a simple adjustment to schedule can go a long way to show that their personal life is recognized and valued equal to their job.
- Provide opportunities for learning and growth. You will retain and keep employees motivated by allowing for personal growth and development. Create a growth plan by allowing employees to identify areas of skills, abilities, passions. It needs to be unique to individual employees. Ask your employees what they want and need. Again, we’ve got you on this.
- Build an inclusive workforce with a Diversity, Equity, and Inclusion Team. Check out our short video here.
And if you’re looking for ideas on how to successfully re-onboard your workforce, check out Rebecca’s recent blog post here.
Don’t wait until you lose employees, find out what they are experiencing, their needs and what will keep them engaged – and your bottom line improving. We’re here for you.
Sincerely,
Kathy, and The Civility Partners Team
Civility Partners has been recognized among the Top 10 California HR Outsourcing Companies in 2022 by DesignRush
