Quitting can ripple through a company like a virus, but it's not inevitable. Explore strategies to prevent this contagious phenomenon from infecting your organization, fostering a culture of commitment and resilience instead.
Quitting contagion
When one employee gives their notice, don’t be surprised if a few more follow suit
- We tend to take cues from the people around us
- In ambiguous situations, like a pandemic, people are more likely to make decisions based on what they see others doing
- This is likely one of the motivating forces behind the Great Resignation
Be realistic about workload transferral
If it isn’t a priority to fill a vacancy, then be willing to compensate the employees who are picking up the extra slack
- Employees should feel they are not getting recognition for the extra work they may have taken on, either through title or pay
Invest in employees
Conductor has rolled out a hybrid workplace option, set up weekly wellness classes, and signed up with Coursera to give employees access to classes where they can learn and sharpen their skills.
- The Great Resignation is an opportunity to draw in new, talented employees who are leaving their companies.
Check in on morale
If your workers are disengaged and disillusioned, you’re inviting resignations
- Be in tune with how people in your workgroup perceive the organization and its treatment of them
- Transparency, communication, and celebrating when someone is going on to do something great all pay off in the long run
Take note of existing office relationships
If someone’s best friend at work leaves, leaders shouldn’t be surprised if that workers resigns next
- The solution: Look for ways you can support the employee that’s still there
- Increased support may make the former more likely
