Ever since the pandemic started according to an estimation several million people have left their employers and in India, it was pretty much the same too. So, the serious question arises, what made those employees do so? Where did they go? And what are the ways to keep your employees on board?
According to research, around 66% said they are looking for better opportunities, while 54% of people say present employers never consider their aspirations, whereas, nearly 62% feel it is essential for their work to align with their passion, values and interests. Close to 43% reported being burned out and 74% of highly skilled workers feel there are lucrative opportunities in other companies.
While the flexibility of employers is another concern. Also, several media reports indicate that employees wish to stay at home, other reports say working in the office isn’t so bad when you consider the benefits.
Reasons employees may wish to come back to the office
There are some big positives that come from working in an office beyond merely the camaraderie and socialization availed from being around colleagues. Better Wi-Fi connectivity, and greater data security. An atmosphere free of any distractions which usually happen at the home. And the ability to physically leave work when the workday is over.
Perhaps, the office actually isn’t so bad, and home is not truly so great. There are a lot of things you can do to stem the tide of this great resignation.
Top manpower agencies in Delhi, Gurugram, Manesar, Rudrapur, Pantnagar, and Haridwar, Trendsetters Facilities and Technical Services share ways to stop the storm of the great resignation.
Listen carefully to your employees
You cannot possibly know what your employees want, and what will make them stay on board with your company — if you do not ask them. All employees are different. What matters to some might not matter to others. As employees return to the offices, take good time to ask what’s vital to them. What things make their office time more meaningful and engaging? How can their managers or leaders better support them? Bear in mind seeking periodic feedback from employees should be an ongoing process, not an annual event. Their needs vary over time.
Make sure you are addressing employee development needs
Today’s employees more than ever before are saying they actually value opportunities to learn and grow. If they cannot do that within your organization, they’re perhaps seeking those opportunities elsewhere. Even if you do not have ample opportunities for employees to move into higher-level profiles, you can still give them methods to learn new skills or take on more challenging assignments.
Be mindful with regard to your employee’s health and wellness needs
The pandemic was quite difficult for all of us, but experiences during the pandemic have varied widely for employees depending on individual circumstances. Stress has been a constant, along with the growing uncertainty of what the future will present and how the pandemic experience will affect a person’s health. Having frequent conversations and providing resources to help employees deal with any stress and potential burnout they are feeling could go a long way toward keeping them engaged and on board.
Be flexible
Who said working from home, or in the office — has to be an everything-or-nothing proposition? Consider how you can develop more flexibility for employees whether they are on or offsite in a manner that is meaningful to them.
Keep communication channels open, frequent and engaging
Whether your employees are on or offsite particularly, if they are off-site — managers and supervisors require to be highly attuned to the needs for keeping employees engaged through ongoing, meaningful communications. Employees working from home may feel isolated and forgotten. Video conferencing could be helpful to maintain interactions, but don’t depend solely on that. Pick up your phone and call your employee. Invite them to the office periodically.
When in the office, make a good time to stop by and check in to see how they’re performing not just professionally but also on a personal level, because many times personal issues affect professional performances. When employees are treated like valued people rather than just employees they’re more likely to remain engaged — and on your payroll.
Of course, not every business or organization has an issue pertaining to great resignations. But several have and that could happen at any time. So, being alert is always helpful and making your employees feel special is only going to benefit your organization in the future. After all, you all know how difficult it is to get a good and skilful employee.
