The Great Resignation 2021|Big quit

 The "Great Resignation 2021" has been a buzzword.it is also known as BIG Quit. that we've all been hearing about it for the past few months, and it doesn't appear to be going away anytime soon. According to the Bureau of Labor Statistics. the Great Resignation of 2021 reached an all-time high in September. Because 4.4 million workers quit their jobs.

The great resignation

But what is the cause of the Great Resignation? Is it because employees want more flexibility. In their work/life balance that their current employer does not provide? Is it the desire to work from home full-time but the inability to do so? Was it being cooped up at home that made workers realize they wanted to change jobs when the job market was better? It'll these things and more.

What is Driving great Resignation?

But, according to Monster's fall 2021 Hiring Report. Burnout is the number one reason employees leave their jobs. Mental health has become a growing concern since the start of the COVID-19 pandemic. Many employees believe they are "always on," and they work longer hours when they are at home. There is also a sense of loneliness. Because there is less comradery and social interaction among coworkers.

why people are quitting jobs?

why people are thinking to leave their job is an important question more employees are lonely and disconnected. All this, and more, can contribute to a sense of exhaustion. According to a survey conducted by Indeed in the spring. more than half of workers reported being burned out.
But what exactly is employee burnout? A reaction to long-term or chronic job stress is characterized by three major dimensions: exhaustion. cynicism (lack of identification with the job), and feelings of diminished professional ability.

Why is Great Resignation Happening: the Great resignation of 2021

• Apathy toward work-related activities: People consider their jobs to be stressful and frustrating. They may also grow cynical about their jobs and the people they work with.

• Headaches, stomachaches, and intestinal problems are examples of physical symptoms.

• Individuals experience emotional exhaustion, which causes them to feel drained and tired. They don't have enough energy to finish their work.

• Reduced performance: It can have an impact on daily tasks both at work and at home. They have a negative attitude toward tasks and have difficulty concentrating. They are also lacking in creativity.

• Employee burnout can have similar symptoms to depression. Such as feelings of hopelessness and cognitive and physical symptoms.

• Employee burnout, as we can see, is important to combat not only for job resignation purposes. But it is important for employees' mental well-being too.

The Big Quit

Some may even argue. That the Great Resignation is causing more employees to burn out. As a result of increased hiring needs as a result of the Great Resignation. This trickled-down effect is most likely true in some cases. So, how do we put an end to the Great Resignation? How can we prevent our employees from quitting? To avoid burnout, one place to start is by investing time and money in your employees. In this blog, we'll look at eight ways to keep your employees happy and employed at your company.

Check-in with Your Employees
Employees should be checked in on a regular basis to see how they are doing. It allows managers to see how their team members are feeling and if they are stressed out by the tasks at hand. These meetings are most likely one of the most effective ways to detect employee burnout. It also allows employers to consult with employees one-on-one.
with those employees who are starting to feel burned out and discuss how you can assist them

Check-in meetings. this is also an opportunity to discuss your company's goals with your employees. According to the Harvard Business Review. You should ask employees, "If they could shape their dream job at your company, what would it be?" This gives employees the opportunity to express their preferences. The direction, they want to take and allows you to start thinking about how to shape this role for them. It also lets employees know that you are considering long-term growth opportunities. For them at your company.

Employees also want to know that they are valued

There are some ways which help to reduce employee drop-off rate. Employees also want to know that they are valued and making a difference at their workplace. During your check-in meetings, make time to recognize their efforts. And the value they bring too. Employees want to know that they are contributing to the success of your company.
Consider the following:
You may want to hold some of your check-in meetings off-site, such as at a coffee shop. You may not do this every time. Depending on how you meet. It is also a low-cost method of terminating an employee.

Managers should consider holding 15-minute meetings once a week. Jennifer Moss, author of "The Burnout Epidemic: The Rise of Chronic Stress and How We Can Fix It, " suggests holding weekly 15-minute meetings. These meetings can be used to discuss the week's highs and lows. And what managers can do to make things easier the following week. It's a simple task that can have a big impact on your mental health and productivity. Jennifer also mentioned that specific questions should be asked. To properly assess how a worker is doing.

Workloads should be monitored

Managers should keep an eye on workloads and make sure no one has an excessive amount. Workloads may increase at certain times of the year; but, managers must ensure. Those employees do not sustain heavy workloads throughout the year. Check employees who have demanding workloads. And try to find ways to reduce their workload. Keep an eye on expectations and goals as well. Make sure you set attainable goals. So that no one is overburdened and works to achieve them. Goals must be attainable.

You might also consider bringing in a wellness coach a few times a year. to provide best practices for mental health to employees. This is an excellent opportunity for a group lunch and learning session. Consider doing wellness group activities during the lunch hour. like yoga, painting, or bringing in a masseuse.
Finally, if employees are feeling overwhelmed or stuck on a project. encourage them to take a break. A simple walk or snack break can help them de-stress and return to work with a clear mind!

Employee Opinions on Working at Home vs. in the Office

Working from home versus coming into the office has advantages and disadvantages. According to a recent survey. 56 percent of workers preferred remote work or flexible hours. Another factor that contributed to the Great Resignation. And it was the ability to work from home.
At the same time, there is a real disconnect from coworkers and a lack of socialization. According to the Buffer 2021 State of Remote Work survey. 16% of respondents reported collaboration issues. And 16% reported loneliness while working from home. Is hybrid the panacea? From personal experience. It appears that many people prefer hybrid work. Because it allows them to have the best of both worlds. Consider sending out a survey to your employees to see. What many employees would prefer.to determine what is best for your organization. The survey will provide information. what schedule would make your employees the happiest?

Encourage Office Connection and Camaraderie
Making time for team members to connect and build relationships is also important. This is related to the previous topic of working from home. Whether your employees work from home, in the office, or on a hybrid schedule. It is important to develop an environment where people can get to know each other. According to Harvard Business Review.

COVID-19 ERa

Their COVID-Era survey data revealed that having a "good relationship with coworkers" is more important. It is good for both blue and white-collar workers around the world than many other job attributes.
If you are unable to hold events, virtual events such as virtual happy hours or team trivia can be held. There are even virtual cooking and cocktail classes available. Anything that brings the team together for a good time benefits office camaraderie. In-person social events are a better way for employees. To get to know one another; but, virtual events are a good substitute if in-person events are not possible.

Encourage Work-Life Integration
Work-life balance has probably always been important for most employees. But, it is becoming a more important factor now when deciding whether to work for a company. Encourage employees to take vacation time as a best practice, especially as the year comes to a close. Employees still have vacation time available. This shows employees that you care about their well-being. That you want them to be able to enjoy their vacation time. Another good practice is to close the office as early as possible for holidays.

This reinforces the value of spending time with family, especially during the holidays. It is also critical to provide flexible schedules to accommodate family events. If a person has a personal obligation. create an environment. That allows them to attend important personal events during the workday.
Finally, some companies provide a more flexible schedule. For that they allow employees to begin and end work at any time as long (work 8 hours per day). Why not allow someone who is more productive to start earlier or work later if they get in the same hours of work?

Need for Training

Employee upskilling is a practice that can be beneficial to employers. It can assist employees in increasing job satisfaction. (avoiding burnout) and, as a result, retaining employees. It also has monetary advantages for the company.
But what exactly is upskilling? According to AG5, it is the process of raising one's skills and knowledge in a specific field to a higher level. It's also an opportunity to promote current employees and help them grow rather than hiring new people.

Great Resignation Statistics

According to Monster's Fall 2021 Hiring Report, 45 percent of workers would be more likely to stay. If their employer provides them with skill training. It provides employees with a new and exciting experience. Especially those who have been in the same role for a few years. Instead of looking for a new job. This provides them with the opportunity to take on a new role at your company.

According to a Gallup survey. The cost of replacing a single employee can range from 1 and a half to 2times the employee's annual salary. Probably true when you consider it. the costs of advertising the position. Onboarding a new employee. and all the other expenses associated with hiring an employee. The starting salary for that person may even be higher than if you were promoted from within.

Management Training Management training is something that should be considered for new managers. Managers are critical to employee engagement and retention. According to a Randstad survey, 60% of respondents said they had left or would leave a job. Reasons could be the bad boss. 58 percent said they would stay at a lower-paying job if it meant working for a great boss.

Empathy is important

Employees can be driven out of their jobs by poor management. Management training can assist managers in learning best practices for employee management. They must have the ability to provide appropriate feedback, communicate effectively and clearly. Set reasonable expectations, recognize employees for accomplishments, and delegate tasks. Excellent managers can have a significant impact on company culture and employee morale!

The Beginning of the Great Resignation's End
We just did an in-depth look at 8 ways to combat employee burnout. Employee burnout is very real, and it has become an even bigger issue during the pandemic. Yet, it is one area in which employers can try to gain control to avoid further resignations. It may not be the only solution to the Great Resignation. But keeping employees happy and healthy is a good start.