What Leaders Can Do About the Great Resignation

What Leaders Can Do About the Great Resignation

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The term “The Great Resignation” was coined in 2019 by Anthony C. Klotz, a professor at Texas A&M University.  He predicted that workers would quit their jobs at higher levels post-pandemic due to stress and a change of perspective due to working remotely.

Collectively he was right. There is plenty of data to substantiate his prediction.

But a global trend doesn’t have to be our personal reality.

I believe the Great Resignation comes after The Great Reflection.  Understanding the Great Reflection and its implications can help you as an individual leader or a single organization either mute the impacts of the Great Resignation, or allow it to become a valuable asset to them.

To gain these benefits we must focus less on the global trend and more on the underlying causes.

The Great Reflection?

What led to a record 2.7% of the US workforce quitting in April and the monthly numbers remaining at historically high levels since? Some of the reasons people left jobs then are the same reasons they always voluntarily leave:

  • They fire their boss – they don’t have clear direction, support, and connection to the person they work for
  • They don’t find meaning in their work
  • They don’t feel like they are making a difference
  • They aren’t connected to those they work with

But those things are constant – why so many more resignations now?

Because people have experienced a new reality during the pandemic.  They have had time to think about the connection of their work to their life, and they’ve decided they want something more or different.

In many cases, they have decided not to settle any more.

They didn’t come to this realization with a flash of inspiration, but with thought and reflection.

This leads me to several important points:

  • Individually, this reflection is overwhelmingly positive.  If you don’t feel your work is serving your life, making a conscious change is a great thing.
  • Organizationally, this is positive too.  When we have people on our team who are more conscious about what they are looking for in their work they are willing to bring more to that work when then find it.
  • When someone is unhappy or unfulfilled in their current role, no one – the individual or the organization – wins.
  • When we look at the major reasons people leave a job, most all can be positively influenced by the leader and culture of the organization. 
  • This makes our role organizationally more challenging because we must bring work and a culture to the table that serves both team members and the organization.

Stemming the Tide

Now that you recognize that the Great Reflection is driving, at least in part, the Great Resignation, what can you do about it?  I recommend the steps below, whether you are already experiencing greater turnover, or not.  Just because it hasn’t started with you team, doesn’t mean it won’t.

  • Think locally.  Stop thinking about a global trend and start understanding how your people are doing.  
  • Ask more questions. If you want to know what people are thinking, and what they want and need now from their work and life, you have to ask them.  Make this conversation a priority, not something you slip in if you “have time.”  This needs to move to the top of your to-do list.
  • Listen without defensiveness. You might not love everything you hear, which is exactly why you need to hear it. Don’t justify or rationalize. Listen take notes and ask follow-up questions.  This may be hard, but if you start debating or getting defensive, you will lose most or all of what you hope to gain.
  • Ask for their recommendations. They may identify issues and concerns.  Perhaps you have answers, maybe you don’t.  Either way, before you go into solution mode, ask questions like:

- What should we do?

- What would you do if you were me?

- What could we do thing make this better?

  • Create ongoing dialogue.  This means, keep asking.  You might not get much response the first time you ask – people might not think it is safe to answer!  And even if they do share, keep the lines of communication open about these topics, and continue to work together on improvements and adjustments.

Now, look back at this list as an employee, rather than a leader.  If your boss took these actions with you, would you be more likely to stay or leave your current job?  

Doing these steps not only helps you understand where your team members are and how they are feeling, but the process itself, changes how they feel.

Be the Landing Place!

In general, if people are resigning from somewhere, they are looking for something new. (After all it is called the Great Resignation, not the Great Retirement). This means, if you are looking for talent – and most organizations are, you can through your leadership and organizational culture, become the desired next place for people to bring their time and talent, the energy and engagement. 

When you think about developing your leaders and creating an aspirational culture, you can become an attractive landing spot – the place with greener grass – for people who have a new clearer picture about what they want from their work.

The overarching trend of The Great Resignation should be a warning sign more than fait accompli.  When we analyze and act, rather than wringing our hands we can learn and benefit from The Great Resignation.

Enjoy the rest of your week – the links to the resources below that will support you in getting Remarkable Results

You are Remarkable!

Kevin 😊

p.s.  If you are looking for proven strategies for leading in this new way with remote and hybrid teams, join us for the Remote Leadership Certificate Series October 20 or 21. See the details and get registered here.

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Tom Weyenberg

Insights | Intelligence | Strategy Leader

3y

I love the three questions: "What should we do? What would you do if you were me? What could we do to make this better?" These would be great capstone questions for a stay interview, and now that employees have gone through the Great Reflection, maybe it's time for a round of stay interviews.

Bryan Begley

Staff Development Director at Answers in Genesis

3y

The pull quote: This means, if you are looking for talent – and most organizations are, you can through your leadership and organizational culture, become the desired next place for people to bring their time and talent, the energy and engagement.

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