By now, you’ve surely heard about the “Great Resignation,” and maybe you’ve wondered whether the term is a little catchy and cute at the cost of representing what is really happening in the employment world.
It was only a few weeks ago that I blogged about The Great Resignation.
What is it, where does it come from, and why is it going to be one of the biggest challenges as we are coming out of the Covid period? Read it here.
The Great Resignation is very real. Workers are quitting their jobs at record rates, for a range of reasons, across almost every industry.
If you’re a business owner, an HR professional, or an employer of any sort, your concerns are valid. Your antenna should be all the way up.
It all makes for a perfect storm. Opportunities will come as the economy improves and more companies broaden their hiring searches by embracing remote work and WFH. Half of the workforce is ready to make moves. Many people already have.
It all begs one very simple question: Why?
The People Management Report from The Predictive Index focused on the people who often bear the brunt of turnover and attrition fallout: middle management.
When an employee leaves, it might not be on their manager to spearhead efforts to hire their replacement, but the manager is almost always left to pick up the day-to-day pieces.
- Rehires don’t happen overnight.
- Who takes on the extra work?
- Who figures out the team’s adjusted resource capacity?
- Who is left to field questions and try to mitigate the morale hit?
- The manager’s job is extra difficult if the departing employee was an especially high performer, was well-liked by colleagues, and managed ongoing projects… the list goes on.
- But the data underscores another problematic trend: Managers are struggling, too.
The Predictive Index’ People Management Report
So if you want to flip the script on The Great Resignation and start your own Great Retention, read on by clicking the link: Great_Retention_Guide