Last July seems a world away now. I wrote then of the ‘Great Resignation’ .. My words:
‘The Great Resignation’ they are calling it. So many businesses – not just in the UK but internationally are now finding that as we slowly recover from the impact of the pandemic that they are struggling with employee numbers and it’s frantic. Lockdown and the new virtual world we have been living over the past 16 months has caused many to take stock of their own lives, the purpose of work and what is most important. People have taken the decision to jump ship, and do something that is more fulfilling, more work/life balanced or just better paid. A vast section of all kinds of business in all kinds of industries are experiencing crises – not least those businesses who have been closed or teams on furlough, like the Hospitality and F&B businesses.’
We are all painfully familiar with this now, with the mass exodus many industries have seen as a result, and the struggle to recruit quality people into our businesses – whatever sector you are in. I suggest – once again – you, as the leader in the business, need to look at yourself and your business and address how your business is reacting to this sea change.
It is NOT about people jumping to new jobs just because they are better paid, it is about people
RE- EVALUATING.
Re-evaluating What?
– Priorities and purpose. Personal values,
– …and how they fit in with the organisation they work for.
If you are to RETAIN good people, or – if you have lost employees and are one of the companies struggling to keep up with staff turnover, stop and think.
- Is the office/work environment right Is it FAIR?
– Does it look after people?
– Are the expectations fair? Are they clear and focused? What does good look like?
– Have your employees all they need to do a great job?
– Have you the right leadership in place?
Are they exemplary in their behaviours and positively deliver the above messages every day? - Are your Company Values Live? Are they REALLY driving where you need to be?
– Does the work culture flow from your values?
If not – are your values right?
– Is everyone living the values?
If not why not? Is this something which is at the top of your agenda to put right? - Are you getting your onboarding right?
– You have recruited your new employee because you are convinced they have the competencies and behaviours you need.
– BUT – have you given your new recruits the best chance to succeed?
– The first day/week/month of a persons’ new role is vital to give them the confidence and skills they need to know.
– THEY DO NOT KNOW WHAT THEY DON’T KNOW. Anticipate their needs – what do they need to know? What tools do they need? Lists/Policies/Procedures/Paperwork/
– Check in regularly and support them throughout the first days/weeks/months.
– ASK FOR FEEDBACK – How can I support you? What are you finding hard? Are we communicating well? What can we do better?
We, as leaders in the business, need to be human and seek out what we can do better for the people in our business to make the work environment enjoyable to be in and so as productive as possible.
Look in the mirror and re-evaluate what needs to change in your business. It will pay off.
