The Great Resignation

I’ve heard the last few years be called many things, but I think the most accurate is “The Great Resignation.” It’s scary, but it’s true. Now more than ever, people are trying new things, challenging the traditional work schedule, and making it more and more difficult for Human Resources to stay caught up. HR has had some of the most challenging years in history, trying to prioritize and deal with last-minute changes on almost a daily basis. 

The most common need we hear from clients is that they need more people, and in full transparency, it’s the most challenging yet exciting one for us to fix. So, what’s the playbook? How do we tackle such a comprehensive issue to help our clients thrive? We start by breaking it down to understand each client’s unique need(s). When looking at staffing and retention, there are three areas to evaluate. 

1.      Pay – This one never surprises anyone. We’re in a challenging market, with places offering sign-on bonuses, increases, retention incentives, and more. So, the question is, are you competitive?   Being the wage-leader is great but typically, being competitive is what we are looking for. We all have budgets, and pricing yourself out of budget can be more damaging in the long run. So how do you know if you are competitive? Wage and benefits surveys are the best way to learn. Not only does having competitive pay bring people in, but it also keeps the ones you have. 

2.      Culture and Work-Life Integration – Work-life balance no longer exists. Employees are looking for work-life integration.   Work-life integration means that people are always connected to work and always connected to home. This leads people to question if they are in the right job that fits in with their life.  There are more options now than ever, including working from home, hybrid options, or the traditional office setting. By conducting an HR assessment, we understand how Human Resources is functioning and clearly understand the organization’s culture. Often, we see opportunities for training, especially for the front-line supervisors. I’m sure you’ve heard the saying, “People don’t quit jobs; they quit bosses.” Having a solid culture takes that out of the picture. Some critical pieces to a strong culture include:

• Leaders ask employees questions, and they care about the answers
• Leaders communicate a mission that motivates employees
• Employees feel safe to give feedback and be themselves at work

3.      Community Involvement – Knowing how your business is viewed in the community is key to having a strong workforce. Just as you market products and services, you should consider selling yourself as an employer. Understanding your employment brand allows you to focus on what really drives people to you and keeps them there. Are you known for your pay, benefits, environment, stability, or something else? How do you leverage your brand to your advantage? How could you improve? These are all questions that need to be explored to know what you are “selling” to applicants. 

Not sure where to start? We’re always here to help.  

About J.L. Nick & Associates, Inc.

J. L. Nick & Associates, Inc., is your complete source for human resource and management consulting. We have been partnering with organizations to optimize employee engagement for 30 years. Our knowledgeable team of human resource professionals provides an objective perspective to your business and has a unique ability to identify needs and solve organizational challenges by tapping into your greatest asset – your people. Our services cover the spectrum, from human resources outsourcing to specific projects like leadership development, compensation analysis, or retained search.