One of the top reasons workers are leaving their current job is to take on a new job opportunity, one that has a better salary, more challenging environment, and better work life balance. A new job offering better terms than one’s current one is a reasonable opportunity for any employee.

An online post by diversity consultant goes viral! Diversity Consultant, Lily Zheng, encourages readers to reflect on what their workers may be going through during the “Great Resignation.” The “Great Resignation” puzzles employers as to why employees quit so rapidly.” Zheng mentioned important issues such as mandatory office returns and long workweeks.

The current job market is employee-driven! Increasingly, employees are realizing that remote work will be around for a long time. PwC’s Neil Dhar spoke about #TheGreatResignation and the many Americans seeking new jobs this month. According to PwC’s latest survey, 65 percent are searching for a new position in the United States. Remote work is helping employees and executives find a work life balance they cannot get at other times, and this is the main reason for the shift. The shift in the workforce certainly brings new challenges, but it also presents a fresh opportunity for employers to redefine their workplace experience and build trust with staff.

You may find the reflections and lessons in this article useful and insightful if your business has experienced high turnover in the past few months.

The Great Resignation isn’t affecting every business, and just because some businesses are experiencing it, doesn’t mean you have to. Learning from the mistakes of other companies can help us retain our workforce and make sure we’re retaining our top performers.

Kevin Eikenberry, an expert on remote and hybrid work, has stated that there are many reasons that people stay or go, and they typically can be influenced by you as a leader. These include:

• meaningful work
• culture
• flexibility

Eikenberry goes on to say that to avoid the Great Resignation in your business, you need to consider the three D’s:

• Decide to invest in the relationships with your team. It’s important for people to know and trust their leaders. When you are leading from a distance, you should concentrate on building relationships and restoring trust with your team. It won’t take long to find someone who can replace those who leave, if you think you don’t have the time.
• Delegate more. When your employees feel valued and appreciated, they’ll stay with you longer. Delegation becomes more effective when you provide them opportunities to learn, contribute, and see things from new perspectives rather than simply giving them instructions and assignments.
• Develop others. Learning and growth increase people’s likelihood to stay. Invest in their development and put them on meaningful projects, so that they will be engaged in fulfilling work. Training in the past was not offered due to its time-consuming nature. Fortunately, as online education is becoming increasingly important and travel time is now eliminated, there is no excuse anymore.

Which of these 3 D’s will you begin applying today?

If you want to learn more about this topic, Kevin Eikenberry is conducting a master class on this very topic. You will be able to develop strategies for investing in learning for you and your team in this master class.

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