McKinsey just announced that more than half of the job quitters during “The Great Resignation” did not return to their same industries. We’ve all heard stories of how the pandemic period caused workers to rethink their jobs and their lives, and now we have very hard data that proves it.
Here’s a mid-2022 data update that perhaps best predicts the futures of both “The Great Resignation” and our total economy. Let’s compare three key economic indicators for the period ending December 31st, 2021 to six months later ending in June of this year.
DEI has evolved to include the diverse thoughts of our employees rather than just their skin tone, language, gender, sexual preferences, or heritage. Today’s initiatives can then build one-on-one relationship into a trusting relationship, and one where inclinations regarding diversity, equity, and inclusion flow naturally.
Many companies rely on engagement surveys as the key to improving their employee engagement and retention programs. Although surveys bring in data, they don't provide solutions. Why? There are 4 missing pieces missing that keep you from having an effective engagement and retention process with real measurable results.
Believing hiring a Chief Happiness Officer will improve turnover, or relying on any of the other seven most-used programs noted here, ignores the science that says the #1 reason employees stay or leave is how much they trust their supervisor.
Learning is alive, it’s current, it’s fresh and stimulates the mind to want to learn more. First-line supervisors are using Question 2 of the Stay Interview 5 as a practical approach to discovering what each employee wants to learn instead of jumping straight to a career development plan.
It’s easy to agree that supervisors are the primary stay/leave switch for retaining or losing employees. An eye-opening exercise is to list all employee retention strategies and then check which items include improving your supervisors.
Recent survey says these are the at-work values young workers hold most dear: Flexibility, mobility, entrepreneurial freedom. Lock these key employee retention words into your brain, make them pop up on your computer screen first thing each morning because 53% of your Gen Z and millennials will consider leaving this year.
A new report indicates that the inflation impacting all consumers, all businesses, and threatening politicians’ careers across the U.S. and the can’t-be-avoided domestic news topic of “The Great Resignation” are directly connected.
The common belief is that the employees quitting during “The Great Resignation” are young and don’t make much money, so replacing their meager incomes is easily done with an Uber application. While true, two new reports throw a heavy wrench into the assumption the majority of quits are entry-level workers.