How to fight with the “Great Resignation” buzz.

The “Great Resignation” has been a buzzword we have all talked about now for the past several months and it doesn’t seem to be going away. Just recently reported by the BLS, the good Resignation reached an all-time high in September with 4.4 million workers quitting their jobs.

What is the explanation for this Great Resignation though? Is it because employees seek greater work/life balance flexibility that their current company can not provide? Is it their eagerness to work at home permanently, but not having the choice available anymore? 

Or, was it being cooped up a reception that made workers realize they need a change in their careers when the work market is better? It’s all of this and more.

Mental health has become an increasing concern since the commencement of the COVID-19 pandemic. Many employees feel like they are “always-on” and work longer hours when at home. There is also a sense of isolation. 

As a result of the lack of comradery and social connection among coworkers, more employees are feeling lonely and isolated. All of these factors, among others, can contribute to a sense of burnout.

What is employee burnout exactly though? 

Burnout is defined by Verywell Mind as a reaction to long-term or chronic job stress, and it has three basic dimensions: weariness, cynicism (lack of affiliation with the job), and emotions of diminished professional skill.

So, how do we stop the Great Resignation? 

How can we prevent our employees from quitting? One place to start out is by investing time and money into your employees to avoid burnout. In this blog, we will take a look at the 5 best ways to keep employees happy and employed at your company.

Check-In with Employees

Frequent check-in meetings with employees are important to ascertain how they’re doing. It’s an opportunity for managers to see how their team members are feeling and if they are stressed out with the tasks they have at hand. 

These meetings are probably one of the simplest ways to detect employee burnout. It also gives employers a chance to consult individually with those employees who are starting to feel burned out and to debate ways you’ll help.

Monitor Workloads

Managers should monitor workloads and ensure nobody has an unreasonable amount of tasks. Workloads may spike at certain times of the year; however, managers will want to make sure employees don’t sustain heavy workloads throughout the whole year. 

Examine employees who have difficult work and try to identify ways to relieve them of those responsibilities. Also, monitor expectations and goals. Be sure you’re setting attainable goals so nobody is overstretched and works tirelessly to realize them. Goals need to be reachable.

Provide Mental Health Support

Employers can help their employees’ mental health in a variety of ways. Providing psychological state days is a method to try to do so. It allows employees to require days off for self-care and needed days off for themselves. Mental health days could also be something to think about implementing in 2022 if it’s not already offered at your company.

Employee Assistance Programs that provide wellness counseling are additionally something to think about looking into as an addition to your benefits package. Some healthcare providers already offer counseling and wellness programs with their insurance so it’s something to seem into if you’re unsure if your insurance provides it. 

If it’s included together with your insurance, share this information with employees in order that they realize it is out there to them.

Encourage Office Connection and Camaraderie

Making time to attach and build relationships among team members is additionally important. This can go hand in hand with the above topic of performing at home. Whether you have employees working at home, in the office, or in a hybrid schedule, it is important to promote an environment where people can get to know one another. 

According to Harvard Business Review, their COVID-Era survey data showed that both blue and white-collar workers around the world place a better priority on having a “good relationship with co-workers” than on many other job attributes.

Encourage Work-Life Balance

Work-life balance has undoubtedly always been vital to most employees; nevertheless, it is increasingly becoming a more crucial component in determining whether or not to work for a company. 

As a best practice, encourage employees to require vacation time, especially as you are near the top of the year and employees still have vacation time left. This allows employees to understand that you simply care about their well-being you would like them to be ready to enjoy a day off.

Another good practice is to pack up the office early for holidays, if possible. This emphasizes the value of spending time with family, particularly around the holidays. It’s also important to offer flexible schedules to accommodate family or religious events. If someone has a personal obligation, welcome an environment that allows them to tend to important personal events during the workday.

I hope this article will help you to save so many employees and make them more productive. If you have loved reading this article then please like it and share your comment below. 

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