5 Ways of Countering the Great Resignation

the Great Resignation
Reading Time: 6 minutes

The pandemic has made people look at things differently. The months they spent with families working from home changed a lot for them. Some just want to spend quality time with their families as they work and do not see the point in returning to offices for the work that can be done with the same efficiency from their homes. Others have reorganized their priorities as a result of seeing the uncertainty of life too closely. They want to follow their passion, and that may or may not involve working for corporates. Some just want to take risks, learn new things, explore possibilities, and figure out what exactly they want to do with their lives. Even for those who want to work and build a career in the same industry, there is a significant shift in perspective. All these issues and emotional or personal needs were always there and the pandemic has brought it to the spotlight.


The great resignation has impacted organizations significantly. They have lost some of the best talents at every level, be it productivity, leadership, problem-solving, or creativity. It is not easy to replace employees and takes at least six months’ salary of employees. Now that there is greater competition in the talent market, we are expecting this average to go higher. People are reevaluating various aspects of their jobs, whether it be flexibility or benefits. Employee turnover is increasing in every field. The things that their current organization cannot provide them with, they look for them somewhere else. We have so many other means of earning money that has never existed before. People now put the quality of life above the fact that they have a job. If you want to handle the resignation of the employee you need to understand what they want and even get a negotiation of resignation in the exit interview to ensure that. Those who do not want to face losses due to massive employee turnover need to prioritize employee care. Here we are going to discuss five ways to counter resignation at your company.


1. Prioritize Employee Wellbeing

Many employees state that they are quitting their jobs due to burnout during the pandemic. They experienced more workload and the absence of sufficient paid leave. Others could not take their time off because they were afraid that they might lose their job if they did so. There are different ways that people react to stress. But employers can ensure that they are not adding extra pressure by making people work extra hours or even on their day off. When there is more work than employees can possibly handle, it not only affects their mental health but also the quality of output and image of your company in the long run. They might not complain about it openly, but they will surely start looking for a new opportunity. It’s important to set practical expectations and keep the feedback loop open both ways in case the quality of work is decreasing. Try to find out the reason behind the change.


Organizational productivity has an impact on employee well-being. It’s not just the physical health that we should be concerned with, but also mental, emotional health that holds equal importance. The benefits that companies offer should be focused more on that rather than physical perks. Many people experienced stress and the loss of loved ones during the COVID-19 lockdown, and that needs to be addressed. Create a culture where it is open to discussion about mental and physical health. Organize some mental and emotional health guidance programs to help your employees. When employees know that they are valued and feel cared for, they are more likely to stay in the company longer.


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2. Reevaluate your Offerings

Salary is important, and many times, employees leave the organization because they feel they are underpaid. They want to get better pay and advance in their careers. It is important to look at the issue. Make your increment strategy and parameters known to employees so they get a better idea of the decision on their pay. Also, make the assessment fair and reasonable for employees to stay. Perks and benefits can be crucial for the employee’s retention too. Instead of offering the usual perks, reevaluate your offer. Employees now focus more on things like child daycare than on free snacks in the office. So you can also take a survey or ask those who want to leave the company what kind of offer can make them stay. Now it is more about what employees see as valuable after the pandemic, which went through a significant transformation.


3. Improve Employee Experience

Employee experience is an important element in retention and can help you tackle a great resignation. Interpersonal relationships with peers and managers matter a lot. They want to work in a friendly environment. It is good to have the values of the company and the employees aligned so they can feel better connected. Create an environment where people can learn and experiment. Everyone wants to advance in their career by learning. Provide opportunities for them to receive training in the various skills required to work at their current job. Every company has a different culture, and proper onboarding and induction can help them understand what is expected of them. Provide employees with various resources and information they are going to need at their job so they don’t waste their time wondering what to do or whom to ask. Supporting your employees with proper management sets the impression of the employer as an organized and caring organization.


Arrange fun team building activities so employees can build good relationships that can help them with coordination and better workflow. Set your expectations clear and be unbiased when it comes to evaluating the work. You can also communicate the reasons behind major decisions. This way, you can avoid gossip and resentment. Keep a check on office politics as it becomes very uncomfortable for people to give their best when there is too much gossip going on. Due to employee resignations, companies are trying to create a better environment for their employees. Many firms look at it closely as they consider giving better service to their clients. This approach can be a real advantage for retaining talent in your organization.


4. Trust

Trust is important in organizations as much as it is in personal relationships. Trust between the employer and the staff is important for the productivity of the organization. There should be better trust in your employees’ efforts since the hybrid work culture is here to stay. The micromanagement of the remote staff shows that you do not trust them, and it soon becomes an uncomfortable employee if it continues for a long time. Instead of having an hourly check on your employees, create a system where they get to know what is expected from them and you get to know if the output is being maintained or getting compromised. Keep your communication transparent and clear so there is no confusion about decisions like flexibility or hybrid structure. People may adapt to less desirable conditions sometimes, but they are less tolerant toward uncertainty. So make sure that the company culture shows trust in your employees.


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5. Hybrid

The pandemic has forced us to work from home completely and cleared our misunderstanding that productivity cannot be maintained while working remotely. Working from home has many advantages for the employees, as they can choose the time of day when they feel most productive to put their efforts into practice. This also decreases the time needed to work as they can do it according to their convenience. Working from home saves travel time, which can be used to devote more time to personal responsibilities such as child care or parents. There is also less paid time off that the employee needs in this setting, as after making a few adjustments, they can do some of their personal work and do not need an entire day off, where a few hours can do. This makes employees ask for flexibility, and they are likely to resign or start searching for another job when it is not granted. Flexibility is one of the driving factors in the great resignation.


Instead of looking at it as a change, employers can see it as an opportunity. Most employees ask for hybrid structures so they can stay connected to their peers at the office when they need it and also get a better work-life balance. Employers should understand that productivity is more important than the location of the employees. Flexibility makes employees happy, and we all know that happy staff make profitable organizations. You won’t lose the talent that you presently have, and you can tap into new talent in the market, like so many mothers entering the workforce because, with flexibility, they can balance their personal and professional responsibilities well.



People have changed their priorities and perspectives after the pandemic. They are more likely to voice their needs and resign from their jobs if they feel that they are not being heard. There are many reasons that are driving the great resignation, and to counter that, companies can work on a few points. Allow flexibility to employees and keep in mind that it is productivity that is the main concern and not the location. Avoid micromanagement and build a friendly work culture with trust and good relationships. Give your staff the opportunity to grow and learn. Reconsider the perks and design them according to what employees desire. Make a few adjustments and make your organization flexible and more productive.


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