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The COVID-19 pandemic resulted in many employees leaving their existing jobs in pursuit of something else.

This has since been deemed The Great Resignation, with multiple employers being held responsible. The post-pandemic resignation boom is thought to be caused by employers that haven’t properly accommodated employees in the ever-changing circumstances.

Employee packed a box after resignation

In fact, The Great Resignation statistics show that 41% of workers globally have contemplated switching professions or quitting, whilst a further 38% are planning to quit in the coming six to 12 months. The largest spike of resignations in the US took place in April 2021, with four million people quitting their job.

For workers across the globe, the pandemic meant that priorities shifted, whether people were forced to become stay-at-home parents or simply wished to waste no more time in pursuing their dream job. Despite this, The Great Resignation is accelerating as employees feel that they’re not being fairly treated in light of the pandemic.

A predictable response

In modern society, many of us spend more time at work than we do at home, making happiness in our professional situation a huge priority. This resulted in millions evacuating positions where they were not accommodated during the pandemic. Simultaneously, employees are keen to stay in job roles where they feel they are properly understood and cared for.

Professional environments have always been of concern for employees; however, the urgency of the pandemic pushed people towards taking action. Consequently, if someone was already dissatisfied with their work-life, the pandemic only drove them towards resigning.

The emotionally draining nature of the pandemic drilled the notion that people are not machines. As a result, employees have continued to expect this understanding nature from their employers; however, this is not always delivered.

With this in mind, as an employer you should seek to maintain an understanding and accommodating atmosphere for employees. This is imperative when it comes to implementing an effective employee retention plan.

Employee handing in a resignation

An across-the-board evacuation

This boom in resignations is not exclusive to one industry and prevails as an across-the-board issue. This is because financial incentives are no longer enough; employees need to be made to feel safe, secure, valued, and appreciated. Employers will need to properly consider employee retention ideas and out of the box recruiting strategies that focus on employee wellbeing.

A lasting change?

This, of course, presents concerns for businesses across the globe as we’re left wondering whether this is a permanent change to the working world. Many experts believe that this is in fact the case, and millions of employers will need to re-evaluate their employee retention strategy and devise new recruitment strategy plans.

The decisions that employers make as of current are extremely sensitive and have the potential to define their company for years to come. For instance, if an employer was particularly eager in rushing everyone back to the office and this resulted in a COVID outbreak, it wouldn't bode well for the company’s stance on employee wellbeing.

How can you combat The Great Resignation?

In terms of existing employees, you will need to investigate how to improve employee retention in light of the changing circumstances that COVID presents. For example, you might introduce a flexible working structure that allows employees to work from home occasionally. Not only does this present a better work/life balance, but it alleviates a lot of stress for working parents and those with other priorities. A better balance and reduced stress will, in turn, benefit the company as employees are likely to be much more productive.

recruitment strategy

Similarly, the pandemic has left many in financial bother, from reduced income to increased outgoing costs. As a company, you may assist your employees by reimbursing their travel or lunch costs. This will make the journey into the office seem worthwhile rather than an added expense that is not always necessary.

Another measure that can be taken is a regular check-in with employees. It is an unpredictable time for everyone, meaning the emotional wellbeing of some will be hanging by a thread. You should ensure that you are an approachable manager whilst encouraging employees to confide in you should they need you.

As far as recruitment is concerned, you will need to make your opportunity enticing to candidates. Be sure to ask them about their requirements so that they feel acknowledged and valued by you as a potential employer. On top of this, you should detail the company benefits (e.g., flexible working, covering of travel/lunch costs, wellbeing check-ins, etc.) This will provide potential candidates with incentives to come on board with your company that are not solely financial. This is especially important in a post-pandemic working environment and will place you above the competition.

Defeat The Great Resignation with Paydata

Here at Paydata, we can help you with sourcing strategies in recruitment, as well as improving your employee retention strategies. Contact us today to ensure that The Great Resignation does not leave your business in hot water.

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