Get, Grow and Keep - ensuring your company doesnt fall victim to the Great Resignation

Employees that dont see scope for progression and growth are a flight risk.

That's not just my opinion, it's born out of data accumulated from responses to Peakon surveys during the pandemic. And it's your Gen-Z and Milennial workers who score lowest for Growth, ie: they feel they are being denied the opportunity to grow and develop.

Your workers at the beginning of their career, who should be bursting with optimism about what the future holds, are the least satisfied about their development and the prospects for professional growth.

That matters because you want to get, grow and keep your best talent. And it matters right now because we're heading towards economic recovery and job creation where opportunities abound for individuals who are prepared to make the switch.

Are they prepared to make the switch? Recent research from Visier suggested we were heading towards a "post-pandemic resignation boom" with YoY resignations in tech up 4.5% from Mar '20 to '21.

Still not convinced?

Microsoft report that 41% of workers are planning to quit their roles or change profession this year and Personio claim that 38% of employees are looking to change roles in the next 6 or 12 months or once the economy has strengthened.

Some analysts are calling it the Great Resignation, the pent up demand from the pandemic when employees chose the safe option now releasing as people feel safe to consider their next move. And I think it's more than just preventing a deluge of post covid resignations, at the heart of this is how we create companies and environments that bring out the best in people and where they feel they can contribute and where they feel that contribution is valued.

HR have a great opportunity here to use people data to create a positive outcome, to move towards something rather than just avoiding a negative in reduced attrition.

Yet many organisations are still working with the lights off, they make decisions that impact the daily lives of their people and will wait 12 months for an annual survey to find out how that made people feel. Worse still they will see it referenced on exit surveys, when it's too late to do something about it.

Are you tracking employee sentiment, do you know which areas of your organisation are happy (or not), do you know what drives positive and negative sentiment, do you know the impacts of C-Suite decisions on employee satisfaction and do you actually know which decisions contribute to a harmonious culture and working environment?

What gets measured gets done...

#Peakon #Workday #HR #HumanResources #Growth #PeopleAnalytics #Workforce #culture #futureofwork #talent #management #leadership #GreatResignation