Turn the Great Resignation into the Great Retention for your organisation 

No doubt, you would have heard of the ‘Great Resignation’ or ‘Great Reshuffle’, a movement that has become one of the biggest challenges faced by HR over the past year. Now, it would be easy to write off this phenomenon as a side effect of the pandemic, and assume that everything will return to ‘normal’ over time. However, that would also be naïve.

Rather, what needs to happen now is for HR and the C-suite to understand the exact reasons behind our current exodus in order to combat it – so that we can devise a retention strategy that benefits all staff, not just those who already have one foot out of the door.

As with any good strategy, your first step is to work out your current situation. You can check your recent resignations to see if there are any patterns: for example, if a large number of people are leaving all from one team, or seem to be trying to get away from a particular project.

As the next step, we invite you to download this new whitepaper by Ezra, powered by LHH, which highlights the pillars of a successful retention strategy.

Key takeaways include:

  1. Good and bad ways to gather feedback to understand what employees really want.
  2. Why it’s important to be open, willing and empathetic to listen to employee feedback.
  3. Are individualised working conditions the answer to the dilemma between spending time in the office vs remote working? [spoiler: there are no blanket rules]

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If you are only acting to retain people when they are leaving, then it is already too late; the best time to start your retention strategy is the very first day someone joins your organisation. The second-best time is now.

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