In the United States, the data is so shocking that hundreds of experts are beginning to believe that it is a restructuring in the labor market, or that may lead to a new global trend known as “Great Sacrifice”.
That term was adopted by Anthony Klotz, associate professor in the Mays School of Business at Texas A&M University. This mass and voluntary abandonment of jobs that began to be registered in the United States during the pandemic is so strange and sudden that it makes it difficult for employers to fill vacancies.
In response, Marcus Erb, Vice President of Great Places to Work® Data Science and Innovation, and Julian Lute, a consultant to that firm, outlined 3 fundamental aspects that must be taken into account to reverse the gloomy climate, which Often occurs in associates of a company.
Creating inspiration through personal connections
A sense of purpose is important to workers, teams, and organizations. The despair is, in part, driven by people seeking more meaning in their lives, as their daily routine has been disrupted during the past 2 years of the pandemic.
“We examined what predicts whether someone will stay with the company longer. We found three questions that predicted employee retention. One: Am I proud of where I work? Two : do I find meaning in what I do? and three: do I find this work fun?’ Marcus elaborated.
In this regard, he explained: “It all comes down to purpose. If they are understood, people will feel connected and get a powerful clue about whether they plan to stay or go. And the leaders are now attached to that purpose.”
In the past, organizations motivated their employees through initiatives such as community donations, off-site team building, and annual meetings. However, these types of programs are less viable in an environment where many people continue to work remotely.
In this regard, Marcus believed that the key lay in a fluid relationship, which he called “1 to 1” between leaders and allies.
“Before the pandemic, companies instilled a sense of purpose, connection and care through programs with little support from leaders. But now such initiative is not needed. An army of leaders is needed to help consolidate that experience of belonging among employees”, he analyzed.
taking care of your coworkers and yourself
In this context, in order to achieve good performance, it is necessary for leaders to show interest in the concerns of their colleagues. In fact, various investigations have shown that “psychological security” and “a supportive community” are essential to team functioning.
This is mainly because the stress of the pandemic and other aspects in the last 2 years has led to new levels of anxiety and other mental health challenges for the workers.
In this regard, Julian Lute pointed out that there are several points to be noted in order to address this issue. In these they mentioned hybrid work, greater flexibility in the workplace and awareness of the diversity of people’s identities.
“Working with people is on Zoom now, and a manager has to ask themselves if they are introverts and how will they work with them. This is something about which middle management has neither been trained nor taught. You have to empathize and care about people, who they are, and what’s happening to them now, off screen, in a way you’ve never done before.”
However, taking care of team members on an ongoing basis can be overwhelming, which is why it’s important for leaders as well. take care of themselves. This includes taking time to meditate, exercise, and connect with friends, among other activities.
reduction in workload
One of the keys to reducing fatigue is to lighten the workload. Many organizations today are under-employed amidst rapid growth and labor shortage.
The result is a workforce pushed to the limit. People tend to put off more and more tasks, even when they feel tired and stressed.
Leaders can play an important role at this time. They can help colleagues get rid of low-priority projects. The orientation towards “less is more” has to go beyond words.
This should be a tangible help to free up space and cut down on employee work. “If leaders are not vocal in this regard, collaborators will revert to the trend of continuing the work,” concluded Julian.
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September 03, 2022 at 11:57PM
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