The Great Resignation: Persuasive Tactics to Convince Companies to Adapt

More than 40% of workers have plans to leave their current position within the next year. The pandemic gave many employees a chance to reflect on what they value and what they want in a workplace. The shift in values has initiated the “Great Resignation.” We are now in the middle of the most significant re-ordering of labor in decades.

Companies are eager to avoid losing workers during the Great Resignation. However, many are also hesitant to commit to changes that could ultimately help attract and retain top talent. Effectively working with clients to address these changes poses both a great challenge and a great opportunity for staffing and recruiting agencies.

Remote work, hybrid offices, professional growth opportunities, and greater flexibility are business features workers now often expect. Staffing and recruiting agencies can help their clients understand that adapting to meet these values is good for business and necessary for staying competitive in the market for talented workers. By doing so, they can make the Great Resignation era one of attraction rather than attrition for their organizations.

The Great Resignation is not Inevitable

The Great Resignation will not affect all organizations equally. Those that do not respond with action may suffer, but for those that respond proactively to the shifting labor landscape, it can be a period of opportunity.

It is no secret what the majority of workers are now looking for from an employer. Companies can retain their workers and attract the influx of job seekers by:

• Extending and expanding remote and hybrid work options.
• Supporting their distributed workforce with management training that fosters effective leadership for hybrid teams.
• Prioritizing employee well-being. Mandatory time off, mental health resources, and thoughtfully managed workloads make for a workforce that is happier and more fulfilled, which translates into greater productivity and less attrition.
• Encouraging internal growth and development with educational resources and fostering opportunities for advancement.

Overcoming Client Objections to Change

Although clients may be rightfully hesitant to commit to major shifts in business practices, like permanently embracing remote work, these are the changes necessary to thrive during the Great Resignation. The pandemic has changed the nature of the workforce quickly and dramatically, and it is wishful thinking to assume things will eventually go “back to normal.”

Many organizational leaders may be eager to return to the office and the traditional ways they conducted business. They may be fearful of the changes in workplace culture and too quickly dismiss the enormous benefits that come with proactively adapting to meet the changing needs and demands of the workforce. Staffing and recruiting firms can address objections by helping clients understand:

• Retraining is expensive. Replacing a single employee can cost as much as two times their annual salary. Employees want remote and hybrid work options, and they are willing to leave their jobs to find them at a level never seen before. Proactively responding to evolving employee preferences can help with employee retention and future talent procurement to minimize recruitment and retraining expenses.
• Talent pools grow when a distributed workforce is embraced. No longer constrained by local workforces, organizations with permanent remote opportunities can attract a talented workforce with greater success than those unwilling to adapt.
• The results of the Great Resignation are not temporary, it has only accelerated workforce trends already years in the making. Instead of wishing for a return to what was once normal, embracing change is the only path to long-term success.

Creating Tailored Retention Programs

Every organization’s workforce has different needs, expectations, and challenges. Employee retention programs likely need to go beyond just saying “yes” to permanent remote work. Workers are looking for opportunities for professional growth, a value-aligned team and organization, and an employer that values the importance of time away from work to recharge and focus on the other vital facets of life.

The Great Resignation can be an opportunity for recruiting firms to work with clients to redefine the value proposition they offer to their employees through a retention program tailored to the unique needs of their employees. Through a data-driven approach, organizations can understand why employees are resigning. Quantifying and evaluating the factors driving workforce attrition can give context to the changes that should be prioritized. Factors that are commonly considered when tailoring an employee retention program include:

• More frequent opportunities to give and receive feedback
• Flexible, distributed work arrangements
• Implementing corporate social responsibility efforts and consistent organizational values that resonate with employees
• Building opportunities for employees to grow and develop
• Reconsidering benefits and compensation. Salary matters, but it is not everything. Employees are putting greater value on benefits like:
  • Workplace cultures that prioritize work-life balance
  • Flexible schedules
  • Tuition reimbursement and other educational opportunities

Understanding what is driving resignations allows employers to address the root causes, whether this is a lack of flexible remote work options, limited professional growth opportunities, misaligned organizational values, or something else. Understanding the root causes empowers leaders to make the changes necessary to attract top talent, reduce turnover, and cultivate a more engaged workforce.

For more recruiting tips and best practices that will help you and your clients succeed during the Great Resignation, download our webinar on Unstoppable Sales Growth for Recruiters.