Factors Driving The Great Resignation (And How To Combat Them)

There is a massive upheaval in the workplace, and businesses must adapt in order to survive. Around the world, though these statistics primarily affect developed nations, businesses are experiencing a “Great Resignation”. More people than ever before are actively quitting their jobs, and this applies across the pond in both the USA and in the UK.

In the United States of America, around 4.3 million Americans quit their jobs in August 2021 alone. An estimated 2.9% of the workforce, this number amounts to the highest migration of workers in history. Similar statistics are affecting the UK, with the number of open positions currently available exceeding 1 million in August – and for the first time on record.

It may seem like there are more jobs than people or that people are content with not working at all while benefits and COVID relief support are still available. What many of these assumptions get wrong, however, is in regards to just where these workers are going, and more importantly, why they left.

There are conflicting reports on who it is, exactly, who is leaving their jobs. Is it those in Generation Z? Is it those in mid-career levels? Is it those in hospitality or retail roles? Rather than focus on the demographic leaving, it is far more important to look at the factors either making them quit or making them think about quitting.

Factors Driving Up The Great Resignation and How to Combat Them

Though the factors that result in each worker’s quitting or wanting to quit will be unique to them and them alone, a few of the biggest trends include:

1.    Long Working Hours

Long working hours are huge issues for high-stress roles, like those in healthcare. Working in long, grueling shifts for hours on end, even if they work shorter weeks, takes its toll. Every industry, and in fact every business, needs to look into their work hour policy to determine the optimum amount of hours. There will be a sweet spot that provides the greatest amount of productivity with the least amount of burnout, and the number of hours in question will greatly differ from industry to industry and even from role to role.

One key area employers need to be careful with is after-hours contact. Many employers and businesses communicate via email or phone after the workday officially concludes, and though employees are not legally obligated to respond, many feel like they have to in order to be a team player and a good worker that will, hopefully, be promoted.

Ceasing all after-hours communication can help reduce this issue of long working hours and work to help employees wind down and destress better after work since they aren’t working in their private lives and in the office.

2.    Lack of Pay and Benefits

Low pay, lack of benefits, and an increasing difficulty in getting pay increases may also be driving the large resignation statistics we currently see. Quite simply, a business or even an industry is going to see large resignation statistics when their employees can either transfer to another position or another industry with minimal retraining or effort if it pays better. Working from home and during the pandemic has highlighted cost-versus-effort, and whether it is lethargy, lack of progression, or lack of pay, more workers have been open to working in a new environment than ever before. By improving pay scale and benefits, you can work to keep employees who know and understand your needs.

3.    High Levels of Burnout

Burnout, chronic stress, and a lack of health and wellness support have all caused people to quit and look for work elsewhere. Burnout isn’t just a feeling that affects the quality of life of your employees, either. When you push an employee to this state, you will get less out of them, their productivity will drop, and the number of times they go out of their way to do a great job will lessen until it becomes zero. Improving work/life balance and wellness support is essential to combating high levels of burnout.

4.    Poor Work/Life Balance

Working remotely has given many people hours back in their day, and most don’t want to return to regular office work. The companies that force this now have to content with a workforce that knows that they are missing and that other companies are happy to continue offering remote or flexible working conditions.

5.    Lack of Opportunities

Every worker in your business needs to at least have the opportunity to further their training and progress. Without this internal growth, employees will have no choice but to quit to work elsewhere and further their careers.

Building the Right Support for Your Employees

Many businesses can improve their retention rate by offering flexible working, maintaining clear boundaries, and offering employees support so that they can manage their health with work. A great place to get started with your HR management is simply to outsource your HR needs.

This needs to be through an expert who understands your workforce and business type and understands the local laws and regulations and the unique challenges facing your business. A Grimsby-based business will benefit from an HR consultant in Grimsby best, as they can help improve working conditions and can help you manage your employees better by adhering to laws and regulations and also through the improved management of your workforce.

Of course, the support you offer should extend beyond what you are legally required to provide. Working with an employment law HR specialist can offer the best benefits that help support your employees without overstepping boundaries or your budget.

When in doubt, don’t be afraid to ask for feedback from your employees on how to improve your company culture. Sending out a mass and anonymous questionnaire can help you understand their concerns, their needs, what they want you to prioritize first (after ensuring your business is up to legal code), and anything else that might be on your mind.