The Great Resignation: After Effects
The marketplace for talent has shifted. You need to think of your employees like customers and put thoughtful attention into retaining them. This is the first step to slow attrition and regain your growth curve.
And this does not happen when they feel ignored in the fever to hire new people or underappreciated for the effort they make to keep business moving forward. They need to be seen for who they are and what they are contributing, and leadership needs to ensure this is happening. Here are four steps for leaders to implement.
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This type needs to engage intellectually and philosophically and is most concerned with the direction the organization is moving.
- The strengths: They are 'big vision' people and thrive when they're setting goals for a team.
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- a talent for language; quite good at expressing themselves
- a vivid inner life, but hesitant to share this (except for those closest to them)
- quiet & sensitive, but can also be good leaders
- driven by strong values and seeks out meaning in all areas of their life
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- Before the pandemic, many companies got away with a simple "this is where the kitchen is, now sit here beside this more senior person and learn" approach to onboarding a new employee.
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