“You must end something to move on to bigger and better things”.
But is it really that easy? The Pandemic has sparked many changes in the world of employment. Leaving a job in a moment of frustration feels so good. But we often regret the decision in the future as the emotion fades out, and reality checks in.
The “Great Resignation” has left many people in remorse after leaving their jobs. According to a Harris Poll survey for USA Today shows that about one in five people who resigned from their jobs amidst the pandemic say they regretted the decision. In the US, 4 million people quit their jobs in the month of April 2021 according to a summary from the Department of Labour – “the biggest spike on record”.
The Great Resignation or The Big Quiet was coined by Anthony Klotz in May 2021, when he predicted a mass withdrawal. Major reasons behind this were the employees being lured with higher pay and positions. Michael Kaye, a New York-based public relations director says that seeing professional contacts announcing new positions or companies “really gave me the itch.” He felt good about his job at the dating company OkCupid, but last summer started looking around and soon found a new role with a raise at LinkedIn. However, he missed working in his department at OkCupid and ended up being back with the company. Both the employees and employers were in such a fast phase during this period to get their positions filled or to get hired, which eventually turned out to Regression.
In today’s era, 80% of Gen Z workers shift jobs every six months, which often leads to career regrets. Although attention has been given to the employees being disappointed with their wages or compensation, it has turned out that the workers have broader issues with the management of the organizations.
Toxic corporate culture makes employees feel unaccomplished and dissatisfied. It tears down their mental and physical well-being, merely creating a negative environment. Vicious Politics, gossiping, discrimination, and fights destroy the company culture. A company can also be toxic when there is no physiological safety and self-development. Business when not doing well provides job insecurity which allows employees to look for opportunities elsewhere. If employees do not have the ability to handle their workload, this becomes a reason for job insecurity. It affects and impacts performance as well as productivity. Another reason for great retention is failure to recognize performance or lack of motivation. Companies that fail to identify or reward the performance of an employee have higher rates of attrition.
Organizations that fail to prioritize employees’ well-being have a much higher rate of retention. It is hard to see the companies who are committed to their employees, as they tried to keep them but couldn’t due to the pandemic conditions.
As Alain Dehaze concludes, “When employees feel heard, understood, and cared for, they work harder, take more risks, and help others succeed. This in turn improves talent retention.”
Employees who are good at their jobs have a desire for growth, recognition, and an opportunity to try something new.
Here are some practices which can be implemented to improve retention:
- Upskill opportunities.
- Career Advancement
- Employees should feel connected with their teams and the company.
- If possible, flexible work schedules
There are a few other things that help to let go of the resentful feeling. Talking to people and opening up emotionally is way better to take a step-in rage only to regret it later. Other than the new job and higher pay, workers should focus more on the culture, responsibilities, and team dynamics while deciding to shift to another job.
We must learn how to recognize, control, and take responsibility for our emotions, that’s when we can have strong steps to take control of our life at work and reach the level of career success we always dreamed of. Instead of making a quick decision, think of the good opportunities and relationships you’ll be putting at stake. An easy escape is not always worth the reputation and career you’ve spent time building in your current role.
The Pandemic has led employees to question what they really want and what kind of company they want to work with. Research by Robert Half says that being a good fit for company culture is one of the six factors which determine how happy you are at work. Salaries, benefits, and career development can always be negotiated, so try being upfront with your employer about why you’re thinking of resigning and open up negotiations that allow you to stay with the colleagues you like.
The last couple of years has turned our world upside down a lot in terms of how we live and work.
It’s time to listen to feedback, revise old ways, and find productive measures to ensure the relationship between employees/employers is strengthened.
Reference:
Nelson Oliveira (April 18, 2022), CBS News – About 1 in 5 workers who quit their jobs during
“Great Resignation” regrets it, survey finds.
Retrieved from – About 1 in 5 workers who quit their jobs during “Great Resignation and regret it, survey finds – CBS News
People Staff (March 30, 2022), From the “Great Resignation” to regret? Some who left their jobs amid
the pandemic question their decision.
Retrieved from – Some Employees Who Left Jobs amid Pandemic Question Their Decision
(people.com)
Tien Viet Nguyen, Watch out for 10 toxic culture red flags at your company.
Retrieved from – Watch out for 10 toxic culture red flags at your company (grovehr.com)
Kathryn Dill (April 25, 2022), The Wall Street Journal, these people who quit jobs during the
pandemic say they have regrets.
Retrieved from – These People Who Quit Jobs During the Pandemic Say They Have
Regrets – WSJ
Great Resignation
Retrieved from – Great Resignation – Wikipedia
The Adecco Group (February 03, 2022) The 5 Reason people are quitting their jobs during the
great resignation.
Retrieved from – The 5 Reasons People Are Quitting Their Jobs During The Great
Resignation (adeccogroup.com)
