Are you one of the people who also involved in “The Great Resignation” Wave?

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The Great Resignation, alternatively known as the Big Quit, is a strong drive of employees to voluntarily leave their workplaces.

Workers all across the world are departing their employment in huge numbers in the aftermath of Covid-19, owing to changing work preferences, unhappiness with their existing working settings, and the desire to pursue better career prospects abroad.

In July 2021, 4 million Americans resigned from their employment, that’s according to The Bureau of Labor Statistics. Resignations spiked in April and have remained unusually high for many months, with 10.9 million available jobs at the end of July, a new high.

In the face of such a tidal flood of resignations, how can businesses keep their employees?

A similar finding of resignations could indeed be seen from China, though perhaps the problem there may be impacted by an ultra-stressful work culture that requires people to work excessive hours.

Well, not a piece of surprise news where if I say Malaysia also suffered over the last year, with Covid-19 having a significant consequence on our social and economic outcomes.

The unemployment rate last year was 4.5 percent, the highest in nearly three decades. Malaysia’s Gross Domestics Product would decline 5.6% in 2020, a level not seen since the Asian financial crisis of 1998.

So The Question is What Drove Them – The Workers Send Out Their Resignation Letter?

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1. Mental Health Issues Are Becoming More Prevalent.

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During the epidemic, corporations were taken off guard as well, as workers struggled with uncertainty. Many businesses were, and regrettably still lacking, the necessary procedures and regulations to cope with the pandemic’s risks.

Employees’ mental health, for example, was brought to the fore, with a large number feeling burned out and overworked. While some managers and leaders attempted to address the problem without an organized method, many lacked the necessary skills to succeed.

Some employees are looking for work elsewhere due to their impression of employer carelessness or lack of assistance.

Unsurprisingly, managing burnout, as well as the pain and loss that many people have experienced, is one of the most difficult issues for businesses attempting to retain their finest employees.

2. Mid-Career Transition

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A range of studies has shown Between 2020 and 2021, resignation rates among employees aged 30 to 45 years old increased by more than 20% on average. While younger employees usually have the highest turnover, research shows that resignations among individuals aged 20 to 25 dropped significantly over the previous year.

Resignation rates declined for those aged 60 to 70, while those aged 25 to 30 and 45+ had significantly higher rates than in 2020.

There are a few elements that may explain why these mid-level employees have accounted for the majority of the resignations. To begin with, the change to remote work has probably made companies believe that recruiting someone without any experience is riskier than normal, because new workers won’t gain in-person training and support.

This would boost the market for mid-career employees, allowing them more bargaining power when looking for new jobs. Furthermore, after months of high workloads, hiring shortages, and other pressures, many of these individuals may have simply hit a rock bottom, forcing them to reconsider their work and life goals.

3. The Wish of Having A Work-Life Balance

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Since the outbreak, the way we move has altered dramatically. Many individuals are hesitant to return to the workplace full-time after months of working from home, free of the costs and trouble of commuting and with more time for family and other activities.

In a survey conducted by the Beamery poll, there are moreover a third of respondents stated their work-life balance was better during the pandemic’s peak, and 42% want flexible working to continue. As a result, many businesses are accepting flexible schedules as the new normal.

This shows that a growing percentage of people in the global workplace anticipate working from home in the future and that they value the frequently better workplace combination the employer could offer.

So How’s The Employer Can Overcome All the Challenges?

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Below is some suggested option where the employer can think or perhaps have some idea and inspiration.

1. Maintain The Lines of Communication Between You and Your Employees Open.

You should already be communicating with your staff daily. It was vital to communicate with them during the start of the crisis, and you’ve most likely stayed in touch ever since.

Help your staff to contact you by email, instant chat, or face-to-face. Many workplaces have an open door policy because it establishes a standard in the office that communication is welcomed.

2. Understand The Importance of Employee Mental and Physical Health.

Employees must leave for work in good physical and mental health to meet performance targets, accomplish things, and perform successfully. People with mental health issues or overworked do not help the company’s overall performance, which leads to work frustration and low job satisfaction.

An employer must recognize the importance of people arriving at work physically and emotionally in good shape. Everyone is facing difficulties at this time, and there is no roadmap for viewing the uncertainties. Ensure that employees are in a good shape so that your company benefits from their efforts and they do not become stressed out.

3. Be Kind to Those Who Leave

Regardless you like it or not, some staff may quit. In the corporate sector, change is inevitable. You don’t want a buzz of workers waking up in the middle of the day and walking out. Treating people that choose to depart with respect, decency, and kindness is the greatest approach to take here.

Offer employees an excuse to leave is the last thing you want to do. If you lose your cool right away when someone resigns, you’re not setting a positive example for others. If they want to go, be empathetic and wish them well.

During this trying period, the most important thing to remember is to stay cool, listen to employee input, and make any required changes to your planned, rewards package, and salaries.

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