I recently listened to an episode of the podcast WorkLife with Adam Grant, titled The Not-So-Great Resignation. In it, organizational psychologist Grant explains that by 2021, 47 million Americans will have quit their jobs; 10 million more than in 2020. According to Grant, the pandemic has accelerated this trend. People want more freedom and are looking for meaningful work.
It got me thinking. About the situation in the Netherlands and how we at Solid Professionals deal with people who want to leave. But also about my role in this process, both as an employee and as a manager. In this blog I share my experience and vision and explain what you can do as a manager to retain employees.
The pandemic & quitting
The aforementioned podcast states that 41% of the global workforce is considering leaving their current job (incidentally, most people simply do not have the luxury of simply quitting their jobs). Some want a clear improvement for themselves, such as being paid better. In addition, Grant and Klotz name 3 pandemic-related reasons why people quit good jobs:
- Burn-out
The pandemic caused an unprecedented spike in burn-outs. And one of the remedies for burnout is disconnecting from the work you do.
- Fear of getting sick or dying
Being afraid of death or getting sick creates existential thoughts, such as: "am I living the life I want to live?" But also, "is my work meaningful enough?" And if the answer to that question is "no," it produces dissatisfaction with your job.
- Taste of freedom
Working in the office will always remain, but people have noticed during the pandemic that working from home gives more autonomy. Handing this back in feels like a loss.
The Great Resignation took place in the United States. Western Europe has seen less disruption, partly because we generally have a better social safety net here. Nevertheless, there are also signs in the Netherlands that visibly substantiate the trend. For example, after corona there are more freelancers than ever and hybrid working is still the norm.
When is it time to go?
I myself have been working Solid Professionals for 10 years. Once started as employee number 8 in the role of account manager, now commercial director of a 125-employee organization. I too have wondered from time to time if it is not time to look further ahead. Recently on my 10th anniversary it crossed my mind again. I can still hear myself telling friends and family: 'Maybe after 10 years it really is time to make a switch'. Yet these thoughts quickly disappeared. I asked myself some questions, suspecting that I would regret leaving.
After all, not everyone is happy with their resignation taken. In this survey by Business Insider, 7 out of 10 respondents said they regretted their resignation. How do you know if now is the right time for you to change jobs? To find out, you can ask yourself 3 questions based on the following pillars:
- Participation
Do you have the opportunity at work to discuss what you don't like about your current job?
- Loyalty
How much do you care about the mission of the organization and your colleagues? Ask yourself if this is meaningful work for you.
- Alternatives
Are there interesting alternatives within the organization? Are another position or a sabbatical negotiable? And what are the alternatives outside your organization?
What is meaningful work is different for everyone. For me, my job at Solid Professionals is meaningful work. I still meet people whom I helped years ago at the start of their careers and who thank me for what I gave them.
The good conversation and the 3 pillars
What many people don't realize is the impact of what you call such a conversation. Many companies still have the annual "judgment call," also known in the corridors as the "judgment call. They are unwittingly making a mistake. No one likes to be judged. People experience more pressure just by what the conversation is called. At Solid Professionals, that's why we call it the year-end interview.
In addition to this year-end interview, every employee has an annual good conversation with a partner or board member. We always have the good conversation in a place outside the office. We do it to get to know each other better. Everything can be discussed; private and business. It's not about how you do it, but about who you are, what your challenges are and what you need.
For example, in recent years there have also been employees who had grown out of their positions, but stayed because they liked the people so much. As a manager, your job is to make this negotiable using the 3 pillars; participation, loyalty and alternatives. And even though sometimes you get answers you don't want to hear - because you'd rather not see the employee go - you have to act on them. Someone who stays only out of loyalty, you should still encourage them to look for a new challenge elsewhere. In the long run, this benefits everyone: both the employee himself and the organization.
