Sunday, April 14, 2024

How to Fix the Great Resignation With HR Tech?

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Businesses have been in a highly volatile state ever since the pandemic. The great resignation, or the unusual spike in employee resignation, began in November 2021 when 4.5 million people voluntarily quit their jobs. But how did it become such a pressing issue for companies so soon? 

One of the common reasons why it happened is because of the increasing demand for IT employees, as the industry saw rapid growth throughout the pandemic.  

Another reason is professionals started gaining clarity on what they want from their personal and professional lives. In some cases, ignorance and mistreatment from their employers forced employees to leave their jobs. 

No matter what the reason, every employer should focus now on fixing it, and this article is just going to teach you how to do it by using HR tech. 

Why is it Important to Fix the Great Resignation? 

Fixing a great resignation is crucial for employers as it helps them to 

  • Control employee attrition 
  • Minimize training costs 
  • Reduce hiring costs 
  • Enhance the brand image 

How can HR Tech Help Fix the Great Resignation? 

Companies must include the following steps in their HR strategy to fix the great resignation with technology.  

Focus on Employee Wellness 

It’s time for leadership to focus more on employee wellness. They need to figure out what they currently have and what more they can add to ensure the wellness quotient of their employees. 

Start by conducting a free mental health workshop or appointing a free therapist. Also, make sure that you don’t overlook the genuine efforts of your team. This will make your employees feel valued and ultimately make them loyal. 

Receive Employee Feedback 

Traditionally, employers used to tell employees what to do. However, today, it’s time for a change. Instead of telling them what to do, you need to ask them what should be done to solve a particular matter.  

So, stop assuming and ask your employees for their feedback or suggestions. If you haven’t tried it before, it may be hard for your employees to open up to you. In that case, you can encourage employees to share their feedback anonymously. 

Conduct Stay Interviews 

Companies often ask employees their reason for exit. However, what you should do is just the opposite. Instead of organizing exit interviews, you need to conduct stay interviews, i.e., call your employees and ask them to stay.  

In that way, you can show them that you realize their value and finally, make an irresistible offer. Try to work around different things as it will be your last chance to correct mistakes you may have committed unintentionally. 

Closing Thoughts 

While many people thought of the great resignation as a passing phenomenon, it turned out to be complex and more serious. However, it is never too late to try to fix it. So, try looking into the matter seriously and fix it as soon as possible. 

Businesses have been in a highly volatile state ever since the pandemic. The great resignation, or the unusual spike in employee resignation, began in November 2021 when 4.5 million people voluntarily quit their jobs. But how did it become such a pressing issue for companies so soon? 

One of the common reasons why it happened is because of the increasing demand for IT employees, as the industry saw rapid growth throughout the pandemic.  

Another reason is professionals started gaining clarity on what they want from their personal and professional lives. In some cases, ignorance and mistreatment from their employers forced employees to leave their jobs. 

No matter what the reason, every employer should focus now on fixing it, and this article is just going to teach you how to do it by using HR tech. 

Why is it Important to Fix the Great Resignation? 

Fixing a great resignation is crucial for employers as it helps them to 

  • Control employee attrition 
  • Minimize training costs 
  • Reduce hiring costs 
  • Enhance the brand image 

How can HR Tech Help Fix the Great Resignation? 

Companies must include the following steps in their HR strategy to fix the great resignation with technology.  

Focus on Employee Wellness 

It’s time for leadership to focus more on employee wellness. They need to figure out what they currently have and what more they can add to ensure the wellness quotient of their employees. 

Start by conducting a free mental health workshop or appointing a free therapist. Also, make sure that you don’t overlook the genuine efforts of your team. This will make your employees feel valued and ultimately make them loyal. 

Receive Employee Feedback 

Traditionally, employers used to tell employees what to do. However, today, it’s time for a change. Instead of telling them what to do, you need to ask them what should be done to solve a particular matter.  

So, stop assuming and ask your employees for their feedback or suggestions. If you haven’t tried it before, it may be hard for your employees to open up to you. In that case, you can encourage employees to share their feedback anonymously. 

Conduct Stay Interviews 

Companies often ask employees their reason for exit. However, what you should do is just the opposite. Instead of organizing exit interviews, you need to conduct stay interviews, i.e., call your employees and ask them to stay.  

In that way, you can show them that you realize their value and finally, make an irresistible offer. Try to work around different things as it will be your last chance to correct mistakes you may have committed unintentionally. 

Closing Thoughts 

While many people thought of the great resignation as a passing phenomenon, it turned out to be complex and more serious. However, it is never too late to try to fix it. So, try looking into the matter seriously and fix it as soon as possible. 

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