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The U.S. based Bureau of Labour Statistics tracks quit rates and the most recent data shows an all-time high in November of 4.5 million people voluntarily left their employment These resignations are reportedly highest in the tech and health care industries, but most sectors are feeling the impact.

Many workers have reached their breaking point due to pandemic restrictions and pressures, higher workload demands and now a move to migrate workers back into the office setting. This has caused individuals to rethink their work/life balance and goals.

To mitigate the impact on their business, employers are having to try and come up with ways to not only stem the flow of workers out the door, but also still maintain a business-as-usual face to their customers. Here are 5 steps that can help navigate these troubled waters.

1. Understand why employees leave. The Harvard Business review recommends that

“Ask yourself which factors could be driving resignations rates? Exploring metrics such as compensation, time between promotions, size of pay increases, tenure, performance, and training opportunities can help you identify trends and blind spots within your organization”

Exit interviews, exit interviews, exit interviews. Do them without exception. Take note on information gathered and turn them into actionable items.

2. Use information gathered in exit interviews and employee one on one information sessions to develop retention programs that speak to the reasons revealed. Simply put, there is no greater resource for intelligence about your employee culture than those who live it.

3. Pay attention to and work to develop a strong work culture where people go to work because they want to, not because they must. Building on and fostering this culture is the duty of everyone from the CEO to the newest intern. And its not all about salary. Giving workers a sense of purpose, letting them be part of self-directed teams with true accountability can all help make the workplace rich in culture and positive energy


4. Really understand and quantify the impact that the new labour reality has on your business.

• Have solid job descriptions and task list for each role

• Understand the impact on your procedures of these tasks and how the business is, affected

• Look at sales/revenue data, accounting, and productivity trends as they touch vendors and clients alike. Focus on client communication traffic and how response to this traffic either through service level agreements, contract response times or just changes in responses to inquiries, will be perceived

• Make sure that you don’t assume that if people leave the remaining employees are not expected to just absorb their tasks. You do not want a seasoned project management and scheduling professional on the receiving dock opening boxes or triaging your inbound email and telephone inquiries. That is not the best use of their skills, or wisest activities for higher paid positions nor does it make for a rewarding workday for that individual.

5. Take advantage of outsourcing when it comes to tasks that can be outsourced. Outsourcing takes the pressure of the remaining employees to simply absorb labour deficits and helps them focus on the tasks they are good at and maximize benefits to your company.

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