3 Ways to Create a Positive Impact in the Great Resignation
The “Great Resignation” is upon us with millions leaving their jobs in search of more money, flexibility, and happiness.
It’s likely your organization is experiencing a change in the workforce. Yes, turnover is expensive—affecting productivity and profit. But there can be benefits, too. Here are three considerations to turn this negative into a positive:
1. Oftentimes new talent can help to see the “forest for the trees.”
Recognize this as a restart. Like restarting your computer, this provides you an opportunity to change what and how a new employee integrates into your team or company. Ask yourself what you would change in your onboarding of new talent. The longer we are with an organization, we can become jaded in our habits and perspectives. But new talent is NEW. We can affect cultural and strategic change through new talent. To do so, step back and assess the company’s vision, strategy, and culture. Then, embed it into the talent acquisition process.
2. We can affect cultural and strategic change through new talent.
Invest in onboarding your new hires. Because companies are so focused on their immediate productivity needs—or filling the gap from the loss of a team member, they often throw the new hire directly into the operation. This may help in the short term, but long term this employee may not understand the values, expectations, and strategy of the organization. When leaders spend time with their new employees and share what and why the company exists, what the expectations are of the new person, and create a line of communication with them, it takes time—but is an investment that increases retention and productivity long-term.
3. The right environment is necessary for your new employees to help you.
Engage your new employees to bring their past experiences to solve current problems. People have experiences—many of which may not relate directly to their new company or team. But oftentimes their experiences can bring new ideas and perspectives to existing problems that can resolve them quickly. They can see the “forest for the trees.” The key question for the organization is, does it create an environment that enables this to happen.
For more tips on how to turn disruption into opportunity, contact me for a Thrive in 45 private coaching session. Learn more here.
