According to the U.S. Bureau of Labor Statistics, 4.4 million Americans left their jobs in September 2021 (a record number!), accelerating a trend that has become known as the Great Resignation.
But it’s not just here in the U.S.
A Microsoft survey of over 30,000 workers in 31 countries found that 41% were considering leaving their jobs!
These are just two statistics that will send a shiver down every manager’s spine.
For more check out the article 11 Shocking Statistics on the Great Resignation
So, what is driving this? Obviously, the pandemic has changed the way we all work. If after decades of going into an office, you are suddenly forced into a remote work situation, that transition can be a real eye-opener for sure.
For managers the challenge is learning how to keep employees engaged who have become disconnected from the physical office and day to day casual interactions with colleagues.
When employees feel disconnected from their workplace and their co-workers, it is very easy to become disengaged. And disengaged employees are less likely to stick around when things get tough.
What can managers do to attract and retain top talent?
In my latest book, Influence in Talent Development, I talk about how leaders can increase their influence in a way that promotes intra-team connection and engagement.
Prior to the pandemic we were able to interact with employees casually throughout the day, seeing their potential – even when they did not see it themselves. From there we could nurture this potential and create a bond of influence.
However, this critical element of leadership has been lost in a flood of ZOOM calls and cold email directives.
Since the pandemic, many managers have stopped looking for potential in their employees because they are stuck in crisis mode. But when employees don’t see it in themselves or their work environment – they start to look for it elsewhere.
That’s where you can begin to make a difference starting today. Set your intention to connect with, show value for, and engage your team in genuine, meaningful ways. Set the stage for positive experiences with you that build the trust required for deeper, constructive influence. This quote commonly attributed to Theodore Roosevelt is a good reminder of the importance of human connection: “People don’t care how much you know until they know how much you care.”
The Great Resignation is real. But you are far from powerless when it comes to influencing those around you in a positive way that makes them feel valued and see potential in themselves and their career.
