Blank Spaces

In LC Extensions recent blog, we explore current trends in the uptick of people choosing to leave their jobs. As I chat with leaders from various industries, attracting and retaining talent inevitably comes up in every conversation. So, what's at play here? 

We have seen different titles for the phenomenon: the great resignation, the great reshuffle, and more recently, the great migration. We are all talking about the trend of people leaning into the courage to leave their current role when it no longer fits. 

Many events in life have the power to force us to stop and take inventory. My first love, ending a significant relationship, getting married, having kids, new jobs and job loss, completing educational pursuits, and most recently, COVID are all examples. For me, COVID acted as a conduit to asking more profound questions: What do I want? How can I make the most significant impact? Am I willing to be away from my family? What fulfills me on the work front?  

I'm comfortable saying I'm not alone in asking these and many more questions. The result has been a reorganization of my priorities and newly formed work boundaries and expectations of my employer.  

The LC Extension blog highlighted four points, and I'd like to share my thoughts on each: 

  1. Avoid quick fixes: During my MA in Leadership, we were fortunate to be introduced to complexity theory and systems thinking. In my opinion, to understand the great reshuffle, both are needed. COVID has changed so many things and created emotions that reveal themselves differently in each of us. Before deploying quick fixes, do a deep dive into how the great reshuffle plays out in your organization. A thoughtful and holistic approach will assist in limiting unintended consequences.
     
  2. Focus on compassionate leadership: Emotions are at the heart of people's decisions to leave an organization. As leaders, we must listen deeply to our people to understand what they are experiencing. In some cases, what we have to offer as an organization may no longer serve the individual. Treat these situations with the respect, kindness, and generosity they deserve. In other cases, organizations will find a way to continue serving the individual's needs. In all cases, strong communication and elite listening skills will play a role.
     
  3. Provide the right training: At the heart of most resignations is a desire for more. Growth is a powerful motivator. Organizations are healthiest when the opportunities to learn and grow are intentional and robust. Having access to learning and growth through experiencing new roles is now an employee expectation and organizations that get it right will have a competitive advantage.
     
  4. Strive for work-life balance:  With the great reshuffle comes an era where employees are in the driver's seat, and their expectations include flexibility. Gone are the days of oversight on how we spend every moment of the day. Micromanaging was never a good idea, and within the great reshuffle, it will create an inevitable death spiral. Those leaders stuck in the habits of an overly hierarchical system will lose people faster than those willing to adapt. Organizations are well-advised to create flexibility both in  “when and how”  their employees achieve the needed outcomes.

The great reshuffle offers an opportunity for all of us to be more human-centered and create workplaces that inspire and empower.  

 

I’d be interested in your take on this – connect with me on LinkedIn or Twitter

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